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As a Bilingual Legal Advocate, you will be responsible for providing legal advocacy, information, referrals, access to community resources, case updates, assistance with the Crime Victim Compensation (CVC) Program, help with VINE (victim notification system), and support to survivors of domestic violence and sexual assault.
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The Family Advocate is responsible for providing advocate services to the child victim and non-offending caregiver and for building collaborative relationships with team members in all ten counties served.
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This position will manage the day-to-day operations of the Center, serve as the College's Victim Advocate and provide support services and resources for LGBTQIA students. Albion College invites applications for the Director of the Anna Howard Shaw Center for Gender Equity and Victim Advocacy.
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The Department of Patient Advocacy at SUNY Downstate Health Sciences University is seeking a full-time Patient Advocate / TH Senior Staff Assistant. SUNY Downstate Health Sciences University is an affirmative action, equal opportunity employer and does not discriminate on the basis of race, color, national origin, religion, creed, age, disability, sex, gender identity or expression, sexual orientation, familial status, pregnancy, predisposing genetic characteristics, military status, domestic violence victim status, criminal conviction, and all other protected classes under federal or state laws.
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37,440 annually Description The Bridge is in search of a Shelter Advocate who will provide legal advocacy, crisis intervention, on-call accompaniments, support groups and case management to survivors of domestic/sexual violence in a 100-bed Emergency Shelter setting.
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Description JOB TITLE: Victim Witness Advocate in District & Municipal Courts REPORTS TO: Unit Chief/Supervisor, Supervising VWA, and Chief of Victim Witness Program COMPENSATION: $45,500 annually; commensurate with experiencePLEASE SUBMIT APPLICATION MATERIALS (RESUME AND COVER LETTER) TO.
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This position supports the Army’s Victim Advocacy Program (VAP) which provides comprehensive services hours a day, 7 days per week, to assist and advocate for victims of domestic abuse and to ensure a victim's easy transition to community resources.
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THE ROLE: Provides support, advocacy, and crisis intervention for people who are primary and/or secondary victims of crime per Crime Victim Service Center (CVSC) standards for service delivery.
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Internal Job Title: Voice & Choice Advocate (VCA)The VCA is a field-based victim service provider who works as a part of the overall Voice & Choice Empowerment Team. The VCA is responsible for engaging child sex trafficking survivors (and non-offending legal guardians) through trust-based relationships in the individualized, collaborative process of identifying, planning, accessing, and coordinating resources, support, and services for their emotional and social recovery.
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Provide advocacy and accompaniment for the victim and/or co-victims (such as parents, custodians, legal guardians, spouses) at local emergency and law enforcement departments in Stark, Tuscarawas and Carroll Counties.
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Knowledge of domestic violence and victim issues, including advocacy activities, statutes and impact on children. Provides empowerment-based advocacy, safety planning, supportive counseling, crisis intervention and service management to Outreach participants.
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JOB TITLE: Victim Witness Advocate in the Gang Unit. Victim Witness Advocates (VWAs) are primarily responsible for the facilitation of crisis assessment and intervention, information and referrals, supportive counseling, and court advocacy services to victims, witnesses, and their families throughout the criminal justice system.
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Do you possess para-professional victim services, peer counseling, crisis intervention, social services or related advocacy experience? Victim/Witness Program Advocate. The Victim/Witness Assistance Program in the Office of the Norfolk Commonwealth's Attorney helps to ensure the comprehensive representation of crime victims and witnesses in criminal cases.
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The Domestic Abuse Victim Advocate (DAVAs) promotes a coordinated community response to allegations of domestic abuse via providing a range of support and education services to victims during duty hours, as well as on-call emergency services after duty hours.
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Immediately following traumatic events of violent crimes (i.e., domestic violence, child abuse, assault, sexual assault, elder abuse, homicide, robbery, drunk driving, human trafficking, vehicular manslaughter, and hate crimes) in a private or government victim assistance agency ORas a peace officer in a law enforcement agency assisting victims of crime, interviewing victims, providing immediate crisis intervention, and providing information and referrals for victim advocacy services.
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
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Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually workÂ
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.Â