Voice Up Founding Director LCSW Health Partnerships 100% Remote

Founding Director of Behavioral Health Partnerships & Workforce Innovation (LCSW) Voice Up Purpose Driven Decisions Remote Founding Equity Role After-Hours Part-Time Full-Time WHERE THIS WORK BEGINS This work did not begin in a classroom, clinic, or grant proposal. It began with a grandmother Mary Douglass who created space for something rare: uninterrupted conversation deep listening reflection without judgment and a quiet expectation that your life had meaning Years later, those conversations recorded, revisited, and studied revealed something profound: The most powerful form of intervention is not instruction. It is structured conversation that helps a person recognize who they already are. That became the Douglass Fuller Method. And over time, that method became Voice Up. THE FOUNDER’S PATH This system was built in real-world conditions not theory. The Founder has led across: Federal behavioral health grants (SAMHSA, U.S. Department of Education) Multi-million dollar program implementation Certified Community Behavioral Health Clinic (CCBHC) transformation Statewide Medicaid-aligned systems and policy Workforce development across education and behavioral health This includes: Principal Investigator roles on multiple federal grants Oversight of $7M+ in active grants and $50M+ in system operations Leadership within large-scale community mental health systems National recognition in behavioral health transformation Why This Matters This model is being built by someone who has already operated inside and successfully led the systems it is now redesigning. THE RESEARCH FOUNDATION Voice Up is grounded in an IRB-approved, multi-state doctoral study. Key Finding: The Naming Gap People often already possess the lived experience and capacity to enter behavioral health but lack the language to recognize it. Mechanism: Definitional Clarity Cascade When individuals receive: clear definitions visible roles pathway language They demonstrate: immediate awareness expansion increased motivation rapid identity alignment Core Insight The barrier is not ability. It is recognition + pathway clarity. WHAT VOICE UP DOES Voice Up turns that insight into a system. It helps individuals: Reflect on lived experience Recognize existing strengths Connect to purpose Translate into real-world pathways What consistently happens: Participants say: I’ve never thought about it like that. Then: engagement increases planning begins action follows ️ THE SYSTEM YOU ARE HELPING BUILD 1. Purpose-Centered Engagement Rooted in the method of Mary Douglass Focused on youth & transition-age populations 2. Workforce Activation Engine Identifies and activates informal helpers Connects to: CHW roles social work pathways behavioral health careers 3. Medicaid-Aligned Delivery CHW-based model Billable services include: care coordination engagement group facilitation 4. LCSW-Led Oversight (Your Role) Non-clinical leadership Workforce system design Ethical alignment 5. Data + Research Infrastructure Thousands of participant data points Longitudinal tracking Academic integration CURRENT SCALE 2,900+ participants 1,300+ qualitative datasets 5,000+ program activities 20+ institutional implementations WHY THIS ROLE EXISTS The system gap: Workforce shortages Late-stage clinical intervention Lack of early engagement The opportunity: People already have the capacity to help but are not connected to pathways. YOUR ROLE You are not stepping into a defined system. You are helping build one. Core Responsibilities Lead the LCSW Accelerator Develop pathways from purpose profession Build National LCSW Network Mentorship + supervision ecosystem Expand Institutional Partnerships MSW, MPH, nonprofit integration ️ Align with Medicaid Systems Support scalable implementation Maintain Model Integrity Ensure alignment with: research ethics outcomes Support Growth Grant strategy + system expansion ROLE DISTINCTION Not: therapy traditional supervision Yes: system-building workforce design partnership leadership COMPENSATION STRUCTURE Year 1: Founding Phase (After-Hours) 5 hours/week 100% remote Equity: 2.0% 4.0% Stipend: $250 $1,000/month (variable & grant-dependent) Year 2: Scale Initiation (25% FTE) Approx. 10 hours/week equivalent Increased grant-funded compensation Formalized leadership role Continued equity participation Year 3: Full Implementation (100% FTE) Full-time leadership role Market-rate salary aligned with senior LCSW leadership positions Equity retained Performance-based incentives tied to system growth IDEAL CANDIDATE An LCSW who: Believes conversation is intervention Sees workforce as prevention Understands systems not just services Is willing to build something new Wants to scale impact nationally WHAT YOU ARE JOINING This is not just a model. It is a continuation of something that started long before it had a name: A grandmother creating space A family passing down dignity A realization that conversation can unlock purpose A system now designed to scale that reality FINAL POSITIONING In One Sentence This is a founding leadership role for an LCSW to help scale a nationally relevant, research-backed behavioral health workforce model rooted in the lived methodology of Mary Douglass, informed by doctoral research on the Naming Gap, and built by proven leadership with real-world system impact. The skill shift: from what you know to what you can do with what you know For decades, education and training often rewarded possession of knowledge: completing the reading, passing the test, writing the paper. But AI can now generate a plausible essay, a slide deck, or a market summary in seconds. The new differentiator isn’t producing information it’s producing judgment, context, and value. Employers are increasingly emphasizing skills that are durable across tools and industries: analytical thinking, creative thinking, resilience and adaptability, leadership and social influence, curiosity and lifelong learning, systems thinking, and motivation/self-awareness. The hidden risk: AI can widen the gap between task-doers and value-creators The danger isn’t simply job loss. It’s stratification. Workers who can use AI to accelerate high-level work may see gains; workers who are positioned as interchangeable task-doers may face wage pressure or stagnation. The OECD has warned of divides between workers able to complement AI and those who cannot, with very different economic outcomes. In early 2026, AI-related labor disruption has become prominent enough that global leaders were publicly describing it as a wave capable of reshaping entry-level work in particular.