<p>Site: Newton-Wellesley Hospital</p> <p>Mass General Brigham relies on a wide range of professionals, including doctors, nurses, business people, tech experts, researchers, and systems analysts to advance our mission. As a not-for-profit, we support patient care, research, teaching, and community service, striving to provide exceptional care. We believe that high-performing teams drive groundbreaking medical discoveries and invite all applicants to join us and experience what it means to be part of Mass General Brigham.</p> <p>Job Summary</p> <p>Every summer, NWH hosts 20-25 student interns from Waltham High School. The program is in collaboration with Waltham Partnership for Youth (WPY) and is a significant component of our workforce development initiative within the NWH Community Collaborative. The program runs from June 27th to August 10th and is designed to provide opportunities for students to explore future career possibilities as well as gain real-world work experience. Interns may work up to a maximum of 32 hours per week.</p> <p>The Peer Leader Intern will be a friendly, responsible, preferably a former NWH summer intern participant who is interested in program operations and project coordination. They will serve as a positive peer role model and liaison between interns and program supervisors (75%). The Peer Leader Intern will have the opportunity to coordinate and attend intern program events and participate in career exploration throughout the summer (25%). Under the supervision of the NWH Senior Director of Community Health and working with the NWH Community Engagement Coordinator, the Peer Leader Intern will be assigned many duties, which include:</p> <ul> <li>Assisting with the logistics of the NWH summer intern program such as, welcome and celebration events, weekly education programming, and onboarding and orientation events. </li><li>Assisting with troubleshooting day to day program issues when they arise. </li><li>Assisting with program data collection, tracking, and reporting in preparation for program end deliverable. </li><li>Rounding in intern placement areas throughout the hospital. </li><li>Creating of an intern survey. </li><li>Creating opportunities to promote the intern program through social media, photos, and stories. </li><li>Performs assigned duties specific to the operational needs of the summer intern program, such as various office clerical functions including answering phones; retrieving and delivering files and records; typing and scanning documents; receiving, sorting, and distributing program supplies. </li><li>Performs specific tasks under the guidance of program staff to support program activities. </li><li>Assisting in the creation of program materials as needed. </li><li>Tracking on boarding documents and new hire requirements (May- June) </li><li>Participating in the set-up and operation of special events and program activities. </li><li>Becoming knowledgeable through training on various resources and aspects of the program. </li><li>Performs related duties as required. </li></ul> <p>Qualifications</p> <p>Qualifications</p> <p>Skills and qualities</p> <ul> <li>Past participation in summer intern program (NWH previous intern preferred) </li><li>Service-orientated </li><li>Outgoing </li><li>Responsible with confidential data </li><li>Comfortable with computer systems (or learning to use them) and spreadsheets </li></ul> <p>Additional Job Details (if applicable)</p> <p>Physical Requirements</p> <ul> <li>Standing Occasionally (3-33%) </li><li>Walking Occasionally (3-33%) </li><li>Sitting Constantly (67-100%) </li><li>Lifting Occasionally (3-33%) 20lbs - 35lbs </li><li>Carrying Occasionally (3-33%) 20lbs - 35lbs </li><li>Pushing Rarely (Less than 2%) </li><li>Pulling Rarely (Less than 2%) </li><li>Climbing Rarely (Less than 2%) </li><li>Balancing Occasionally (3-33%) </li><li>Stooping Occasionally (3-33%) </li><li>Kneeling Rarely (Less than 2%) </li><li>Crouching Rarely (Less than 2%) </li><li>Crawling Rarely (Less than 2%) </li><li>Reaching Occasionally (3-33%) </li><li>Gross Manipulation (Handling) Constantly (67-100%) </li><li>Fine Manipulation (Fingering) Frequently (34-66%) </li><li>Feeling Constantly (67-100%) </li><li>Foot Use Rarely (Less than 2%) </li><li>Vision - Far Constantly (67-100%) </li><li>Vision - Near Constantly (67-100%) </li><li>Talking Constantly (67-100%) </li><li>Hearing Constantly (67-100%) </li></ul> <p>Remote Type</p> <p>Onsite</p> <p>Work Location</p> <p>2014 Washington Street</p> <p>Scheduled Weekly Hours</p> <p>0</p> <p>Employee Type</p> <p>Per Diem</p> <p>Work Shift</p> <p>Day (United States of America)</p> <p>EEO Statement:</p> <p>Newton-Wellesley Hospital is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religious creed, national origin, sex, age, gender identity, disability, sexual orientation, military service, genetic information, and/or other status protected under law. We will ensure that all individuals with a disability are provided a reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. To ensure reasonable accommodation for individuals protected by Section 503 of the Rehabilitation Act of 1973, the Vietnam Veteran's Readjustment Act of 1974, and Title I of the Americans with Disabilities Act of 1990, applicants who require accommodation in the job application process may contact Human Resources at (857)-282-7642.</p> <p>Mass General Brigham Competency Framework</p> <p>At Mass General Brigham, our competency framework defines what effective leadership "looks like" by specifying which behaviors are most critical for successful performance at each job level. The framework is comprised of ten competencies (half People-Focused, half Performance-Focused) and are defined by observable and measurable skills and behaviors that contribute to workplace effectiveness and career success. These competencies are used to evaluate performance, make hiring decisions, identify development needs, mobilize employees across our system, and establish a strong talent pipeline.</p>