Urban Energy Program; UEJP) Career NavigatorUrban Energy Program; UEJP) Career Navigator

Position Type: Full-Time

Reports To: VP of Programs and Partnerships

Salary Range: $55,000–$75,000 annually, commensurate with experience, skills, and qualifications

Location: Roxbury, Massachusetts

The Urban League of Eastern Massachusetts (ULEM) seeks a passionate, organized, and results-driven Career Navigator to support participants enrolled in the Urban Energy Jobs Program (UEJP). The role combines career coaching, case management, energy-industry instruction, skills-based employment preparation, and workforce navigation to help participants enter registered apprenticeships and high-quality energy and clean-energy careers.

A central responsibility is facilitating the Energy Industry Fundamentals (EIF) 2.0 curriculum, supporting credential attainment, and connecting technical learning to energy sector careers.

Using skills-based hiring practices, the Navigator helps participants identify, document, articulate, and demonstrate competencies gained through training, employment, education, military service, volunteerism, lived experience, and other experiences. The Navigator works with employers and workforce partners to connect those competencies to employment opportunities and reduce unnecessary barriers to employment.

• Support participant recruitment, eligibility determination, enrollment, and required documentation.
• Assess participant interests, skills, experience, goals, supportive-service needs, and barriers to success.
• Develop individualized career and success plans with measurable training, credential, employment, and professional-development milestones.
• Orient participants to UEJP expectations, EIF 2.0 requirements, supportive services, career pathways, and employment expectations.

• Deliver and facilitate EIF 2.0 curriculum, activities, labs, assessments, and related learning experiences.
• Translate technical energy concepts into accessible instruction and connect learning to occupations, technologies, workplaces, and career pathways.
• Monitor attendance, participation, learning progress, completion, assessments, and EIF 2.0 credential attainment.
• Identify learning gaps and provide tutoring, remediation, study strategies, and other academic or technical support.
• Maintain required EIF 2.0 instructor qualifications, training, and certification requirements.

• Build participant relationships through individualized coaching, career guidance, goal setting, and workforce-readiness support.
• Monitor progress and develop interventions for participants at risk of disengagement or noncompletion.
• Identify barriers affecting training, credentials, or employment and connect participants with appropriate supportive services and resources.
• Maintain closed-loop referrals, including documented follow-up, provider coordination, and resolution of identified needs.
• Promote participant persistence, accountability, professional development, and successful program completion.

• Apply skills-based hiring practices to identify and document participants’ technical, professional, transferable, and lived-experience competencies.
• Translate skills, credentials, and accomplishments into resumes, applications, profiles, interviews, portfolios, and other evidence of career readiness.
• Analyze job requirements and align demonstrated participant competencies with employer expectations.
• Prepare participants for skills-based interviews, assessments, demonstrations, and employer selection processes.
• Identify skill gaps and connect participants to credentials, training, work-based learning, and professional-development opportunities.

• Educate participants about energy, utility, clean-energy, skilled-trades, and related career pathways and advancement opportunities.
• Connect EIF 2.0 learning and credentials to occupational requirements and industry-recognized certifications.
• Prepare participants for registered apprenticeships, pre-apprenticeships, technical training, applications, entrance exams, interviews, and selection processes.
• Coordinate connections with employers, training providers, labor unions, apprenticeship programs, and workforce partners.

• Provide employment…