Board Certified Behavior Analyst

Responsibilities

• Conduct assessments (e.g., VB-MAPP) and develop applied behavior analysis (ABA) programming.
• Conduct functional behavior assessments (FBAs) and analyze data to identify behavioral patterns and needs.
• Develop, implement, and monitor positive behavior support plans (PBSPs) tailored to each student’s unique needs.
• Provide feedback, modeling, and training to classroom staff to ensure effective behavior support delivery.
• Conduct behavior programming and positive behavior support plan (PBSP) fidelity checks
• Collect, graph, and analyze behavioral data to support programming adjustments
• Maintain accurate and timely documentation of student progress, individualized education programs (IEPs), and compliance with regulatory standards.
• Participate in multidisciplinary team meetings to discuss student progress and adjust programming and promote generalization of skills, as necessary.
• Provide RBT training and supervision in compliance with the BACB guidelines and regulations
• Provide professional development to staff on evidence-based positive behavioral strategies, de-escalation strategies, skills assessments, and data collection
• Stay current with best practices and emerging research in applied behavior analysis (ABA) and related fields.

Skills

• The BCBA utilizes strong analytical skills daily to interpret behavioral data and develop effective intervention strategies tailored to individual student needs.
• Excellent communication skills are essential for collaborating with families, educators, and educational teams to ensure cohesive and consistent programming implementation.
• Leadership and supervisory skills are applied when mentoring RBTs and support staff, fostering professional growth and maintaining high standards of care.
• Organizational skills are critical for managing caseloads, documentation, and compliance with regulatory requirements efficiently.
• Additionally, the BCBA applies problem-solving skills to adapt interventions based on student progress and emerging challenges, ensuring optimal outcomes.

What We Offer

• Work-life Balance - enjoy a typical school schedule with company paid holidays and paid time off built into your schedule
• Competitive Pay Rate
• Health Insurance - With employer contribution
• Dental and Vision Insurance - 100% by employer paid
• Paid Time Off
• Company-sponsored 401(k)
• Professional Development Opportunities
• Discount Market

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Equal Opportunity and Non-Discrimination Policy

The Hope Center is committed to maintaining fair and equitable employment practices in compliance with all applicable federal and state requirements. All employment policies, procedures, and practices shall be designed to ensure equal opportunity, prohibit discrimination and retaliation, and promote an inclusive workplace.

Policy Statement

The Hope Center provides equal employment opportunities to all employees and applicants and prohibits discrimination or harassment of any type. Employment decisions will be based on qualifications, merit, and organizational needs, consistent with all applicable nondiscrimination laws.

Protected Characteristics

• No person shall be discriminated against, harassed, or retaliated against on the basis of:
• Race (including hair type, hair texture, or hair style)
• Color
• Religious creed (including observance, practice and belief)
• Disability (physical, intellectual, developmental, or mental health)
• Ancestry or national origin
• Age (40 and over)
• Sex, including pregnancy, childbirth, breastfeeding, sex assigned at birth, gender identity or expression, sexual orientation
• Genetic information
• Veteran or military status
• Familial or martial status
• Or any other characteristic protected under applicable law

Scope of Policy

• This policy applies to all terms and conditions of employment, including but not limited to:
• Recruitment, hiring, and job advertisements
• Assignments, classifications, and promotions
• Compensation, benefits, and training
• Transfers, discipline, and termination
• Discipline and termination
• Reasonable accommodations for qualified individuals with disabilities and sincerely held religious beliefs, unless doing so would cause undue hardship
• Protection for retaliation for good-faith reports or participation in investigations

Enforcement & Reporting

Managers, supervisors, and employees share responsibility for upholding this policy. Any person who believes that have been subject to discrimination, harassment, or retaliation should report the matter through established grievance or HR reporting process. The Hope Center shall investigate promptly and take appropriate corrective action. No individual will be retaliated against for making a good-faith complaint or participating in an investigation.