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Eap Coordinator Jobs (NOW HIRING)

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Care Coordinator

Birmingham, AL · On-site

$18 - $24.25/hr

Serve as clinical liaison for EAP accounts to include communication with clients, assisting Vice ... coordination of patient activities and cases as requested. * In cooperation with the Provider ...

Workplace Options

Care Coordinator

Birmingham, AL · On-site

$18 - $24.25/hr

Serve as clinical liaison for EAP accounts to include communication with clients, assisting Vice ... coordination of patient activities and cases as requested. * In cooperation with the Provider ...

Workplace Options

Care Coordinator

Birmingham, AL · On-site

$18 - $24.25/hr

Serve as clinical liaison for EAP accounts to include communication with clients, assisting Vice ... coordination of patient activities and cases as requested. * In cooperation with the Provider ...

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How much do eap coordinator jobs pay per year?

As of Aug 13, 2026, the average yearly pay for eap coordinator in the United States is $57,869.00, according to ZipRecruiter salary data. Most workers in this role earn between $40,500.00 and $69,500.00 per year, depending on experience, location, and employer.

What is an EAP coordinator?

EAP Coordinators are professionals who manage and oversee Employee Assistance Programs (EAPs) within organizations. Their main responsibilities include providing support, resources, and referrals to employees dealing with personal or work-related issues such as stress, mental health concerns, or substance abuse. They often coordinate with external service providers, maintain confidentiality, and help promote a healthy work environment. EAP Coordinators also play a key role in developing and implementing wellness initiatives and training sessions for staff.

What challenges do EAP coordinators face and how can they manage them?

EAP Coordinators often face challenges such as maintaining employee confidentiality, managing high caseloads, and ensuring timely support for a diverse workforce. Effective management involves strong organizational skills, clear communication with both employees and providers, and a deep understanding of privacy regulations. Building trust within the organization and staying updated on mental health resources also help EAP Coordinators address these challenges proactively and provide quality support.

What is the difference between Eap Coordinator vs Employee Assistance Program Counselor?

AspectEap CoordinatorEmployee Assistance Program Counselor
CredentialsTypically requires certifications in EAP or counseling, such as CADC or LPCRequires counseling licenses and mental health certifications
Work EnvironmentCorporate settings, HR departments, or external EAP providersCounseling centers, mental health clinics, or corporate EAP services
Employer & Industry UsageUsed by organizations to coordinate EAP services and employee supportProvides direct counseling and mental health support to employees

The main difference is that Eap Coordinators organize and manage EAP programs within organizations, while Employee Assistance Program Counselors provide direct mental health counseling to employees. Both roles require relevant certifications, but their focus and daily tasks differ.

What skills and qualifications are needed to be an EAP coordinator?

To thrive as an EAP Coordinator, you need a background in counseling, psychology, or social work, often supported by a relevant degree and licensure such as LCSW or LPC. Familiarity with case management software, crisis intervention protocols, and employee assistance program (EAP) systems is typically required. Strong interpersonal skills, confidentiality, and cultural sensitivity help build trust and effectively support diverse employee populations. These competencies are essential for providing effective support and resources, ensuring employee well-being, and maintaining compliance with organizational and legal standards.
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Eap Coordinator jobs near you
Infographic showing various Eap Coordinator job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 16% Part Time, 1% Temporary, and 2% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $57,869 per year, or $27.8 per hour.

E26/27 EAP SPECIALIST (HUMAN RESOURCES)

Arlington Public Schools

Arlington, VA • Hybrid

Part-time

Medical

Re-posted 21 days ago

Job description

Arlington Public Schools (APS) announces an opening for an EAP Specialist. This is a 12-Month E-10 position. Please note that this position is scheduled Monday through Friday, 4 hours per day. The specific work hours will be discussed with the successful candidate based on operational needs.

GENERAL STATEMENT OF DUTIES

The Employee Assistance Program (EAP) Specialist provides confidential employee assistance services to employees, retirees, and eligible family members of Arlington Public Schools (APS) as part of the Employee Assistance Program (EAP) within the Human Resources Division. This supporting role assists in delivering a comprehensive employee assistance program that promotes employee wellbeing, productivity, and organizational health, working in alignment with EAP core technology principles, the ethical standards of the International Employee Assistance Professionals Association, and all applicable laws and organizational policies. The position provides short-term, workplace-focused counseling, consultation, referrals, and related support while applying sound judgment within established program policies and procedures and maintaining strict confidentiality. The incumbent consults with supervisors and administrators regarding employee behavioral concerns, workplace stressors, and related issues affecting organizational functioning, offering guidance consistent with professional standards. The employee's assessments, recommendations, and consultations support the effectiveness of the APS Employee Assistance Program and contribute to improved employee functioning, reduced behavioral risks, and a healthier, more supportive work environment.

ESSENTIAL FUNCTIONS 

Provides input in meetings, workgroups, or committees on employee wellbeing and behavioral risk issues, under the guidance of the EAP Supervisor.

Supports outreach efforts by participating in events, trainings, and site visits to raise awareness of EAP services.

Participates in the Critical Incident Stress Management program for county public safety employees.

Provides problem identification and assessment, short-term support, referral to appropriate resources, and case management for EAP referrals. Offers crisis intervention and assists with workplace conflict resolution.

Coordinates the Substance Abuse Professional (SAP) process for employees in safety sensitive roles. Serves as the primary liaison between the employee, hybrid EAP provider, and internal departments through the return-to-work process. 


 

Monitors employee compliance with SAP recommendations, including follow-up testing and counseling, and provides ongoing support to help the employee meet all requirements for reinstatement. Provides training to supervisors on the use of the EAP and consults with them on addressing workplace and personal issues that may be affecting job performance.

Participates in new employee orientation and provides information about EAP services. 

Develops and delivers workshops on a variety of wellbeing topics and collaborates with hybrid EAP provider to offer additional trainings and resources. 

Provides other direct EAP services in accordance with core technology guidelines of the International Association of Employee Assistance Programs and the Code of Ethics of the Employee Assistance Certification Commission.

Guides employees in understanding when their health insurance benefits may be needed as part of the referral process and helps them connect with in-network providers or services when appropriate.

Provides crisis intervention and collaborates with the EAP Supervisor on high-risk cases involving potential harm to self or others.

Plans, organizes, and delivers EAP events, workshops, and outreach activities to promote program awareness and employee wellbeing. 

Works with the EAP Supervisor to align event content with annual program priorities and broader organizational wellness goals. 

Performs other duties as assigned, consistent with the scope and purpose of the position.

REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES

  • Thorough knowledge of counseling principles and effective intervention strategies to assist employees in addressing personal, behavioral, or situational challenges that may impact wellbeing or job performance. 
  • Strong knowledge of assessment practices used to identify presenting concerns, determine appropriate levels of care, and facilitate effective referrals. 
  • Solid understanding of community-based resources, including financial, legal, psychological, and health services. 
  • Advanced knowledge of federal requirements related to substance abuse testing for employees in safety-sensitive positions, as well as the professional ethical standards governing employee assistance practice. 
  • Strong understanding of legal requirements regarding the protection of confidential information and the potential consequences associated with unauthorized disclosure. 
  • Working knowledge of substance use issues that may affect workplace safety or performance, including indicators for referral to specialized assessment or Substance Abuse Professional (SAP) services. 


 

  • Demonstrated ability to maintain confidentiality; plan, organize, and prioritize activities and appointments; and manage multiple tasks effectively. 
  • Ability to establish and maintain effective professional relationships with administrators and other stakeholders. 
  • Excellent written and verbal communication skills, with the interpersonal ability to build trust and rapport with school-based staff. Ability to prepare clear, accurate, and concise reports and to work effectively within a culturally diverse environment.

MINIMUM EDUCATION, TRAINING, AND EXPERIENCE

Education: a bachelor's degree in social work, counseling, clinical mental health counseling, psychology, marriage and family therapy or any closely related mental health degree required. Master's degree preferred. 

Experience: A minimum of two (2) to three (3) years of professional counseling or clinical experience, including employee assistance program experience, workplace-focused behavioral health support, crisis intervention, or assessment and referral in a brief-treatment model required. 

LICENSE/CERTIFICATION

Licensed Mental Health Professional (or eligibility) required. 

Certified Employee Assistance Professional (or eligibility) preferred. 

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