Southwest Human Development is seeking Childcare Business Management Specialists to join our Early Childhood Business Management Program.

This role coaches early care and education programs on business management practices to further the programs’ sustainability.

Primary duties:

• Works under regular direction to offer specific business management practices through training, coaching, and technical assistance services to early care and education programs.

• Supports the programs four pillars; automation, the Iron Triangle, individualized coaching/consulting, and utilizing vetted policies and procedures.

• Provides services in a collaborative, reflective and efficient manner, according to the agency mission and philosophy and department goals.

• Collects data, documents activities, and uses experience with individual providers to suggest program enhancements and modifications.

Qualifications:

• Bachelor or Master’s degree in early childhood education or a related field that includes 24 college credits in ECE.

• At least five (5) years of experience working in an early childhood education setting and with child management systems or other management systems.

• One year of experience with budgeting, financial management and other Early Childhood business practices is strongly preferred.

• Must have reliable transportation and a valid Arizona driver's license for required statewide travel.

• Bilingual English/Spanish is a plus.

Southwest Human Development (“SWHD”) takes the health and safety of our employees and the communities we serve very seriously. We strongly believe vaccination is a critical safety measure to protect each of us and the communities we serve. The COVID vaccinations have proven to be highly effective at protecting people from getting COVID-19 or from getting severely ill from it.

All candidates must meet SWHD vaccination standards, including the COVID vaccine, for their program.

Compensation: DOE

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)