A positive future for every child

Southwest Human Development is Arizona’s largest nonprofit dedicated to early childhood development. The first five years of life are the most critical in a child’s development. At Southwest Human Development, our services improve lives and help families by supporting young children and their caregivers during this important time.

Your skills, experience, and passion are needed at one of the nation’s largest nonprofits dedicated to early childhood development. Join our team and experience a long-term career which brings joy and satisfaction in knowing you make a difference. We offer over 40 programs and services to more than 140,000 children.

Why choose us?

• Using evidence-based coaching model Construct Coaching, deliver professional development to family engagement support staff.
• You can be the catalyst for planning and implementing high-quality family engagement practices.
• You will be rewarded with benefits, including zero contribution health plan options, 401K plan, wellness programming, and generous paid time off.
• You will have the opportunity to represent a highly respected non-profit agency in Arizona.
• You will enjoy a supportive and collaborative work environment.

Job title:

Professional Development Coach- Family Engagement

Southwest Human Development’s Early Head Start and Head Start Program is seeking a Professional Development Coach to mentor Family Support Specialist staff in the successful delivery of classroom and family development services.

In this role you will:

• Facilitates the completion of Construct Coaching with family support specialist staff. Utilizes Construct Coaching Family Engagement software document the delivery of evidence based coaching services
• Assures that family engagement services are enhanced through coaching to meet the department and program requirements, are comprehensive, appropriate, and delivered within the established Early Head Start/ Head Start timelines.
• In collaboration with director, assigned manager and program staff, develops policies and procedures that clearly detail the specific tasks and steps required of all staff to implement program service goals and objectives.
• Demonstrates sensitivity to linguistic, cultural, social, economic, individual, and role differences among persons and families served.
• Provides services that are family-centered and relationship-based.

If you don't think you can meet every qualification below, we still encourage you to apply. We value both current experience and future potential!

What it takes:

• BA in Early Childhood Education, Human Services, or related field
• 2 years experience in ECE program with emphasis on family engagement, health & wellness, DHS licensing and safety services to children birth to five and their families
• Knowledge of DAP, and DHS regulations.
• Bilingual in English and Spanish, can speak, read, and write is preferred, but not required
• Certification in First Aid and CPR, Food Handler’s, Fingerprint Clearance Card required.
• Knowledge of DCS reporting mandates.

Learn more

Our core values embody Southwest Human Development’s commitment to services that uplift the lives of children, families and other care providers, and the communities in which they live. These values are intended to guide the professional development, ethical conduct, and skilled practice of all our staff, whatever their specific role within the agency. All staff are valued as making essential contributions to strengthening the foundation that Arizona’s children need for a great start in life. Learn more about our values and benefits here.

Experience

• 2 year(s): 2 years experience in Early Childhood Education- with emphasis on family engagement, health & wellness, DHS licensing and safety services to children birth to five and their families

Education

• Bachelors or better in Early Childhood Education or related field

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)