Childcare Area Director

Area Director

Territory:
Southern and Central New Hampshire (including Rockingham, Hillsborough, Cheshire, and Sullivan County areas)

Status:
Part-Time, Non-exempt

Schedule:

Year-Round

Reports To:

Sr. Regional Director

Direct Reports:
Site Directors

Pay: $22.00 per hour

Featured Benefit:
Employer-Paid Childcare

Healthy Kids Programs provides childcare for school-age children enrolled in our program on the days and during the hours you work. Employer contributions cover the cost of care, so you can focus on your job while your child participates in a safe, structured, and engaging program, all without needing to arrange outside care.

The Area Director is the execution engine of Healthy Kids Programs' field structure. They are closest to the daily work — making sure programs run well, sites are fully staffed, every site meets state licensing standards, and the principals and school staff they partner with see HKP as a reliable, responsive presence. This is a role for someone who is hands-on, organized, and energized by keeping things running well every single day.

Staffing - Sites are fully staffed every day; schedules are built proactively; coverage gaps are filled before they become problems

Enrollment - Enrollment is at or above target across sites; programs are engaging and families are choosing to re-enroll

Compliance - All sites operate in full compliance with state licensing; records are current; sites pass inspections without issue

Building Partnerships - Principals and school staff view HKP as a dependable, communicative partner; day-to-day issues are resolved quickly at the building level

1. Staffing — Recruiting, Hiring & Leading

• Actively recruit to maintain a healthy pipeline of qualified candidates across your sites
• Interview, hire, and onboard site-level staff; set expectations clearly from day one
• Build and manage staff schedules proactively; ensure every site has coverage before the day starts
• Maintain a reliable substitute bench so that gaps never leave a site exposed
• Conduct regular check-ins with Site Directors; coach in the moment and through formal conversations
• Address performance issues directly and document appropriately
• Create a team environment where staff feel supported, recognized, and connected to the mission

Payroll, Labor & Scheduling Efficiency

• Schedule staff to ratio — never over or under; right-sizing hours is both a compliance and a budget responsibility
• Review and approve timecards accurately and on time; ensure hours reflect actual time worked
• Monitor payroll costs against budget; flag anomalies and take corrective action when hours exceed plan
• Build schedules with efficiency in mind — minimize unnecessary overtime and maximize coverage with the staff you have
• Communicate schedule changes proactively; keep staff informed and document adjustments
• Use HKP's payroll and scheduling platforms (e.g., Paylocity) accurately and consistently

2. Enrollment & Program Quality

• Monitor enrollment at each site; identify soft spots early and bring action plans to the Regional Director
• Visit sites regularly to observe program quality and compliance firsthand; provide real-time coaching and feedback to site staff based on what you see
• Ensure teachers are using HKP's daily programming materials and engagement strategies consistently
• Track re-enrollment as a signal of program quality; address concerns before families walk away
• Support enrollment events and outreach at the school and community level
• Report enrollment status and program quality observations to the Regional Director on a regular cadence

3. State Licensing Compliance

• Ensure every site in your cluster maintains active, current state licensing at all times
• Conduct regular compliance walkthroughs: verify ratios, records, staff credentials, and environment standards
• Ensure all staff certifications (CPR, first aid, mandated reporter training, etc.) are kept current
• Respond promptly to any licensing concerns, agency inquiries, or corrective actions
• Keep site staff informed of day-to-day compliance expectations; make it routine, not reactive
• Escalate unresolved compliance issues to the Regional Director…