Senior Manager, Early Learning - Child Development & Family Support

About the Department

For best consideration, please submit application materials by October 2, 2026.

• Provides strategic leadership and management in planning, designing, implementing, and evaluating early learning programs across multiple site locations for Head Start and Early Head Start. Implements, monitors, and adjusts programmatic decisions based on data, Head Start Performance Standards, and MHCC policies and procedures. Develops department policies, manages budgets, and provides comprehensive training to supervision in the areas of leadership, supervision, and staff accountability. Directs, supervises, and evaluates the performance and duties of program managers and related early childhood staff, holding early learning staff accountable for child development outcomes. Works closely with leadership on strategic planning and the continuous monitoring of adult actions, classroom environments, and instructional practices throughout multiple early learning sites.

Essential Duties

• Directs, supervises, and evaluates the performance and daily duties of Managers to ensure alignment and consistency in early childhood care, classroom practices, and child development outcomes across all sites.
• Trains, mentors, and develops managers in the areas of leadership, effective supervision, and staff accountability. Holds early learning staff accountable for achieving positive child development outcomes and implementing evidence-based classroom strategies.
• Provides strategic support and input to the design and continuous improvement of CDFS early learning programs. Assists with short- and long-term planning that promotes diversity, equity, and inclusion in staffing, curriculum, culture, and services and align with College and CDFS mission, vision, and strategic goals. Conducts ongoing monitoring of adult actions, teaching practices, social-emotional curricula, and positive behavioral interventions across multiple early learning sites to monitor implementation and ensure high-quality service delivery.
• Gathers, analyzes, and interprets child assessment data, classroom observation results, and program outcomes. Implements, monitors, and adjusts programmatic decisions based on data, Head Start Performance Standards, and MHCC policies and procedures.
• Monitors and ensures compliance with applicable federal, state, and local regulations, accrediting bodies, licensing requirements, and MHCC Board policies.
• Oversees the selection, tracking, and implementation of education curricula and child observation assessment systems. Designs and coordinates agency-wide professional development to ensure classroom staff maintains required credentials and education qualifications. Works with managers to ensure that Policy Council-approved curriculum is being implemented in every classroom.
• Manages assigned department and program budgets, ensuring spending remains within budget allocations. Participates in budget planning, reviews, forecasting, and grant proposal development in partnership with leadership.
• Establishes and maintains collaborative working relationships with internal College departments, external agencies, community partners, and educational institutions to strengthen ties and support programming, shared resources, and other initiatives. Serves as a College representative on local, regional, and state early childhood committees as appropriate.
• Ensures and promotes health, safety, and proper risk management in the workplace and across all early learning sites.

ADDITIONAL DUTIES

• Attends Policy Council and College Board meetings and presents early learning data or program updates in the absence of or in collaboration with leadership.
• Attends training sessions and participates in ongoing professional development opportunities.
• Performs all other duties as assigned.

Position Duties

• Education: Master’s degree in Early Childhood Education, Social Work, Human Services, or a related Early Childhood field. Experience/Training: Minimum (5) years of experience managing an early childhood program, including at least two (2) years of supervision Demonstrated experience in data-driven decision making, grant implementation, and budget administration. Intermediate skills in in database management, word processing, spreadsheets, child assessment software, and virtual reporting tools Experience working with diverse backgrounds within the College’s community, families, and staff; demonstrated commitment to equity, access, and inclusion. Current driver's license, insurance, and access to a reliable automobile during work hours for travel to multiple site locations. Must have at least three (3) years of driving history. Equivalent combinations of education and experience may be considered on a year-for-year basis. Preferred Qualifications Bilingual skills with oral and written fluency in English and Spanish, Russian, or another language that meets the community/department’s needs Leadership and supervisory experience in Head Start or Early Head Start programs ADDITIONAL QUALIFICATIONS Must be enrolled in the Oregon Central Background Registry prior to beginning employment, and enrollment must be maintained throughout employment. Post-offer fitness for duty evaluation (including TB screening and health appraisal) within 30 days of hire date. Must complete required Oregon Department of Early Learning and Care Self-Study Trainings within 30 days of hire
• Minimum (5) years of experience managing an early childhood program, including at least two (2) years of supervision
• Demonstrated experience in data-driven decision making, grant implementation, and budget administration.
• Intermediate skills in in database management, word processing, spreadsheets, child assessment software, and virtual reporting tools
• Experience working with diverse backgrounds within the College’s community, families, and staff; demonstrated commitment to equity, access, and inclusion.
• Current driver's license, insurance, and access to a reliable automobile during work hours for travel to multiple site locations. Must have at least three (3) years of driving history.
• Equivalent combinations of education and experience may be considered on a year-for-year basis.

Preferred Qualifications

• Bilingual skills with oral and written fluency in English and Spanish, Russian, or another language that meets the community/department’s needs
• Leadership and supervisory experience in Head Start or Early Head Start programs

ADDITIONAL QUALIFICATIONS

• Must be enrolled in the Oregon Central Background Registry prior to beginning employment, and enrollment must be maintained throughout employment.
• Post-offer fitness for duty evaluation (including TB screening and health appraisal) within 30 days of hire date.
• Must complete required Oregon Department of Early Learning and Care Self-Study Trainings within 30 days of hire

Minimum Qualifications

• Knowledge of: And practical application of federal Head Start/Early Head Start Performance Standards, state licensing laws, and early childhood best practices. Early child development principles, assessment tools, and evidence-based strategies for achieving positive learning outcomes. Institutional budgeting, accounting processes, labor relations, FERPA, and MHCC administrative policies and procedures.

Knowledge of

Other Qualifications

• Job Details Employee Group : CDFS Management Classification : CDFS Management – Range 6 Employment Type: Full-Time (1.0 FTE) FLSA Status: Exempt (Salaried) Compensation : $79,091-$118,685 Annually Schedule: 40 hours per week, Monday – Friday Remote Eligibility: On-Site (Not eligible for remote work) WORKING CONDITIONS Work is typically performed in a normal office environment while sitting at a computer terminal. Visual eye strain and repetitive hand/wrist motion for data entry and keyboarding functions. Works assigned schedule and exhibits regular and predictable attendance. As necessary to meet workload demands, works outside of typical schedule including evening/weekend hours. Work requires frequent travel to multiple off-campus early learning sites. Work is sometimes performed in an emotional and stressful environment. S alary Placement Initial salary placement will be based on years of applicable education, full-time equivalent experience, and other job-related qualifications at the sole discretion of the College and in accordance with all applicable state and federal laws. Please include all relevant education and full and part-time experience (including unpaid and volunteer experience) in your application that you want the College to review towards potential placement. Hired employees will not have an opportunity to update past experience or appeal initial placement after the time of hire.

WORKING CONDITIONS

Benefits

• The following is a brief description of the benefits offered by Mt. Hood Community, this is intended to be a summary only – any errors or omissions are unintentional. Please refer to benefit booklets, plan documents, college policy and regulations for more detailed information. COLLEGE PAID BENEFITS Health Benefit Options MHCC is a member of the Oregon Educators Benefit Board (OEBB) which administers Medical, Dental, Vision, Life Insurance, Accidental Death & Dismemberment (AD&D), Long Term Disability (LTD) and Employee Assistance Plan (EAP). The effective date of employer-provided benefits is the beginning of the month after the employee’s date of hire at MHCC, unless otherwise indicated. Available medical, dental and vision plans and rates are available. on the MHCC intranet site, under Human Resources/Benefits. Important Retirement Information: Make sure you are enrolled in the medical, dental and/or vision plans you want when you retire. Retirement is not considered a Qualified Status Change (QSC) so you cannot add or change plans at the time of retirement. In order to ensure that a spouse/domestic partner and/or eligible dependent can be covered when you retire you will need to enroll them on MHCC's policy at the open enrollment period prior to your retirement date even though they may be covered under another policy. The College pays the employer portion of the premiums during double coverage periods. Although the College pays the employer portion of premiums during any double coverage period, double coverage is discouraged other than prior to retirement as it incurs additional expenses to the College. Coverage for domestic partners is a taxable benefit under IRS guidelines. Appropriate taxes will be deducted from your payroll. Other College Paid Insurances Life Insurance Coverage = 2x’s annual salary not to exceed $300,000 Accidental Death & Dismemberment (AD&D) Coverage = 2x’s annual salary not to exceed $300,000 Long Term Disability (LTD) Approved benefit claims begin after 90-day elimination period. Maximum benefit is 66 2/3 of monthly salary; benefit may be adjusted based on other income received by retirement benefits. Employer Paid Tax Sheltered Annuity MHCC contributes $200.00/month to a tax-sheltered annuity (TSA) 403 (b) on behalf of the employee as a benefit. It is up to the employee to establish an account with an approved investment/insurance company. Public Employees Retirement Plan (PERS) Consistent with PERS rules, the employee contributes 6% of their gross salary into an Individual Account Program (IAP) with PERS. The contribution is set up automatically. At the time of retirement, based on one of the following programs, a monthly pension benefit is calculated. Please refer the Public Employees Retirement System (PERS) website for detailed information on retirement benefits: http://oregon.gov/PERS/ Public Employees Retirement System – Tier One/Tier Two:hired by a PERS employer before August 28, 2003 and have an active account. Oregon Public Service Retirement Plan - OPSRP: hired on or after August 28, 2003 and do not have active account in the PERS Program. Tuition Waiver Plan Full-time employees, their spouses, domestic partners and children through the age of 23 will be entitled to tuition-free enrollment in MHCC courses. Application fee, College Service Fee per term and course fees are the responsibility of the employee. Employee Assistance Program (EAP) MHCC’s Employee Assistance Program (EAP) is through Canopy which provides services to help people privately resolve problems that may interfere with work, family, and other important areas of life. The EAP provides FREE (no charge for utilization) and confidential services to employees and their dependents, living at or away from home, and all household members, related or not. MHCC employees, spouses/domestic partner, dependents and their eligible household members have eight (8) free EAP services per new issue, including relationship, family, stress, anxiety, and other common challenges. Employees must get a referral from the EAP for each issue for services to be covered. Employee Assistance Program (EAP) Link Use of MHCC Swimming Pool Full-time employees and dependents have free access to the MHCC swimming pool during open recreation sessions. Swimming classes through the American Red Cross Learn-to-Swim program are not free under the tuition waiver plan or the swim pass. Employees are responsible to pay for the classes. Professional Development Funds As approved by the President, professional development funds are available for management employees. Contact the Director of Human Resources for information on accessing these funds. Vacation Scheduling and Use of Vacation Leave Vacation leave is scheduled in advance with the approval of the employee's manager and should be planned cooperatively with the employee. Vacation leave will be scheduled in such a manner as to minimize disruption to the organization. Managers must be reasonable in allowing the use of vacation leave and may not unreasonably deny vacation requests where the result would be the forfeiture of accrued vacation. For purposes of calculation, one normal workday is the equivalent of eight hours of vacation leave for a full-time employee. Holidays falling within a period of vacation leave will not be counted against vacation leave. Separation from Employment Upon separation from employment, an employee will be paid for any accumulated vacation leave. The employee is responsible for repayment of any overuse of accrued vacation leave. The ending date of employment cannot be extended by using vacation. Exceptions to this policy must be approved by Human Resources. Vacation Accruals Management and confidential employees with a 1.0 FTE assignment accrue 13.33 hours of vacation per month (20 days per year). Management and confidential employees with assignments of less than 1.0 FTE accrue vacation in proportion to their FTE. Management and confidential employees accrue vacation on a monthly basis, beginning the first calendar month of employment. Vacation accrues on the last day of the month and is available for use the first day of the next month. Vacation leave will not accrue to any employee on leave without pay or suspension with duration of more than 30 days. Maximum Vacation Leave Accrual Balance An employee’s total balance of accrued vacation may not exceed 320 hours. The hours of vacation leave earned each month will be adjusted to ensure thatthe maximum accrued vacation limit is not exceeded. Sick Leave Employees shall have ten (10) days of sick leave placed in their sick leave bank upon beginning employment and shall accrue one (1) day of sick leave per month worked. Yearly accruals will be posted on the first day of each fiscal year. Employees working less than 1.0 FTE in a fiscal year will have sick leave accruals prorated. There will be no limit on the number of days accumulated during an employee’s employment. If termination occurs before the end of the fiscal year, sick leave accruals shall also be pro-rated. Holidays Employees will be paid for 16 holidays, which are: Juneteenth (June 19th), Independence Day, Labor Day, Veteran’s Day, day before Thanksgiving, Thanksgiving Day, day after Thanksgiving, Christmas Eve, Christmas Day, the four days between Christmas and New Years, New Years Day, Memorial Day and typically either Martin Luther King Day or President’s Day in alignment with represented employee contracts. If a holiday falls on Saturday, Friday will be the holiday. If a holiday falls on Sunday, Monday will be the holiday. Personal Leave Days Management employees receive up to 2 days (16 hrs) of personal leave per fiscal year to be used for personal reasons and are not accumulated or paid out upon separation of employment. For non-exempt positions, personal leave can be used in hourly increments at the employee’s discretion with prior approval from their immediate supervisor. Detailed information regarding all management benefits are available in the Management and Confidential Handbook.
• Life Insurance Coverage = 2x’s annual salary not to exceed $300,000
• Accidental Death & Dismemberment (AD&D) Coverage = 2x’s annual salary not to exceed $300,000
• Long Term Disability (LTD)

Supplemental Questions