Child Care Regional Manager - Atlanta

• Communicate to the region the company’s goals, priorities, progress and accomplishments.  Provide a channel for Director/Principal and staff input. 
• Establish and communicate a regional strategy, which allows Directors/Principals to develop and achieve goals in conjunction with annual company goals. 
• Establish a plan for location visits. Develop a consistent schedule to assess goal achievement, program evaluation and to audit operating systems. 
• Hold Directors/Principals accountable for meeting operational objectives and budgeted financial performance of the location.
• Oversee implementation of company initiatives. 
• Ensure that Directors/Principals implement operating policies and procedures within time requirements.  
• Assist Directors/Principals in assessing, prioritizing, advocating for, and allocating resources. 
• Collaborate with corporate departments and with the Division Vice President on the development and implementation of programs and systems that represent the field perspective. 

• Establish and maintain a culture in keeping with the fundamental corporate values. Develop a cohesive team among Directors/Principals in your region. 
• Make Director/Principal selection a priority, with thoughtful consideration of location, regional and company demands. 
• Take responsibility for Director/Principal orientation and ongoing training. Design orientation based on an individual Director/Principal and on location needs according to established company guidelines. 
• Establish and implement professional development goals with Directors/Principals. Ensure that expectations are clear and that performance standards are met.
• Oversee the implementation of a regional recruiting and retention plan that addresses the short and long-range needs of locations. 
• Develop and implement regional succession plans that identify and develop future leaders within Bright Horizons’ diverse workforce. 
• Model and lead company diversity philosophies and programs. Ensure that all constituencies are treated fairly.  
• Support Directors/Principals in the development of skills, which will enable them to manage employee relations, counseling and termination. 
• Conduct annual job performance appraisals based on established goals and job descriptions.  
• Ensure that Directors/Principals conduct timely job performance appraisals for their employees. 
• Ensure the implementation of awards and recognition programs. 
• Guide and support the regional Better Together program. Convene regional Better Together meetings. 
• Develop a regional training plan/calendar. 

• Ensure that financial goals for region are met. 
• Develop location budgets that meet revenue and earnings targets. 
• Forecast trends and analyze variances to determine appropriate operational adjustments (labor, controllables, FTE’s). 
• Demonstrate knowledge of external market rates for tuition and salaries and make recommendations based on analysis. 
• Assure that locations provide accurate and timely financial reporting. 
• Monitor location tuition collection efforts to sustain a zero accounts receivable balance.  
• Monitor client receivables according to contract specifications. 
• Ensure financial understanding at the location level that will link the budget and financial reports to operational activities. 
• Understand lease summaries and deal structures for all contracts in the region.  Ensure that charges, changes, and reports are accurate and timely. 
• Submit completed Monthly Operations Reports.

• Meet or exceed accreditation expectations according to company goals and contract requirements at the locations and in the region. 
• Champion implementation of educational, training and parent/guardian communication initiatives and consistently strive for program innovation and excellence. 
• Ensure that company quality program standards are implemented and appropriate resources are utilized. 
• Evaluate the location’s level of quality and work with the Director/Principal and staff to develop a plan for continuous improvement. 
• Facilitate the sharing of best practices in and outside of the region. 
   

• Positively communicate the organization‘s goals, philosophies, and policies to parents/guardians, staff, clients and community. 
• Attend and actively participate in Regional Manager meetings, divisional and company functions, and trainings. 
• Establish relationships with the local early childhood community and ensure active Bright Horizons regional representation with NAEYC and other community groups. 
• Practice confidentiality in all matters regarding staff, family, client and company information. 
• Continue on-going professional development. Share information and expertise. 
• Develop productive and positive relationships with peers, corporate, and regional office personnel.   

• Develop marketing and retention plans and ensure their implementation in collaboration with marketing department. 
• Ensure that Directors/Principals and staff understand and demonstrate the link between the marketing objectives and operational activities (answering the phone, tours, location and community events, drop-in care, and curb appeal). 
• Support the Director’s/Principal’s understanding and implementation of marketing initiatives and maximize the usage of collateral materials. 
• Hold Directors/Principals accountable to meet budgeted enrollment goals. 
• Lead effort to create public relations opportunities.  Monitor and analyze family departures.  Implement retention strategies. 

• Model customer service excellence and help the Directors/Principals to proactively create solutions to meet parent/guardian needs. 
• Oversee the utilization of company tools to measure critical moments in families’ enrollment and ongoing parent/guardian satisfaction. Facilitate responsive solutions. (e.g. 6-week questionnaire, child transitions, family departures.) 
• Be present at location parent/guardian functions (e.g. Advisory Board, potluck dinners, and parent/guardian meetings.) 
• Oversee annual parent/guardian survey process in the region and develop and communicate a plan of action with Directors/Principals for location issues identified. 
• Represent and support the organization in the resolution of parent/guardian complaints. 

• Develop and sustain a strategic partnership with the client and boards.  Analyze and anticipate client financial needs and monitor client economics. Proactively offer responses. 
• Support the client’s work/life initiatives. 
• Ensure the Director/Principal has a positive and productive relationship with the client. 
• Monitor the communication flow and reporting between location and client.  Manage contact regarding potentially critical situations. 
• Communicate and promote the unique resources and programs Bright Horizons has to offer. 
• Ensure that client reports are completed. 
• Provide the client services department with leads for new opportunities with existing businesses and other potential clients. 
• Provide operational leadership throughout the sales, development, and start-up processes for new locations, acquisitions, and assumptions of management. 

• Ensure that all licensing and Bright Horizons requirements are consistently met and permits are current. 
• Implement the consistency matrix in every location. 
• Implement the emergency response plan with location teams. 
• Communicate licensing status to Division Vice President regularly (e.g. MOR report) and forward licensing reports to corporate office designee.  
• Ensure the administration of the annual Quality Assurance Audit (QAA) per company-mandated schedule. 
• Identify capital improvement needs as well as on-going facility maintenance and expansion issues. 
• Assist with property management decisions that affect program quality and safety. 
• Monitor the locations’ compliance with all local, state and federal requirements and training. (OSHA, labor posters, etc.) 

• Additional center/school requirements may apply.
• BA in Early Childhood Education or a related field required. (Masters degree a plus) 
• Strong leadership, communication, organizational and fiscal management skills. 
• Ten – Twelve years experience as a center Director/Principal or comparable management and supervisory experience. 
• A combination of infant, toddler or preschool teaching experience and actual administration of a child care center.
• Strong written and oral communication skills.
• Strong leadership and supervisory skills.
• Well versed in NAEYC accreditation and licensing standards. 
• Responds well to unusual or crisis situations.
• Strong knowledge in developmentally appropriate curriculum.
• Computer literacy required.
• Demonstrated ability to handle multiple tasks.
• Demonstrated sensitivity and responsiveness to needs of parents/guardians and staff.
• Experience working in an inclusive work environment and managing across differences.
• Experience with managing multiple locations. 
• Experience with corporate clients desirable. 

• Terminate a Director/Principal
• Alter a contract 
• File an expense report 
• Implement a salary increase above 5% 
• Award a bonus unrelated to Director/Principal Bonus Program 
• Allow a tuition variance 
• Submit capital expense request form 
• Alter the number of child care discounts available in a location
• Deviate from Bright Horizons or client policy, Employee Handbook or parent/guardian enrollment information  
• Take action regarding an EEOC claim or any legal matter including unemployment claims and ADA accommodations
• Respond to the media 
• Feel contract is in jeopardy
• Disenroll a child or family 

• File an abuse or neglect complaint 
• Receive notification of a licensing visit or citation 
• Accreditation is received or deferred  
• Staff member or child has a significant injury 
• Record an unusual incident/accident 
• Any significant communication from a staff member, client or parent/guardian
• Annual client report 
• Take time off from scheduled work, schedule a vacation 
• Confirms with Director/Principal that the HR Manager has been consulted on teacher termination.