Director, Child Care Resource & Referral - CCR&R

Director, Child Care Resource & Referral - CCR&R

Salary

$100,101.00 - $150,214.00 Annually

Location

Rockwood Market Hall, OR

Job Type

Full-time

Job Number

2025-00113

Division

Administration

Department

Child Care Resource and Referral

Opening Date

05/20/2026

• Description
• Benefits
• Questions

Job Summary and Responsibilities/Duties

For best consideration, please submit application materials by June 14, 2026.

• To be considered for this role, please submit a complete application including Employment History, Resume & Cover Letter. In your Cover Letter, please tell us how your education and experience prepares you to meet the goals of this position.

JOB SUMMARY

Provides strategic and systems level leadership for the Child Care Resource and Referral (CCR&R) Program to strengthen early learning providers and the early childhood workforce, with a focus on equitable access to high quality care and education. Oversees coaching, professional development, licensing navigation, business supports, and technical assistance, ensuring alignment, consistency, and quality across services. Advances coordinated strategies that build provider capacity, support workforce development, and promotes continuous quality improvement across the county. Recommends and implements the strategic vision and direction for CCR&R, guiding program implementation and fostering cross system collaboration to ensure services are delivered with accountability, integrity, and a strong commitment to equity.

ESSENTIAL DUTIES

• Develops, recommends, updates, and implements department policies and procedures using an equity lens. Provides strategic leadership and support for the design, development, implementation, and continuous improvement of department programs, services, and community impact initiatives, and carries out strategic initiatives. Assists with the preparation of short- and long-term plans in support of College and the Early Learning and Engagement division mission, vision, and goals.
• Oversees and manages state and local contracts, ensuring consistent and timely delivery of services and that contract provisions are met.
• Participates in state and local meetings with partners, contract managers, and funders, including work groups, advisory boards, and other initiative specific groups as appropriate. Participates in and/or leads various College committees, meetings and workgroups. Serves as College representative on various statewide, local and College committees and attend events as appropriate.
• Oversees and manages external communications, interagency relationships, community engagement, and partnership development efforts that support program visibility, strategic initiatives, and community collaborations.
• Leads grant writing, fundraising, and development to advance program sustainability, strategic initiatives, and community impact. Develops long term and short-term budgets for each grant, and oversees the management of day-to-day department budget operations ensuring spending within budget allocation.
• Recruits, selects, orients, schedules, and supervises staff. Evaluates staff performance, helps develop professional goals, and provides coaching and ongoing training; rewards and recognizes employees; holds staff accountable and takes disciplinary action, as needed.
• Trains, develops, encourages, and motivates employees to enhance individual skills, promote professional growth, and maximize staff performance. Fosters a team environment that encourages and supports teamwork, and models and maintains high standards and performance expectations.
• Directs responsive service delivery and community engagement efforts while fostering an inclusive, collaborative, and respectful work environment. Ensures concerns, barriers, and service issues are investigated and addressed professionally, equitably, and effectively.

Additional Duties

• Performs all other duties as assigned.

Minimum and Desired Qualifications

Minimum Qualifications

Education: Bachelor's degree in early childhood education, family studies, social work or related field

Experience/Training:

• Minimum (5) years of experience managing early learning systems programming, including at least two (2) years of supervisory experience
• Demonstrated experience working with diverse backgrounds of the College's community, students and employees; demonstrated commitment to promoting access and diversity
• Current driver's license, insurance, and access to a reliable automobile during work hours. Must have at least three (3) years of driving history

At the College's discretion, equivalent combinations of education and experience may be substituted a year-for-year basis

Preferred Qualifications

• Master's degree in early childhood education, family studies, social work or related field
• Bilingual skills with oral and written fluency in English and Spanish, Russian or another language that meets community/department's needs

Additional Qualifications and/or Knowledge, Skills and Abilities (KSAs)

Additional Qualifications

• Must be enrolled in the Oregon Criminal History Registry prior to beginning employment and enrollment must be maintained throughout employment
• Must complete required Oregon Department - Education Early Learning Division Self-Study Trainings within 30 days of hire

Knowledge, Skills and Abilities (KSAs)

• Ability to plan, organize, and direct the work of the department
• Ability to prioritize and perform multiple tasks in a fast-paced environment with frequent interruptions and changing deadlines
• High performance through creativity, positive spirit, and multi-tasking
• Project management and problem-solving skills with the
• Ability to anticipate needs and make decisions
• Strong organizational, communication, human resource and interpersonal skills, with a team-based approach to leadership
• Knowledge of institutional budgeting and accounting processes
• Skills in motivating, training and developing a high performing staff
• Skills in building collaboration and sustaining productive and respectful working relationships, both internally and externally
• Ability to work effectively with diverse internal and external stakeholders
• High personal integrity and sound professional ethics
• Excellent interpersonal and written communication skills, including mediation and public speaking skills
• Computer proficiency (preferably in Microsoft Windows environment) to effectively communicate, gather data and generate reports
• Knowledge of and commitment to the use of information technology to support advancement programs
• Ability to maintain strong customer service relationships with program families, College employees, community members, and other district-wide constituencies.
• Ability to establish and maintain a collaborative working relationships with internal employees, agencies, community organizations and/or education institutions.
• Knowledge of applicable federal, state, and local regulations, licensing requirements, and with CDFS and administrative regulations and Board policies as appropriate. Reports suspected child abuse in accordance with Oregon Statute and Head Start procedures.
• Knowledge of and ability to apply the College's interpretation of the Family Education Rights and Privacy Act (FERPA)
• Ensures and promotes health and safety in the workplace
• Ability to maintain the confidentially of information

Working Conditions and Important Information

WORKING CONDITIONS

This position is primarily on site but may be eligible for remote work on an intermittent basis.

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 may require travel to off-campus locations. Work is sometimes performed in an emotional and stressful environment.

Salary Placement

The salary range listed above is for the 2025 - 2026 fiscal year. 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.

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 MHCCs 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 one of the approved investment/insurance companies listed on the human resources intranet: https://home.mhcc.edu/HR/TSA.aspx

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 employees 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.

01

Do you have a Bachelor's degree (or higher) in early childhood education, family studies, social work or related field?

• Yes
• No
• I believe I have an equivalent combination of education and experience to meet this requirement.

02

Do you have at least (5) years of experience managing early learning systems programming?

• Yes
• No
• I believe I have an equivalent combination of education and experience to meet this requirement.

03

Do you have at least (2) years of supervisory experience?

• Yes
• No

04

Describe your approach to building collaborative and inclusive relationships with staff, families, community partners, and other stakeholders.

05

What is your experience working with diverse communities and/or staff, and your demonstrated commitment to social & racial justice?

Required Question

Employer Mt. Hood Community College

Address 26000 SE Stark St.

Gresham, Oregon, 97030

Website https://www.schooljobs.com/careers/mhcc