Hope Creative School (HCS) is seeking an inspiring, proactive, and accountable Director to lead our school into its next season of revitalization and growth. HCS enjoys a solid legacy and a stable support system as a vital ministry of Hope Presbyterian Church. The Director is charged with growing our school from current enrollment of students, infants through kindergarten, to full capacity by cultivating an engaged staff, a high-trust parent community, and a Christ-centered learning environment. The Preschool Director reports directly to the Pastor and is guided by the Session and HCS Board. All leadership and instruction must be centered on a living, vibrant relationship with Jesus Christ. Qualifications

• Bachelor's degree in early childhood education, Business Administration, or a related field preferred (or an equivalent combination of education, training, and leadership experience).
• Minimum of 3 years of classroom teaching experience in an early childhood setting.
• Credentialed as a Child Care Facility Director by the Florida Department of Children and Families (DCF) or possessing the qualifications to earn director credentialing within the state-mandated 6-month window.
• Proven track record in early childhood administration, program turnaround/growth, and staff mentorship.
• Demonstrated financial literacy in childcare operations, including budget formulation, cash flow monitoring, and tuition management.
• Strong interpersonal, crisis-communication, and conflict-resolution skills. Key Responsibilities 1. Fiscal Stewardship, Budgeting & Financial Planning

Annual Budget Creation:

Develop and propose a comprehensive, balanced annual operating budget in coordination with the Pastor, HCS Board, and church finance team.

Ongoing Financial Monitoring & Adjustments:

Monitor revenue and expenditures on a monthly basis; make prudent operational and staffing adjustments to ensure the school remains on track with budgetary and financial targets.

Financial Oversight & Coordination:

Partner closely with the Board and church administration to oversee tuition billing, timely collections, and third-party subsidy programs (including ELC and Step Up for Students).

Resource Allocation:

Ensure funds are properly directed toward high-impact curriculum, classroom resources, safety standards, and competitive staff compensation. 2. Staff Leadership, Culture & Personnel Management

Collaborative Hiring:

Establish structured, multi-step hiring procedures in direct partnership with designated HCS Board members, ensuring rigorous reference checks and background vetting.

Onboarding & Training Documentation:

Conduct comprehensive teacher orientations, structured peer mentorships, and maintain written documentation of all training, check-ins, and performance evaluations.

Professional Accountability & Terminations:

Manage personnel issues with fairness and thorough documentation; conduct disciplinary actions or terminations in formal consultation with the Pastor and Board.

Visible, Hands-On Leadership:

Provide active daily classroom presence and walkthroughs, offering immediate administrative support to teaching staff (including direct classroom coverage when needed).

Safety & Workplace Standards:

Strictly enforce health, safety, and drug-free workplace policies, ensuring immediate follow-up on parent and staff concerns and compliance with screening protocols. 3. Enrollment, Community Relations & Reputation Management

Growth & Recruitment:

Design and execute strategic outreach, tours, and marketing campaigns to actively rebuild student registration across all age brackets (infants through kindergarten).

Parent Relations & Retention:

Maintain warm, transparent, and prompt communication with families to rebuild trust, address concerns proactively, and minimize student withdrawals.

Reputation Safeguarding:

Proactively monitor and protect the online presence and public reputation of both HCS and Hope Presbyterian Church, addressing family feedback or public concerns swiftly, constructively, and professionally. 4. Board Governance & Regulatory Compliance

Reporting & Collaboration:

Maintain open, regular communication with the Pastor and Board via routine operational reports covering enrollment figures, staffing levels, budget updates, and facility needs.

Licensing Adherence:

Ensure 100% compliance with DCF licensing regulations, local health codes, child-to-staff ratios, and church safety guidelines.

Policy & Operations:

Collaborate with the Board on operational logistics, school hours, annual calendar, tuition schedules, and programmatic updates. 5. Spiritual & Educational Leadership

• Cultivate a loving, Christ-centered school atmosphere where children are guided in discipline, manners, Christian character, and moral values.
• Ensure teachers implement engaging, age-appropriate curriculum that nurtures social-emotional, cognitive, and physical development.
• Maintain a clean, secure, and inspiring learning environment where supervision protocols are followed without exception. Compensation & Benefits

Base Salary:

$55,000 - $65,000 annually, commensurate with credentials, education, and relevant administrative experience.

Performance & Enrollment Incentives:

Performance-based bonus opportunities tied to achieving specific enrollment milestones (e.g., reaching student capacity benchmarks) and meeting annual operational/retention targets.

Childcare Tuition Benefit:

Generous childcare/preschool tuition discount for eligible dependent children enrolled at HCS.

• Paid Time Off (PTO): Competitive paid time off, paid holidays, and alignment with church/school scheduled seasonal breaks.

Professional Support:

Church coverage of state DCF Director Credential fees, continuing education credits (CEUs), and leadership development training.

Pay:

$55,000.00 - $65,000.00 per year

Work Location:

In person