Description:
WHO WE ARE: Healthy Kids is not just another childcare provider. We are Inc. 5,000’s fastest-growing provider of Early Learning, Before and After School, and Summer Camp Programs with over 100 locations generating over $12 million in annual revenue, with a clear line of sight to $20 million+ in the next 3 years. Our team is lean, driven, and scaling quickly—30%+ growth year-over-year. As we grow, we’re looking for a strategic and hands-on Head of People & Talent to build and lead a people function that scales with us. We are a certified benefit corporation on a mission to reinvent accessible and affordable childcare for today’s families and create opportunities for our team to do what they love (and feel valued while doing it). For more information on the organization, see www.HealthyKidsPrograms.com.
Job Summary: Healthy Kids is looking for a high-energy, change-loving, take-charge, highly skilled, self-starter for the position of Head of People & Talent who will scale the Healthy Kids HR Department as we double our headcount. This position is responsible for providing vision, leadership, planning, project coordination, and management for the development of a high-performing yet cost-effective HR Department to support staff excellence and satisfaction across the company. This position is a full-time, exempt position based at our administrative offices at 2 Summit Court, Fishkill NY.
The Head of People & Talent will report to the CEO and align his/her scope of work with the Healthy Kids Mission while incorporating Healthy Kids Core Values as the guiding principle for all work activities. You’ll be the senior HR leader on our team, responsible for building the foundation of People Operations, Talent Acquisition, Culture, and Organizational Development. This role is a rare opportunity to shape the employee experience from the ground up in a company that’s scaling rapidly—and still deeply human.
SALARY: $90,000-$100,000 per year

QUALIFICATIONS:

• 7+ years in HR/People leadership roles, ideally including experience in companies scaling from $10M to $50M in revenue.
• Proven track record of building or overhauling People functions in fast-paced, high-growth environments.
• Strong experience across talent acquisition, organizational design, performance management, and employee engagement.
• Both strategic thinking and tactical execution—you know how to get things done and scale thoughtfully.
• Excellent communication, influence, and relationship-building skills at all levels of an organization.
• Working knowledge of Paylocity HRIMS software applications and products.
• Excellent leadership skills.
• Excellent analytical and communication skills

EDUCATION/EXPERIENCE:

• Bachelor’s degree in a related field (human resources, business or computer science) plus seven or more years of relevant experience or the combination of education and experience that enables performance in all aspects of the position.
• SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) credential, is preferred.

ADDITIONAL REQUIREMENTS:

• Excellent organization and time management skills.
• Detail-oriented, high degree of accuracy and attention to detail.
• Results focused
• Excellent verbal and written communication skills.
• Positive and upbeat personal style.
• Team player

• Build and lead all People functions: HR operations, recruiting, performance management, employee engagement, compliance, and more.
• Partner with leadership to design and implement scalable org structures as we grow.
• Develop a thoughtful, inclusive hiring strategy across all departments—especially key leadership and revenue-driving roles.
• Lead talent development initiatives (onboarding, learning, performance feedback, succession planning).
• Own and evolve compensation, benefits, and incentive systems that support retention and performance.
• Champion and embed a culture of high performance, transparency, and continuous improvement.
• Evaluate and implement systems (HRIS, ATS, L&D tools) to support scale without complexity.
• Use data to drive insights around employee retention, engagement, and organizational health.
• Lead the HR team in managing the day-to-day activities of the HR Department to support the HR, payroll and other interrelated functions. This includes:
• HR Generalist
• Recruiting Specialist
• 3-person Onboarding Department led by HR Manager
• Build and implement a robust employee relations program that aligns and supports the company culture. This includes launching an intranet system.
• Build and implement an employee recognition program
• Implement a comprehensive compensation structure across the company.
• Implement and manage an effective professional development structure to enable all staff to thrive in their positions and prepare them for their next career move.
• Foster and maintain positive relationships with HRIMS constituents, including senior management and the Healthy Kids Programs customer base.
• Serve as an interface between internal/external customers and the functional team members to ensure effective definition and delivery of HRIMS applications.
• Provide overall prioritization of work assignments and management of functional team resources and their activities.
• Build and maintain a strong functional HR team through effective recruiting, training, coaching, team building and succession planning.
• Prepare and participate in the preparation of staff development plans for each functional associate who is a member of the HRIMS team. Assess the skills and skill levels necessary to achieve HR work objectives.
• Research employment laws and federal and state regulations regarding employment to keep the organization in compliance.
• Develop policies in compliance with Federal and State laws.
• Seek legal counsel with a lawyer when legal matters arise.
• Review employee handbooks and policies and make updates
• Promote proactive approaches using HR to solve business needs/problems while also enhancing the understanding and acceptance of HR capabilities. Based on business needs, negotiate priorities and support requirements with the HR Department, functional staff at the field locations and others as appropriate.
• Plan, budget and forecast HR needs and applications. Maintain awareness of vendor plans and the potential impact of those plans on current and future HR functionality.
• Manage the process of performance evaluations using Paylocity Performance platform and calendaring the evaluations.
• Guiding, training and helping managers with the 30, 90, and yearly evaluations. Updating performance questions on Paylocity Performance platform.
• Ad-Hoc duties as assigned by CEO.
  Requirements: