For HR Directors, Benefits Managers, and Workforce Planning Executives

Your female workforce is losing
$47,000 per departure.
You already know childcare is why they leave.
We are the only partner built to keep them.

The average cost of replacing a departing employee in a female-dominant service organization is $47,000. The primary driver of departure in that workforce is childcare breakdown. Every major workforce study published in the last decade has confirmed this. You already know it. Your exit interview data confirms it. The question is not whether childcare is a workforce problem. The question is whether you have a partner built to solve it.

Schedule the 15-Minute HR Discovery CallView Partnership Tiers
$47K
Average cost per female employee departure
68%
Of nursing departures cite childcare as primary driver
24/7
VLA operates every hour your workforce does
0
Other licensed 24/7 childcare operators in the Columbia metro
The Problem You've Been Unable to Solve

You have tried every existing solution. None of them were built for your workforce.

Backup Care Programs (Bright Horizons, Care.com Corporate)
6-10 uses per year. Scheduled in advance. Does not solve the daily shift-coverage problem. Employees still leave.
Childcare Subsidies / FSA Contributions
Helps with cost. Does not solve the hours problem. The center still closes at 6:30 PM.
On-Site Childcare Facilities
Capital-intensive, operationally complex, and still closes at 6 PM. Does not serve your evening or overnight workforce.
Referral Lists and EAP Resources
Employees already know what's available. The problem is not awareness. The problem is that what's available does not match their schedule.

VLA is the first partner in the Columbia metro built to solve the actual problem: licensed, credentialed childcare that operates every hour your workforce does.

The Workforce Capacity Partnership

Three partnership tiers. One workforce problem solved.

TierWhat's IncludedBest For
Tier 1 — Preferred EmployerPriority enrollment access for your employees. Co-branded employee communications. Annual workforce impact report.Organizations with 50-200 employees in shift-eligible roles.
Tier 2 — Workforce Capacity PartnerBlock-reserved enrollment aligned to your shift patterns. HRIS integration. Quarterly workforce analytics. Dedicated account manager.Organizations with 200-1,000 employees and documented childcare-driven turnover.
Tier 3 — Enterprise Capacity SolutionFull workforce capacity audit. Real-time shift-fill correlation analytics. Executive workforce impact reporting. National multi-site coverage as VLA expands.Fortune 1000 employers, hospital systems, federal contractors, and multi-state service organizations.
For COOs, VPs of Operations, and Workforce Planning Executives

You have been operating with a ceiling. You didn't build it. We can lift it.

Every female-dominant white-collar service business in America has, somewhere in its operational constraints, a quiet line item nobody calculates: hours we cannot operate because our workforce cannot find childcare. That ceiling has cost the American service economy decades of revenue capacity.

Operating WindowDaily HoursIndexed Annual Revenue (on $50M base)
Current State (8 AM - 6 PM)10 hours$50.0M
+2 Hours (8 AM - 8 PM)12 hours$58.0M (+$8M)
+4 Hours (8 AM - 10 PM)14 hours$66.0M (+$16M)
+8 Hours (6 AM - Midnight)18 hours$78.0M (+$28M)

Illustrative model based on a $50M service organization. The directional point is real: childcare infrastructure is a strategic lever, not a benefits line item.

The 15-Minute HR Discovery Call

No marketing deck. No procurement song-and-dance. Just the data.

A frank conversation about your workforce, your gaps, and whether VLA's model materially solves them. If there is a fit, we will show you exactly what a partnership looks like. If there is not, we will tell you that too.

Schedule the Discovery Call

Or request the HR Briefing Packet -- partnership tier comparison, ROI framework, and case-study data.