Regional Manager This role is responsible for building and sustaining a team of Regional Generalists who can effectively execute the council's campaign portfolio within their assigned territories. The Regional Manager hires, onboards, trains, coaches, and develops each Generalist on the team, ensuring they have the skills, tools, confidence, and support to deliver on the council's membership, retention, and program goals. The position is accountable for the readiness and retention of the field team. Success is measured not by the Regional Manager's personal delivery of programs or recruitment events, but by the success of the Region in accomplishing identified campaign goals. The Regional Manager is the escalation point for complex volunteer, troop, or member issues that exceed a Generalist's experience or authority. The role also monitors workload across the team and redistributes assignments as campaigns or regional needs ramp up or down throughout the year, ensuring the bench is deployed where it's needed most and all responsibilities of operating the regional office are covered.
Requirements
Hiring & Onboarding:
The Regional Manager partners with HR to recruit Regional Generalists who fit the council's generalist field model. This includes defining the competencies that predict success in the role, participating in interviews, and designing the onboarding experience. New Generalists should receive a structured 90-day onboarding plan co-designed with HR and the peer Regional Manager, covering Girl Scout programs, campaign cycles, council systems (Salesforce, Looker, Office 365), safety and compliance protocols, volunteer relationship-building, territory orientation. The Regional Manager is the primary point of contact for a new hire during onboarding and is responsible for supporting ongoing training and coaching to reach full capacity.
Coaching & Development:
The Regional Manager creates and operates a coaching plan with specialists, using a mix of 1:1 meetings focused on active campaigns and immediate support needs, quarterly development conversations focused on skill growth, career interests, and longer-term professional goals, as well as formal annual performance reviews. The coaching approach should balance directive guidance (especially for newer Generalists) with inquiry-based coaching that builds the Generalist's independent judgment. The Regional Manager observes Generalist's in the field (at recruitment events, girl programs, and volunteer trainings) and provides timely, specific feedback that reinforces effective practices and corrects gaps.
Training & Curriculum:
The Regional Manager owns the regional training program for field staff, partnering with the VP, Strategy to design effective campaign training and also maintaining a library of training that covers core competencies (volunteer coaching, conflict resolution, troop formation, school partnership development, recruitment event implementation, data entry in Salesforce), updating training content as campaigns evolve.
Workload Management & Deployment:
The council's campaign-based model means that Generalist workload is not static. During fall recruitment, Generalist's may be heavily focused on school partnerships and recruitment events as well as 1-2 large regional events. During cookie season, the emphasis shifts to cookie management and troop support. To support the entire regional office, the Generalists also staff phones for customer support, ensure coverage of the Retail stores, and handle mail and deliveries. The Regional Manager monitors this workload across the team, identifies capacity constraints, and redistributes assignments to prevent burnout and ensure even coverage. This includes partnering with the other Regional Manager to share resources across regions when campaign demands are uneven. The Regional Manager also flags staffing gaps or capacity risks to the Regional VP before they become problems in achieving goals.
Retention & Team Culture:
Field staff turnover is one of the most costly challenges in Girl Scout councils. The Regional Manager is accountable for building a team culture where Generalists feel supported, developed, and valued. This means creating opportunities for peer learning and collaboration, recognizing strong performance, addressing performance issues quickly and constructively, and ensuring a positive work environment in the regional office. The Regional Manager conducts stay interviews, tracks engagement and training, and partners with the Regional VP and HR to address retention risks. The goal is to build a bench of experienced Generalists who deepen their community relationships over time, rather than cycling through new hires every year.
Qualifications: Required
- Associate's or Bachelor's degree in human resources, education, nonprofit management, social work, or a related field
- 4+ years of experience managing, coaching, and developing front-line or field-based staff
- Demonstrated success building team performance through structured onboarding, training, and coaching programs
- Experience managing staff workload and deployment across shifting priorities
- Strong interpersonal skills with the ability to give direct, constructive feedback and build trust with diverse team members
- Comfort with data: able to use dashboards and reports to identify performance patterns and coaching opportunities
- Valid driver's license and willingness to travel regularly across the assigned region Preferred
- Experience in a Girl Scout council, youth-serving organization, or community-based nonprofit
- Background in field operations, community development, or volunteer management including managing shift schedules and coverage calendars
- Familiarity with Salesforce, Looker, or similar CRM and reporting platforms
- Training or certification in coaching methodologies
- Experience working in a consultancy or project-based staffing model where teams are deployed to different priorities throughout the year
