Reports To: Chief Strategy Officer (CSO)

FLSA Status: Exempt

Employment Status: Full-time

Travel Requirements: < 25%

Physical Demands: This role involves both computer-based work and in-person engagement. It requires prolonged sitting, frequent typing, extended screen use, and active participation in meetings, workshops, and facilitated sessions. The position may involve standing for extended periods during events, light lifting (up to 20 lbs) for meeting materials or equipment, and occasional travel for convenings or onsite programming.

Make an Impact in This Role

The Director of Network Engagement manages the systems, processes, and day-to-day execution that support Chiefs for Change’s member lifecycle and network engagement strategy. 

Reporting to the Chief Strategy Officer, this role strengthens the quality, consistency, and usefulness of the network experience across recruitment, onboarding, programming, convenings, systems engagement, and other touchpoints. The Director also translates member data, engagement patterns, and network insights into actionable information that supports CSO and Leadership Team decision-making.

This role requires relationship depth, operational rigor, and analytical skill to strengthen member experience, support systems engagement, and advance Chiefs for Change’s mission and impact. The Director works in close coordination with the CSO and serves as a key information source for the Leadership Team, regularly surfacing network intelligence to Communications, Policy & Advocacy, and Impact & Partnerships to inform organizational strategy and narrative.

Your Role in Our Success

Network Engagement & Member Experience

• Track member participation, attendance, responsiveness, and engagement across programming and network touchpoints.
• Monitor engagement trends and identify risks, gaps, or shifts in the member experience.
• Use engagement data to identify participation trends and determine where members may need targeted follow-up, re-engagement, or deeper connection to CFC opportunities.
• Prepare regular network health updates and briefing materials for the CSO to support engagement and decision-making.
• Ensure members experience a clear, consistent, and values-aligned relationship with CFC across touchpoints.

Member Recruitment, Selection, and Onboarding

• Manage CFC’s member recruitment process, including prospect identification, outreach tracking, vetting logistics, interview coordination, candidate profiles, and pipeline management.
• Prepare recruitment materials, trackers, and decision-ready summaries to support selection decisions and onboarding readiness.
• Design and execute onboarding experiences in partnership with the Chief People & Operations Officer and Chief Strategy Officer.
• Surface patterns from recruitment data — including geography, system type, leadership profile, and member readiness — to the CSO for network growth planning.

Network Programming & Learning Experiences

• Manage logistics and execution for virtual network programming, leadership development experiences, and in-person convenings.
• Support and manage designated leadership programming, including agenda development, participant experience, facilitator preparation, session materials, and logistics.
• Coordinate participants, external partners, and internal stakeholders to ensure high-quality delivery.
• Maintain agendas, run-of-show materials, speaker preparation documents, registration lists, session materials, documentation, and follow-up processes.
• Track attendance, participant feedback, learning themes, session outcomes, and follow-up actions.
• Identify improvements that strengthen the quality, consistency, and effectiveness of CFC’s network programming and learning experiences.

Member Insights, Data & Learning 

• Research and analyze member priorities and system contexts to deepen CFC’s understanding of its members, the systems they lead, and the conditions shaping their work.
• Analyze engagement patterns and network learning across CFC touchpoints to identify emerging needs, participation trends, and opportunities to strengthen member experience and organizational learning.
• Identify recurring leadership needs, implementation challenges, system conditions, and emerging field signals.
• Maintain accurate network data systems, including Salesforce records, engagement trackers, surveys, recruitment trackers, and dashboards.
• Prepare insight summaries, dashboards, and briefing materials for CSNO review and organizational decision-making.
• Surface member stories, implementation examples, and broader member trends to support Policy & Advocacy, Communications, reporting, storytelling, and broader influence work.

Systems Engagement & Participation

• Compile and maintain data on member priorities, system context, and readiness to support recruitment planning and systems engagement decisions.
• Develop and manage outreach trackers, timelines, follow-up processes, and recruitment materials.
• Coordinate with internal teams, external partners, and project leads to align recruitment activity with project requirements, member interest, and system needs.
• Track system interest, readiness, participation constraints, and conversion patterns across funded and strategic engagements.
• Surface recruitment patterns and participation barriers that may affect project execution, systems engagement design, or future learning opportunities.

Your Expertise and Impact

Education

• Bachelor’s degree in Education, Public Policy, Nonprofit Management, or a related field required.
• Advanced degree preferred.

Experience

• Minimum of 7 years of progressive experience in network engagement, program management, member engagement, or stakeholder coordination in the education or nonprofit sector
• Demonstrated familiarity with K-12 public education systems and the landscape facing district superintendents and state chiefs required; prior experience working directly with or in support of system-level leaders strongly preferred.
• Experience managing complex, multi-step processes involving multiple stakeholders and cross-functional teams.
• Experience coordinating convenings, peer-learning experiences, leadership programs, or professional learning opportunities.
• Experience working with data systems, dashboards, or CRM platforms (e.g., Salesforce) to track and analyze participation, engagement, or program performance.
• Experience preparing executive-level reporting, materials, or decision-making documents.
• Experience working within education, nonprofit, or mission-driven organizations that support system-level leadership preferred.
• Experience supporting grant-funded initiatives, systems engagement, or partner-funded program recruitment preferred

Technical Skills

• Strong project management skills with the ability to manage multiple workstreams, deadlines, and stakeholders.
• Proficiency with Salesforce, Zoom, Google Workspace, and project management tools such as Asana.
• Strong dashboard development and data reporting skills.
• Strong facilitation and session coordination skills for virtual and in-person settings, including peer-learning session management, breakout logistics, and convening execution.
• Ability to conduct research and synthesize findings from multiple sources into clear, actionable briefings.
• Ability to design clear processes, maintain documentation, and improve operational systems over time.
• Working understanding of K-12 systems and district-level leadership and the context facing superintendents and state chiefs.

Leadership and Communication Skills

• Ability to build trust-based relationships with senior education leaders, including superintendents and state chiefs, and navigate those relationships with professionalism and discretion.
• Ability to work across functions without formal authority, influencing Comms, Policy, and Partnerships colleagues through the quality and timeliness of information provided.
• Strong written communication skills, including the ability to prepare executive-level briefings, memos, and decision-support materials.
• Strong verbal communication and active listening skills in high-stakes, senior-leader environments.
• Ability to manage competing priorities and deliver high-quality work under tight timelines in a fast-paced, small-team environment.

Thriving in Your Role: Core Competencies

Leadership Competencies

• Strategic Management
  • Strategic Thinking
  • Problem Solving
  • Change Leadership
• Effective Teaming
  • Trust & Collaboration
  • Communication & Influence
  • Conflict Resolution
• Self-Management
  • Growth Mindset
  • Empathy
  • Ownership
  • Mission-Driven

Role-Specific Competencies

Network Engagement & Member Experience

• Member Lifecycle & Engagement Management
• Member Experience Design
• Relationship Management & Systems-Level Insight
• Network Health Reporting

Member Recruitment, Selection & Onboarding

• Recruitment Pipeline Management
• Member Recruitment & Retention Execution
• Onboarding Design & Delivery
• Network Growth Intelligence

Network Programming & Learning Experiences

• Program & Convening Execution
• Program Design Support
• Facilitation & Session Management
• Continuous Program Improvement

Member Insights, Data & Learning

• Network Research & Field Intelligence
• Engagement Pattern Analysis
• Network Data & Systems Management
• Impact Data Collection & Synthesis
• Cross-Functional Intelligence Briefing

Systems Engagement & Participation

• Systems Recruitment Execution
• Cross-Functional Coordination
• Participation Data & Barrier Analysis

Compensation & Your Path to Growth

We offer a comprehensive compensation package aligned with a career progression plan that ties your demonstrated abilities and proven performance to growth opportunities within your role and the organization. This plan provides clear pathways for advancement, with compensation levels reflecting your progression and impact.

Proficiency Level

Salary Range

Proficiency Level 1

$120,000 – $130,000

Proficiency Level 2

$130,000 – $140,000

Proficiency Level 3

$140,000 – $155,000

At Chiefs for Change, we are committed to fair, transparent, and consistent compensation practices. This role is aligned to our Manager-level compensation structure, with a starting salary range of $120,000–$155,000, depending on proficiency level.

New hires are placed at the starting point of their assigned proficiency level, based on experience and internal equity across comparable roles. Compensation at Chiefs for Change is standardized and not subject to negotiation, ensuring fairness and consistency across our team.

Growth in compensation is tied to demonstrated increases in proficiency and scope over time, rather than automatic movement within a salary band. This approach helps reduce bias, promotes consistency, and ensures transparency throughout the hiring process.