Join Our Team

Reporting Structure

• This role will:
  • Report jointly to the CEO of the Center and the CEO of the Foundation
  • Operate in a matrixed environment with leadership from both the Center and Foundation.

Key Responsibilities

1. Volunteer Program Design & Leadership

• • Build and continuously refine a scalable, end-to-end volunteer management system and a community of volunteers
  • Establish clear workflows, ownership, and performance standards across all volunteer processes
  • Ensure alignment between Foundation and Center needs (KGC/KGF integration)
  • Identify opportunities for automation, efficiency, and improved experience

2. Recruitment & Selection

• • Lead volunteer recruiting strategy and execution
  • Manage vetting processes including background checks and interviews
  • Conduct fit assessments and align volunteers with appropriate roles
  • Work with peers to ensure current Job Descriptions and Role Agreements are in place for all volunteer roles

3. Onboarding, Training & Activation

• • Design and deliver onboarding and, in partnership with functional leaders, training programs for all volunteers
  • Ensure timely activation, including systems entry and communications
  • Develop specialized onboarding for new roles (e.g., volunteer coaches), working closely with functional leaders

4. Volunteer Operations, Culture & Experience

• • Develop and cultivate a Volunteer Community in both organizations consistent with our mission, values and culture.
  • Oversee scheduling, monitoring, and change management
  • Maintain real-time visibility into the pool of volunteers (availability, skills, readiness)
  • Manage strong communications and connection across the volunteer base
  • Ensure a high-quality, mission-aligned volunteer experience
  • Assist functional leaders to develop redundancy and flexibility in the volunteer workforce

5. Systems & Data Management

• • Own and optimize use of Bloomerang for volunteer tracking and reporting
  • Ensure accurate and timely data entry, reporting, and system utilization
  • Develop dashboards and reporting mechanisms to support decision-making
  • Ensure technology systems are appropriate and efficient for all stakeholders

6. Retention, Recognition & Engagement

• • Design and implement volunteer recognition programs
  • Develop strategies to improve retention and engagement
  • Build a strong volunteer community aligned with the organization’s mission

7. Performance Management & Continuous Improvement

• • Establish KPIs and performance metrics for the volunteer program
  • Monitor outcomes and drive continuous process improvements
  • Regularly evaluate program effectiveness and recommend enhancements

Qualifications

Required:

• 5+ years experience in volunteer management, program management, or nonprofit service-oriented operations
• Proven ability to build and implement processes from the ground up
• Strong organizational and project management skills
• Experience managing multiple stakeholders in a matrixed environment
• Data-driven mindset with experience using CRM systems

Preferred:

• Experience in health, wellness, or Parkinson’s-related organizations
• Familiarity with Bloomerang or similar CRM platforms
• Background in training, coaching, or community program development

Key Competencies

• Mission-driven, culture first leadership
• Organizational development
• Systems thinking and process design
• Operational execution with attention to detail
• Relationship management and communication
• Change management and adaptability

Success in the First 6 – 12 Months

• Fully implemented a streamlined volunteer management system
• Successfully launched the Volunteer Coaches program
• Reduced operational fragmentation and improved efficiency
• Established clear metrics and reporting for volunteer impact
• Improved volunteer retention and satisfaction

Compensation and Benefits

• Salary range of $70k to $80k
• Comprehensive medical, dental, and vision benefits
• Paid time off

Appendix

Strategic Initiative: Volunteer Coaches (Build and Launch)

This new model, which entails the use of unpaid coaches working alongside paid coaches, is a vital element of the Center’s growth plan. While the DVS will play an important role in recruiting and vetting the volunteer coaches, the full implementation (e.g. including training, scheduling, and performance management) requires close coordination and matrix process ownership by the Director of Programing and the Director of Innovation; below are specific steps forward:

• Conduct research (interviews with current paid coaches, class assistants, Center management and board, online, and benchmarking with other purpose-driven nonprofits) to focus and further define this new coaching model
• With Director of Programming, design and implement the volunteer coaches program (one-time build phase)
• Define roles, expectations, training, and integration into existing systems
• Prove out the volunteer coach model via closely managed pilot program
• Identify and validate prospective feeder pools of volunteer coaches, with ultimate objective of 40-50 volunteer coaches supporting the KGC operation
• Transition program into steady-state operations under the broader volunteer framework

 

Scope & Impact

• Oversees a program currently requiring ~45 hours/week across multiple contributors, and expected to increase to 70 hours/week as both KGF and KGC grow to their anticipated magnitudes