Director, Mission Delivery Areas 2 & 4

Company: Girl Scouts Of Northeast Texas
Location: Richardson
Posted on: April 1, 2026

Job Description:

Description About Girl Scouts of Northeast Texas: Girl Scouts of Northeast Texas (GSNETX) offers amazing opportunities for talented, forward-thinking individuals who share our vision of helping girls and young women change the world for the better. Here's your opportunity to enhance your career while making a difference in girls’ lives and in the world. At Girl Scouts of Northeast Texas, you can build a rewarding career in everything from working hands-on with girls, to accounting, human resources and project management, to marketing, research—and more. POSITION SUMMARY The Director, Mission Delivery Areas 2 & 4, is a bold, adaptive strategic leader responsible for expanding Girl Scout membership, strengthening volunteer ecosystems, and—through direct oversight of community engagement and recruitment strategy—ensuring Girl Scouts is visible, relevant, and accessible in every community served. This leader oversees Community Engagement Coordinators (Recruiters) and Volunteer Support Coordinators as community-embedded ambassadors and ensures their work translates into strong troop experiences, sustainable growth, and exceptional family entry journeys. In collaboration with the VP of Community Centered Experiences, this leader brings extraordinary programming to life across assigned geographic areas. The Director leads with courage, embraces change, and continuously evolves systems, strategy, and team execution to meet the needs of girls and families. They think in systems, act decisively, and create the conditions where girls, volunteers, and staff thrive. CORE PURPOSE OF THE ROLE •Grow and retain membership through data-driven strategy and deep community partnership. •Ensure Girl Scouts is present, relevant, joyful, and accessible to every community served. •Build high-performing staff through coaching, clarity, accountability, and compassionate leadership. •Lead integrated membership efforts to deliver measurable impact. •Lead and evolve a community engagement model that drives membership growth through relationship-based recruitment, strong school partnerships, and seamless conversion to troop experiences. KEY RESPONSIBILITIES STRATEGIC LEADERSHIP & VISION EXECUTION •Translate council-wide goals into ambitious, actionable, community-aligned plans. •Own membership growth and retention outcomes across assigned areas. •Use data confidently—interpret trends, develop forecasts and refine strategy in real time. TEAM LEADERSHIP, COACHING & DEVELOPMENT •Lead a multidisciplinary team including Community Engagement Coordinators (Recruiters), Volunteer Support, Placement, and Program Staff (dotted line). •Directly oversee Community Engagement Coordinators as community-embedded leaders responsible for recruitment, relationship building, and local visibility. •Build a high-performance culture grounded in accountability, adaptability, and continuous learning. •Coach teams to balance relationship-building with results—ensuring strong outreach, follow-through, and conversion. •Foster psychological safety, resilience, and ownership while holding a high bar for execution. •Model bold leadership—comfortable making decisions, iterating quickly, and leading through change. COMMUNITY ENGAGEMENT & RECRUITMENT LEADERSHIP •Own the strategy and execution of community-based recruitment aligned to the GSUSA Community Engagement Model. •Ensure Community Engagement Coordinators: oBuild strong, authentic relationships with schools, community organizations, and families oMaintain consistent community presence and visibility oExecute data-driven recruitment plans and meet growth targets through forecasting efforts oDeliver high-quality, accurate messaging and conversion experiences •Drive a culture of “Unreasonable Hospitality”—ensuring every family feels welcomed, supported, and connected from first interaction. •Ensure seamless handoffs between Recruitment - Placement - Volunteer Support to create strong troop starts. •Use data (Salesforce, Looker, pipelines) to monitor performance, identify gaps, and rapidly adjust strategy. •Identify community barriers and lead solutions that increase access, equity, and participation. MEMBERSHIP GROWTH & RETENTION •Drive recruitment, placement, troop formation, and retention strategies. •Ensure staff understand goals clearly and have tools to meet them. •Ensure recruitment strategies are community-informed, culturally relevant, and responsive to family needs. •Hold accountability for the full membership funnel: lead generation - conversion -placement - retention. •Prioritize early troop success by aligning recruitment with volunteer readiness and support systems. •Prioritize historically underrepresented communities with equity-led outreach. CROSS-FUNCTIONAL ALIGNMENT & POD COHESION •Build unified team identity across functions. •Clarify workflows, handoffs, ownership, and communication expectations. •Ensure strong collaboration across Recruitment, Placement, Volunteer Support, and Girl Experience. COMMUNITY ENGAGEMENT & PARTNERSHIP BUILDING •Set the vision for community engagement across assigned areas—ensuring consistent, high-quality execution. •Build and sustain strategic partnerships with schools, faith-based organizations, and community leaders. •Ensure teams are deeply embedded in communities—not transactional, but relational and trusted. •Leverage community insights to inform programming, outreach, and membership strategies. •Champion culturally competent engagement, language access, and inclusive practices. SYSTEMS, DATA & OPERATIONAL EXCELLENCE •Maintain fluency in Salesforce, Looker and membership workflows. •Ensure clean data, systems discipline, and reporting accuracy. •Use dashboards and reporting tools to guide decision-making and performance management. •Deep ability to lead a team to forecast to reach goals. WHAT GREAT LOOKS LIKE •Membership Growth: Girl and adult membership increases year over year •Retention Strength: Troops stay active and volunteers feel supported •Team Culture: Trust, resilience, joy, and collaboration present daily •Data-Driven Execution: Decisions guided by clarity, not assumption •Community Impact: Strong visibility, partnerships, and equitable access across all communities LEADERSHIP MINDSETS EXPECTED •Lead with courage and heart. •Hold the standard—kindly and firmly. •Coach, don’t control. •Think like a system-builder. •Be bold—make decisions, take smart risks, and move forward without perfect information. •Be comfortable with change—lead through ambiguity, adapt quickly, and continuously improve systems and strategy. •Balance heart and performance—care deeply while driving results. •Lead from the front—model urgency, ownership, and accountability. CORE COMPETENCIES Strategic thinking • Data literacy • People development • Customer experience • Community partnership • Operational discipline • EQ-based leadership • Community-based strategy execution • Sales and conversion leadership • Change leadership and adaptability •Cross-functional systems thinking Qualifications Minimum requirements: •Bachelor's degree in Business Administration, Nonprofit Administration, Community Development, Volunteer Management, Community Relations, Public Relations, or a related field (preferred) or 5 years applicable experience •Proven track record of managing people, sales teams, data sets, and budgets •Demonstrate and promote a climate of courtesy, respect and professionalism to coworkers, the volunteers served by this council, and others with whom this job puts them in contact. •Upon employment, employee must register as an adult member in the Girl Scout organization and subscribe to the tenets of the Girl Scout Promise and Law. •Attendance is an essential job requirement defined as having regular, consistent, reliable, punctual and predictable attendance including the ability to work regular hours and shifts, before and after hours, and on weekends, when required. •Must complete and pass a criminal background check. •Must hold a valid driver's license. •Complete and maintain required internal training. Our organization’s cultural values: •We are relevant. •We strive for equity. •We put our stakeholders first. •We collaborate to get the best results. •We own our work. PHYSICAL DEMANDS AND WORK ENVIRONMENT: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this position, the employee is regularly required to speak or hear. The employee frequently is required to use hands or fingers, handle or feel objects, tools or controls. The employee is occasionally required to stand; walk; sit; reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl, work in an office environment, work in a seated position, and work with computers. The employee must be able to drive and have a valid driver’s license. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this position include close vision, distance vision, color vision, peripheral vision, and the ability to adjust focus. The noise level in the work environment is usually moderate. CERTIFICATIONS/LICENSES: N/A

Keywords: Girl Scouts Of Northeast Texas, Plano , Director, Mission Delivery Areas 2 & 4, Human Resources , Richardson, Texas