Regional Manager - Bakersfield

Job Description

Job Description

Description:

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

  REQUIRED COMPETENCIES:

• Visionary : A strategic thinker who can drive the vision for GSCCS marketing and communications efforts, which ultimately benefits the lives of girls throughout our community.

• Servant-Leader : Leads with humility, empathy and awareness; actively contributes to employees’ ability to reach their goals and thrive at GSCCS.

• Collaborative : Fosters a respectful, transparent, and collaborative work environment.

• Community-minded : Skilled at connecting with individuals across all socio-economic, ethnic, cultural, and professional backgrounds in the community.

• Proactive & Perseverant : A self-starter who demonstrates strong personal initiative and the ability to drive projects through to completion.

• Positive : Charismatic, warm and welcoming; a true “people-person.”

• Growth Mindset : Says “yes” to appropriate, new opportunities and ideas for GSCCS.

• Analytical : Ability to carefully study issues, identify trends, and formulate new ideas.

• Revenue Ownership Mindset — takes personal accountability for financial results and treats revenue targets as commitments, not aspirations

• Strategic Planning & Forecasting : builds data-informed revenue plans, maintains rolling forecasts, and adjusts strategy as conditions change

• Data-Driven Decision-Makin g: uses sales trends, participation data, and market analysis to identify opportunities and inform resource allocation

• Cross-Functional Leadership : leads and influences across departments, particularly during peak seasons when coordinated execution is critical

• Operational Execution : translates strategy into staffing plans, timelines, and performance benchmarks, then manages execution with discipline and adaptability

• Business Development : identifies, evaluates, and develops new revenue opportunities that align with organizational mission and brand

• Adaptive : Comfortable with multi-tasking; able to work both independently and in teams.

• Reflective : Skilled at receiving and giving feedback and performance critiques.

• Tact & Diplomacy : Patient, willing, and able to have the difficult conversations as required.

• Communicative : Strong written and oral communication skills. An effective public speaker and representative of the organization.

• Flexible : Ability to work evenings and weekends as required.

ADDITIONAL JOB REQUIREMENTS:

• Clearance of background check.

• Become a registered member of GSUSA and GSCCS.

• Access to reliable transportation.

SELECTIVE ABILITIES & PHYSICAL DEMANDS:

The incumbent must be able to perform the following qualifications in order to be offered and/or maintain employment in this position.

• Physical ability to frequently stop, kneel, bend, crouch, and reach overhead.

• Use of light force to lift, carry, push, pull or move objects up to 20 pounds, frequent weekends and evenings/nights.

• This position requires the ability to remain stationary and to use computer monitor, keyboard and mouse for extended periods of time.

• Willingness and ability to work flexible schedule

• Frequent weekends and evenings

• Must be able to speak and communicate clearly, such as in public speaking engagements.

• Other demands, as determined by council.

WORK ENVIRONMENT: The employee will work in an office environment and in close quarters with other staff and clients. The noise level in the work environment varies from moderate to loud; hectic situations can occur characteristic to working with infants, toddlers and parents in need. Exposure to odors such and scents are common. Occasional exposure to adverse environmental conditions may occur.