Department: Program Services
Reports To: Vice President of Operations & Program Services
FLSA Status: Exempt
Employment Type: Full-Time
Scope: Organization-wide staff development function, plus a direct operational portfolio of 3–4 Clubs (specific sites to be assigned)
Location: Fresno County, CA — On-site; regular travel between Club and administrative sites
Salary Range: $70,500- $80,000
Direct Reports:Assigned portfolio of 3–4 Clubs
POSITION SUMMARY
The Director of Leadership Development owns the growth of the organization's people. Reporting to the Vice President of Operations & Program Services, this role builds the systems that develop staff at every level from a first-year Youth Development Professional to a Unit Director and beyond through documented career pathways, role-based training, leadership development, and development-driven retention. The Director's work is measured not by training delivered, but by staff who grow, advance, and stay.
Well-developed, confident, and competent staff are the foundation of high-quality programming and strong youth outcomes. This role exists to make that development intentional, documented, and organization-wide.
In addition to this organization-wide mandate, the Director directly oversees the operations of an assigned portfolio of 3–4 Clubs supervising site leadership and ensuring those sites are safe, well-run, and delivering high-quality programming.
KEY RESPONSIBILITIES
1. Strategic Staff Development Leadership
- Own and drive the organization-wide staff learning and development strategy, aligned to organizational goals and the quality of youth programming.
- Build the multi-year roadmap for how staff are developed from first-day onboarding through senior leadership.
- Partner with the VP, CEO, and HR on talent priorities, workforce planning, and succession for key roles.
- Serve as the organization's subject-matter lead on staff development and adult learning.
2. Operational Leadership — Assigned Club Portfolio
- Directly oversee the operations of an assigned portfolio of 3–4 Clubs, ensuring safe, high-quality, well-run sites.
- Supervise site leadership (Unit Directors and site staff) at assigned Clubs; set goals, provide coaching, and manage performance.
- Own daily operations, member experience, and facilities coordination for the assigned portfolio.
- Manage site budgets and resources; ensure assigned Clubs meet membership and attendance targets.
- Support the recruitment, development, and retention of site staff, including advancement pathways.
- Serve as the primary point of escalation and support for the assigned Clubs.
3. Career Pathways & Internal Mobility
- Build documented career growth plans and a clear, published career ladder from entry-level youth development staff (YDP) through Unit Director and beyond.
- Define the competencies, experience, and readiness criteria required to advance at each level.
- Establish individual development plans (IDPs) and promotion-readiness reviews so staff growth is documented, not ad hoc.
- Own succession planning and bench strength for Unit Director and above.
4. Training Design, Curriculum & Delivery
- Design, curate, and maintain a role-based training curriculum spanning onboarding, core skills, and leadership.
- Leverage existing platforms and pathways (e.g., Spillett Leadership University, Youth Development Professional and Unit Director foundations) and build organization-specific training where gaps exist.
- Deliver training through a blend of e-learning, in-person facilitation, and on-the-job coaching, targeted to strengthen staff confidence and competence.
- Keep training applicable and role-relevant mapped to what staff actually need to do their jobs well.
5. Leadership & Supervisory Development
- Develop current and emerging leaders — Unit Directors, managers, and high-potential staff.
- Build supervisory and management capability (coaching, performance management, team leadership) across the organization.
- Grow a leadership pipeline so the organization can fill senior roles from within.
6. Staff Retention & Engagement
- Own development-driven retention, strengthen the onboarding experience and early-tenure support, when turnover is highest.
- Use stay- and exit-interview insights to identify development and engagement gaps and respond to them.
- Partner on recognition and growth opportunities that keep strong staff engaged and advancing.
7. Partnerships & Cross-Functional Relations
- Partner with HR on onboarding, compliance-training coordination, performance management, and workforce planning.
- Partner with program directors to align role-specific and program development with the organization-wide learning strategy.
- Support the Board and its committees as assigned.
8. Safety, Child Protection & Compliance
- Ensure the assigned Club portfolio meets child-safety, supervision, and organizational compliance standards; uphold and reinforce mandated-reporter obligations.
- Ensure the assigned Club portfolio meets safety-compliance standards.
9. Budget, Data & Reporting
- Manage the learning and development budget, including training platforms, materials, and vendor contracts.
- Define and track development metrics — training completion, competency attainment, promotion and progression rates, retention, and engagement.
- Measure training effectiveness by behavior and performance change, not attendance alone; maintain learning records and report outcomes to leadership.
KEY PERFORMANCE AREAS
- Career growth plan (IDP) coverage for eligible staff.
- Internal promotion and progression along the career ladder; leadership bench strength.
- Organization-wide staff retention, with attention to early-tenure turnover.
- Role-based training completion and measured competency attainment.
- Safety and attendance performance of the assigned Club portfolio.
Specific annual targets for these areas are set with the Vice President and reviewed on the organization's standard performance-review cycle.
RELATIONSHIPS
Internal: Regular contact with the Vice President, peer Directors, Unit Directors and site staff within the assigned portfolio, HR, and staff organization-wide.
External: Contact with training vendors, credentialing bodies, and BGCA learning platforms as needed.
QUALIFICATIONS
Required
- Bachelor's degree in human resources, organizational development, education, or a related field — or an equivalent combination of education and experience.
- Minimum five (5) years in learning and development, talent development, training, or organizational development, including designing development programs and supervising or developing others.
- Demonstrated ability to manage multi-site operations, including site supervision, facilities coordination, and budget management.
- Demonstrated experience building career pathways or competency frameworks and developing leaders.
- Working knowledge of adult-learning principles, instructional design, and training-effectiveness measurement.
- Strong facilitation, coaching, and communication skills; able to influence across all levels of the organization.
California / Role-Specific Requirements
- Must clear a criminal background check (Live Scan fingerprinting and First Advantage screening) and complete mandated-reporter and child-abuse-prevention training prior to youth contact, consistent with California AB 506 for youth-serving organizations.
- Valid California driver's license, reliable transportation, and the ability to travel between Club and administrative sites.
Preferred
- Experience within Boys & Girls Clubs and its development pathways (SLU, YDP, Unit Director foundations).
- Learning-and-development or talent credentials.
- Bilingual (English / Spanish).
BENEFITS
- 80% employer-paid group medical insurance.
- Paid sick and vacation leave.
PHYSICAL REQUIREMENTS & WORK ENVIRONMENT
Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions of this position.
- Work is performed in administrative offices and across Club sites; regular travel between locations to deliver and support training and to oversee the assigned portfolio.
- Must be able to remain in a stationary position and to move about facilities to facilitate training and observe staff performance.
- Occasionally lifts and moves training materials and equipment weighing up to approximately 25 pounds.
- Frequently communicates with staff and leadership; must be able to exchange accurate information clearly.
EQUAL OPPORTUNITY EMPLOYER
Boys & Girls Clubs of Fresno County is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to any characteristic protected by federal, state, or local law. The organization is committed to providing a safe environment for youth and complies with all applicable child-protection requirements.
DISCLAIMER
The information presented indicates the general nature and level of work expected of employees in this classification. It is not designed to contain, nor to be interpreted as, a comprehensive inventory of all duties, responsibilities, qualifications, and objectives required of employees assigned to this job.
Pay: $70,500.00 - $80,000.00 per year
Work Location: In person
