• The Regional Director, Lifelong Learning is responsible for driving new revenue growth by selling Modern Campus’ Lifelong Learning product portfolio to colleges and universities across an assigned territory. • This role owns the full sales cycle—from qualifying inbound and outbound opportunities through close—focused specifically on Continuing Education, Professional Studies, Extension, Workforce Development, and non-traditional education units. • Manage a territory, inclusive of prospecting and relationship management of key accounts in the region. • Sell Modern Campus’ Lifelong Learning solutions to Continuing Education and Professional Studies leadership, including Directors, Deans, AVPs, VPs, CIOs, and other executive stakeholders. • Develop in-bound/marketing qualified leads into meaningful pipeline opportunities. • Represent Modern Campus at industry events, including presenting solo or with client advocates. • Conduct impactful sales presentations, demonstrations, and ROI summaries to decision makers. • Maintain an appropriate knowledge of the company’s solutions and the higher education industry. • Effectively utilize and regularly update the company’s customer relationship management (CRM) database. • Drive deal closure, including accurate and timely forecasting of closed business.

Title: Director, Strategic Capture Belong, Connect, Grow, with KBR! - At KBR, we are passionate about our people and our Zero Harm culture. These inform all that we do and are at the heart of our commitment to, and ongoing journey toward being a People First company. That commitment is central to our team of team’s philosophy and fosters an environment where everyone can Belong, Connect and Grow. We Deliver – Together. Program Summary KBR's Readiness and Sustainment (R&S) division is the Team Behind the Mission®. We deliver mission critical services to the U.S. military and coalition partners around the world. Our key capabilities include base operations; contingency and expeditionary support; next generation asset management; digitally-focused logistics; prepositioned stock; and integrated supply chain management. Job Summary This position is responsible for developing captures and campaigns in the Readiness & Sustainment Solutions business unit that leverage capabilities and connections both internally and across the industry to win new work. As a Director of Strategic Capture, responsibilities include research and analysis of business opportunities consistent with the organization's long range and strategic plans. This includes the evaluation of projects through financial feasibility studies, market research, and planning. The role may also assist with special studies in areas such as operational effectiveness, capacity utilization, or cost containment. This individual will provide leadership to plan, organize, manage, and continuously improve the business development process. Maintaining relationships with existing clients and developing new client contacts, typically at the Officer level will be a critical skill for success. This position will work remotely with travel as needed. Roles and Responsibilities - Participates in development of marketing and business plans, strategy implementation, and overseeing and controlling the business development budget and forecasts for a defined area of responsibility. - Serves as a liaison with KBR counterparts on cross-business unit opportunities. - Ability to thrive in an environment where they are responsible for both the management and execution of the full BD life-cycle process across multiple simultaneous pursuits and proposals. - Ability to develop plans for securing knowledge and understanding of the customer's requirements, issues, and needs during the pursuit and capture phases. - Coordinates meetings with customers, competitors, clients, and teammates to develop market insight on requirements, acquisition strategy, timing, and contract vehicles, as well as leading white paper and RFI responses. - Plans and participates in capture activities to include identifying opportunities, conducting competitive assessments, teaming, price-to-win, developing strategy, and leading solutioning sessions on capture efforts. - Prioritizes the allocation of sales and technical resources to accomplish the objectives of the strategic business plan and protect the existing customer base. Basic Qualifications - Over 20 years’ of Business Development experience in support of Federal clients - Customer engagement experience with the Department of War and/or FedCiv programs - Strong relationships and influence with industry leaders - Proven experience winning base operations, facility O&M, contingency logistics and sustainment, and/or prepositioning opportunities - Proven experience leading a team to capture and win on projects in excess of $600M - Experience working on opportunities in both CONUS and OCONUS environments - Successfully executed campaigns with the Department of War - Bachelor’s Degree Preferred Qualifications - Active Secret Clearance or eligibility to obtain - Experience working classified pursuits - Green Belt and Lean Six Sigma certified - Active participation in key industry associations KBR Benefits KBR offers a selection of competitive lifestyle benefits which could include 401K plan with company match, medical, dental, vision, life insurance, AD&D, flexible spending account, disability, paid time off, or flexible work schedule. We support career advancement through professional training and development. Belong, Connect and Grow at KBR At KBR, we are passionate about our people and our Zero Harm culture. These inform all that we do and are at the heart of our commitment to, and ongoing journey toward being a People First company. That commitment is central to our team of team’s philosophy and fosters an environment where everyone can Belong, Connect and Grow. We Deliver – Together. KBR is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, disability, sex, sexual orientation, gender identity or expression, age, national origin, veteran status, genetic information, union status and/or beliefs, or any other characteristic protected by federal, state, or local law.

Senior Director, Talent Business Partner College Board - Global Strategy & Talent Location: This is a remote role. Candidates who live near CB offices in New York City, Reston, and Puerto Rico have the option of being remote or hybrid (Tuesday and Wednesday in office). Role Type: This is a full-time position. About the Team At College Board, the Talent team is the engine behind our people, who in turn power our mission to positively impact millions of students worldwide. We are a dynamic, close-knit group, as passionate about supporting our ~2,000 employees as we are about shaping the future of education. Our impact as a mission-driven organization is clear, yet in a rapidly changing world the challenges ahead are more complex than ever. That is why our work in Talent matters. We are not simply supporting employees; we are empowering them to rise to these challenges and do the most meaningful, high-impact work of their careers. Guided by a clear philosophy, we focus on the end user, use data to solve problems, innovate boldly, and communicate directly and honestly while having fun along the way. Our aim is to build high-performing teams, foster strong and accountable leadership, and create the conditions for every employee to thrive. Together, we help every employee do what matters most with clarity, consistency, and purpose. About the Opportunity The Talent Business Partner (TBP) is a trusted strategist, organizational architect, and thought partner to College Board’s senior leaders. In this role, you shape how our divisions organize, lead, and grow to achieve our mission. You advise leaders on organizational design, workforce planning, and leadership effectiveness, helping them prioritize, lead through change, and create conditions where teams can deliver their best work. Together, you will translate business strategy into actionable talent priorities that strengthen leadership, accelerate performance, and build organizational clarity and resilience. In this role, you will partner with divisional leadership, managers, and other Talent team members to ensure we do the following: Drive and Optimize Organizational Performance and Leadership Effectiveness (35%) - Ensure Operating Principles and Manager Expectations are fully embedded in and guide divisions - Align talent, structure, and people strategy for maximum business impact. - Ensure that individual roles across a team and division are high impact via clear job descriptions and impact-oriented goals - Use organizational and performance data (e.g., engagement surveys, 360 degree feedback surveys, work product quality, etc.) to drive team and division-wide excellence Enable Organizational Design and Workforce Planning (30%) - Design organizational structures that align with strategic priorities, drive excellence, and improve efficiency. - Assess and anticipate capability needs, assess resource gaps, and ensure we build roles for the future. - Deliver succession plans that strengthen internal pipelines and reduce key-person dependency. - Ensure hiring plans, role scoping, and pay practices support sustainable growth and fairness. - Ensure structure, process, and people systems support the organization’s evolving needs. - Solve complex challenges such as scaling teams, succession planning, and leading through change. Foster an Engaged, Inclusive, and High-Performing Culture (20%) - Use insights from engagement surveys, 360 feedback, and other data sources to identify opportunities to strengthen team performance, inclusion, and belonging; scale best practices - Translate data into concrete action plans with clear accountability measures and follow-through. Accelerate Talent Growth and Mobility (15%) - Identify and support top-performing and high-potential employees through intentional stretch assignments, career pathways, and leadership development opportunities. - Coach leaders on how to recognize, develop, and retain exceptional talent. - Deliver just-in-time learning tools and resources that strengthen leadership pipelines across College Board. - Make data-informed decisions about promotions, career progression, and internal mobility to advance both performance and engagement. About Our Process Application review will begin immediately and will continue until the position is filled. This role is expected to accept applications for a minimum of 5 business days. While the hiring process may vary, strong candidates may find themselves part of: resume review, recruiter phone/video screen, hiring manager interview, performance exercise, a panel interview, a conversation with leadership and reference checks. All Talent Team Roles at College Board Require: - A passion for expanding educational and career opportunities. - A drive for excellence and impact: the ability to solve complex problems, make data-informed decisions, prioritize what matters most, and continuously improve through learning, user input, and external benchmarking. - Exceptional learning agility as evidenced in the ability to give and receive timely, respectful feedback; continuous improvement through iterative learning and user input; and embrace of technologies such as AI. - A collaborative and empathetic approach: the ability to work across differences, foster trust, and contribute to a culture of shared success. - Clear and concise communication skills, written and verbal. Talent Business Partner Roles Require: - Exceptional record of achievement. - Exceptional judgment and discretion; known for ability to provide wise and useful counsel. - Bias toward action. - At least 10 years of strategic talent work experience. - SHRM-SCP or SPHR certification (preferred). - Deep knowledge of employment law, compliance, and HR best practices. What We Offer At College Board, we offer more than a paycheck- we provide a meaningful career, a supportive team, and a comprehensive package designed to help you thrive. We’re a self-sustaining nonprofit that believes in fair and competitive compensation grounded in your qualifications, experience, impact, and the market. A Thoughtful Approach to Compensation - The hiring range for this role is $104,000–$165,000. - Your exact salary will depend on your location, experience, and how your background compares to others in similar roles at the College Board. - We aim to make our best offer upfront, rooted in fairness, transparency, and market data. - We adjust salaries by location to ensure fairness, no matter where you live. You’ll have open, transparent conversations about compensation, benefits, and what it’s like to work at College Board throughout your hiring process. Check out our careers page for more.

• Manage and develop a team of three test automation engineers, providing clear goals, regular feedback, and career growth opportunities • Define team standards, tooling, and engineering practices for test automation • Mentor engineers across skill levels and identify opportunities to grow the team's technical capabilities over time • Own and drive the test automation roadmap in partnership with the VP of Engineering • Lead the design and evolution of automation frameworks, infrastructure, and CI/CD integration across the platform • Establish coverage standards and ensure alignment between automation investment and product risk • Manage the relationship with an external test automation partner responsible for restructuring CRIO's automation framework • Evaluate architectural deliverables, enforce milestone accountability, and escalate risks proactively • Partner with application engineering teams to triage coverage gaps and align testing priorities with product risk • Collaborate with the Director of Quality to develop and execute unified, holistic automated and manual testing strategies, reduce duplication, and ensure consistent standards across the quality function • Contribute to engineering planning, sprint reviews, and architectural discussions as a quality advocate