Role Description You are a talent development leader who is equal parts strategist and builder. You've designed and scaled programs before - onboarding, performance management, manager enablement, engagement - and you know that the hard part isn't building them, it's making them stick. You bring expertise in how people learn, grow, and perform at work. You stay close to research and best practices across adult learning theory, manager effectiveness, and employee engagement, and you know how to translate that knowledge into programs that work in the real world. You carry the culture with you. You model what you want to develop in others. You care about your team, you earn trust across functions quickly, and you understand that great talent development is a business driver, not a support function. If you're looking for a company that offers support, guidance, an abundance of killer GIFs, and unlimited potential to grow into your best self, we want to hear from you. On a regular basis you will: - Lead the Talent Development team, providing direction, coaching, and support to help them do their best work. - Design, own, and continuously improve core talent management programs - performance management, engagement, succession planning, and career pathing. - Build and manage Steno's learning programs, focusing on non-function-specific opportunities, identifying gaps and creating scalable solutions. - Define boundaries between TD and functional training and socialize best practices for Learning & Development across the organization. - Own the design of the full onboarding experience, ensuring new hires ramp effectively and feel set up to succeed. - Partner with People Business Partners, functional leaders, and senior leadership to align talent strategy with business priorities and serve as a thought partner on organizational capability building. - Build and maintain a talent management calendar and multi-year roadmap, using data and feedback to assess what's working and advocate for the resources to support what's next. - Manage the TD budget, external vendors, and the tools and technology that power the function, staying ahead of gaps before they become blockers. Qualifications - You have 8+ years of experience in talent development, learning & development, or a related HR discipline. - You've built or significantly evolved core talent programs (onboarding, performance management, manager enablement) at a high-growth company. - You're comfortable being both the strategist and the builder. You like getting in the weeds and no job is too small. - You use feedback and business connectivity to evaluate program effectiveness and make the case for what comes next. - You have experience managing budgets and external vendor relationships. - You're a strong communicator and collaborator who can influence without authority and build trust across all levels of an organization. - You've navigated ambiguity and change with composure, and you know how to bring people along with you. - Familiarity with Google Workspace, HRIS platforms, and experience with learning management systems, including migration between systems, is a plus. Benefits - Salary - $165,000 - $200,000 - Health, Vision, & Dental Benefits - low-cost health plans that free up mind space and unlock our employees' best work - Wellness/Mental Health - shared benefits to be used among employees and families - Flexible Paid Time Off - allowing employees to find balance in their lives - Options of Equity - we know our success is nothing without our team - Access to a company-provided 401(k) account - A home office setup and a monthly stipend to offset internet and phone costs

Role Description As the Executive Director of Builders Texas, you will provide strategic leadership and operational oversight to scale national and local programs that spread the Builders values and mindset, empower citizens to hold themselves and their political representatives accountable to choose problem-solving over partisanship, and maximize the measurable impact of our programs. This includes implementing Builders' national mission at a local level, fostering a movement of Texans committed to bridging divides and tackling the state’s most pressing challenges. The role will include fundraising accountability, stakeholder engagement, and leading a talented remote team currently numbered at 12. What You'll Do - Movement Activation and Engagement - Oversee all civic programming to engage and galvanize a movement of citizens who are actively supporting Builders work and values and can work to hold the government accountable to the will of the people. - Move digital followers through the pipeline of engagement– from clicks and likes to using their voice to affect policy. - Develop the toolkit: educational workshops, training programs and tools to service the audience of Builders and encourage flexible thinking. - Create a credentialing system, volunteer programs, local chapters, and/or town halls to move members through the pipeline of engagement. - Organizational Development & Team Management - Build, grow and lead a high-performing team. - Foster a culture of Builders within the organization focusing on role clarity for individuals, strong and aligned OKRs and professional development opportunities. - Manage program budgets and resources efficiently. - Partnerships, Fundraising & Civic Engagement - Develop and execute a multi-year fundraising strategy to key stakeholders in Texas to support Texas-focused programs. - Identify and pursue funding opportunities through grants, partnerships, and donor relationships. - Develop and implement strategies to grow grassroots membership and the Movement Partner coalition. - Develop best-in-class mechanisms for encouraging local elected officials to stay accountable to the will of the people. - Act as a public-facing spokesperson for Builders Texas, attending conferences and events, as well as conducting interviews with both local and national media. - Strategic Leadership and Vision Execution - Collaborate with Builders Media to align media campaigns, civic engagement and educational initiatives. - Implement impact measurement frameworks to track program effectiveness and outcomes. Qualifications - You Are: - A builder—a flexible thinker and constructive problem-solver who recognizes the dignity of all people. - Entrepreneurial, with a track record of taking initiatives from concept to execution. - A decisive, confident leader with low ego and a high level of accountability. - Someone who operates with integrity, kindness, empathy, and transparency. - A dedicated people manager, experienced in coaching and developing talent. - Strategic and executional—capable of translating big ideas into concrete action plans. - Resourceful, solutions-oriented, and persistent in overcoming obstacles to achieve goals. - You Have: - At least 10 years of experience leading initiatives, coalitions, or programs, ideally in the political realm, in civic engagement, or community impact as an Executive Director or CEO of a mission-driven organization. - Deep knowledge of the political, cultural, and social landscape, both in Texas and nationally, gained through experience working in or alongside the government, community organizing, or civic engagement. - Strong written, verbal, and presentational communication skills. - Experience building and scaling programs or initiatives from the ground up. - A proven ability to bring diverse groups together to achieve common goals. - Expertise in managing complex projects, including event planning, stakeholder coordination, and budget oversight. Benefits - Competitive annual salary [$250,000 - 275,000]. - 25 days of paid time off, 5 sick days, and 20 personal days. - Excellent health, dental, and vision insurance with base level plans covered at 100% by Builders. - Life and AD&D Insurance. - Short-term and Long-term Disability. - Flexible remote work environment. - 12 holiday/office closures per year + summer Fridays in July and August. - Retirement plan with employer matching program. - Charitable gift-matching program. EEO At Builders, we are committed to an inclusive workplace where diversity in all its forms is championed. Builders is proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability status, gender identity, or veteran status. We also consider qualified applicants with criminal histories, consistent with legal requirements. For applicants with disabilities, our recruiting team will actively work with you to accommodate any needs in order for you to be able to interview at your best. We will keep any medical information you provide confidential and separate from the rest of your application.

• Lead all operations with full accountability for revenue, margin, growth, and customer retention. • Operate as the GM of the region, translating VP-level strategies into execution, managing risk, and ensuring governance. • Monitor market trends and client needs within the region to inform strategic decisions and maintain competitive advantage. • Build and scale a high-performing workforce (internal + contractor capacity), ensuring the right talent and structure to meet client expectations. • Support new client start-ups by overseeing onboarding processes and ensuring all deliverables meet Gordian standards. • Ensure execution excellence across the JOC lifecycle, focusing on cycle time, reliability, and client value. • Lead Strategic Account Management (SAM) motions: account strategy, executive engagement, value realization, renewal strategy, and risk mitigation. • Maintain and expand senior-level relationships with agency leadership (Facilities, Planning, Procurement, Legal, Budget Units, Consulting Partners). • Represent Gordian in hearings, audits, and executive reviews with confidence and data-backed clarity. • Anticipate client needs and ensure Gordian presents a coherent, proactive value narrative — not a reactive operating posture. • Own regional revenue, gross margin, forecast accuracy, and cost management. • Ensure disciplined forecasting: monthly, quarterly, and annual. • Analyze performance trends, identify risks early, and implement corrective actions with urgency. • Manage the region’s budget, staffing model, and contractor resourcing strategy to optimize profitability and flexibility. • Identify and quantify new growth opportunities across local agencies, cooperatives, and facilities portfolios. • Partner with Sales and Government Affairs to build go-to-market strategies, support pursuits, and expand JOC adoption. • Engage with large contractor networks to improve capacity, performance, and program growth. • Drive cross-sell and upsell motions in collaboration with Product, SAM, and Sales. • Ensure platform visibility and data transparency for clients; escalate product gaps with clarity and business impact. • Recruit, mentor, and develop regional staff, fostering a culture of accountability, collaboration, and continuous improvement. • Conduct regular performance reviews and provide coaching to support growth, while implementing workforce plans aligned with business needs. • Identify skill gaps and create targeted development opportunities to build leadership capability and strengthen team performance.

• Lead all operations with full accountability for revenue, margin, growth, and customer retention. • Operate as the GM of the region, translating VP-level strategies into execution, managing risk, and ensuring governance. • Monitor market trends and client needs within the region to inform strategic decisions and maintain competitive advantage. • Build and scale a high-performing workforce (internal + contractor capacity), ensuring the right talent and structure to meet client expectations. • Support new client start-ups by overseeing onboarding processes and ensuring all deliverables meet Gordian standards. • Ensure execution excellence across the JOC lifecycle, focusing on cycle time, reliability, and client value. • Lead Strategic Account Management (SAM) motions: account strategy, executive engagement, value realization, renewal strategy, and risk mitigation. • Maintain and expand senior-level relationships with agency leadership (Facilities, Planning, Procurement, Legal, Budget Units, Consulting Partners). • Represent Gordian in hearings, audits, and executive reviews with confidence and data-backed clarity. • Anticipate client needs and ensure Gordian presents a coherent, proactive value narrative — not a reactive operating posture. • Own regional revenue, gross margin, forecast accuracy, and cost management. • Ensure disciplined forecasting: monthly, quarterly, and annual. • Analyze performance trends, identify risks early, and implement corrective actions with urgency. • Manage the region’s budget, staffing model, and contractor resourcing strategy to optimize profitability and flexibility. • Identify and quantify new growth opportunities across local agencies, cooperatives, and facilities portfolios. • Partner with Sales and Government Affairs to build go-to-market strategies, support pursuits, and expand JOC adoption. • Engage with large contractor networks to improve capacity, performance, and program growth. • Drive cross-sell and upsell motions in collaboration with Product, SAM, and Sales. • Ensure platform visibility and data transparency for clients; escalate product gaps with clarity and business impact. • Recruit, mentor, and develop regional staff, fostering a culture of accountability, collaboration, and continuous improvement. • Conduct regular performance reviews and provide coaching to support growth, while implementing workforce plans aligned with business needs. • Identify skill gaps and create targeted development opportunities to build leadership capability and strengthen team performance. • Foster a culture of accountability, urgency, and excellence.