Associate Director, Membership Development

We need to output HTML fragment with sections: h3 headings for sections present with content. Must not repeat job title. Must not include Job ID etc. Must include only sections with real specific content. Must not include filler like "commensurate with experience". Must remove boilerplate, navigation, legal, EEO, scam warning, duplicated lines, application instructions. We need to parse the job description. Content: - Role: Associate Director, Membership Development - Location: Atlanta - Workplace Type: hybrid schedule (minimum 2x/week in local office, can use more) - The Role paragraph (description) - Key Responsibilities (list) - Key Requirements (list) - Core Competencies & Behaviors (list of competencies with descriptions) - Success Measures (list of bullet points? Actually it's a paragraph with subpoints) - Why World 50 Group? (paragraph about culture) - About World 50 Group (paragraph about company) We need to decide which sections to include: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We have content for: About the role (the Role paragraph). Responsibilities (Key Responsibilities). Requirements (Key Requirements). Skills? Could map Core Competencies & Behaviors as Skills? Or maybe Qualifications? The instructions: use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can choose which to include based on content. We have: - About the role: we have a paragraph describing the role. - Responsibilities: we have list. - Requirements: we have list (Key Requirements). Could also include Qualifications (maybe same as Requirements). But we should not duplicate. We could put Requirements heading and list the key requirements. - Skills: we have Core Competencies & Behaviors which are skills/competencies. Could put under Skills. - Benefits: Not mentioned explicitly. No benefits details. So we should not include Benefits heading. - Pay: Not mentioned. So omit. - Schedule: We have workplace type: hybrid schedule (minimum 2x/week). That's schedule info. So we can include Schedule section with that detail. - Location: Could be part of About the role or separate? Not in list of headings but we could include location in About the role paragraph or as a short p. The instruction: do not put Job ID/requisition numbers as headings — fold minor metadata into a short

or drop it. Location is minor metadata; we can include a short p before sections. Thus output:

Location: Atlanta

Workplace Type: Hybrid schedule – minimum 2 days/week in office, with flexibility to use office space more often.

Then sections:

About the role

... (the Role paragraph)

Responsibilities

• ...
...

Requirements

• ...
...

Skills

• ...
...

(for Core Competencies & Behaviors)

Success Measures

maybe not in list but we could include as a section? The instruction list includes only those headings; but we can include other headings if they have real content? It says "use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It gives examples but not exclusive. However later: "IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text". So we could include Success Measures if it has real content. But the examples didn't list it; but we can still use h3 for any section heading. Safer to include Success Measures as a section. Similarly Why World 50 Group? and About World 50 Group could be sections like "About the company" or "Culture". But not in examples. Might be okay to include as "About World 50 Group". But we need to avoid duplication and boilerplate. The "Why World 50 Group?" is culture description; could be included as a section "Culture". But we can also incorporate into About the role? Probably better to have separate sections: "Culture" and "About the company". However the instruction says prefer a few substantive sections over many thin ones. So maybe we combine culture and company info into one section "About World 50 Group". But we have both Why World 50 Group? and About World 50 Group; they are similar. Could combine. But we need to preserve ALL substantive information; do not invent or summarize away detail. So we need to keep the content of both sections. We could have two sections: "Why World 50 Group?" and "About World 50 Group". That's okay; they are substantive. Thus final HTML will have:

Location: Atlanta

Workplace Type: Hybrid schedule – minimum 2x/week in local office, with flexibility to use office space more often.

About the role

The Membership Development Associate Director is a strategic leader responsible for driving the performance, development, and engagement of the Membership Development team for a specific product line within our Sales organization. You will ensure your team consistently delivers an exceptional prospect experience while exceeding performance metrics. This role requires a balance of operational expertise, people management, and sales strategy; you must motivate and develop direct reports, manage the pipeline, and work cross-functionally with business owners to achieve organizational goals.

Responsibilities

• Lead, coach, and mentor a team of 8–10 Membership Development Associates (MDAs), with a focus on guiding junior and early-career talent.
• Motivate and hold direct reports accountable for performance, while maintaining strong professional relationships.
• Address conflicts and performance issues promptly and constructively.
• Identify growth opportunities and facilitate development for associates.
• Foster collaboration, engagement, and a positive team culture.
• Support onboarding and training of new hires to ensure successful integration onto the team.
• Ensure the team delivers world-class prospect experience across pipeline management, content management, and sales engagement.
• Partner with the product line owner to bring visibility to operational improvements, implement best practices and build dashboards.
• Serve as the primary resource for MDAs, Membership Group Leaders, and Sales Directors, ensuring professional, proactive, and timely support.
• Monitor metrics and prospect engagement to flag risks, highlight bright spots, and recommend solutions.
• Oversee pipeline management processes, including prospect experience, CRM administration, and prospect communications and content.
• Act as the operations subject-matter expert for the assigned product line.
• Partner with the product line owner to make talent, operational, and strategic decisions.
• Communicate insights and recommendations clearly across internal stakeholders.
• Use data and insights to make proactive, solution-oriented decisions.
• Lead or support initiatives to enhance the Membership Development function.
• Identify, implement and ensure successful adoption of process improvements to optimize operational efficiency and prospect experience.

Requirements

• 6+ years of management experience in a sales environment.
• Strong operational acumen with ability to analyze metrics and make data-driven decisions.
• Exceptional interpersonal, communication, and stakeholder management skills.
• Proven ability to motivate, develop, and mentor early-career professionals to drive a high-performance culture.
• Member-focused mindset with commitment to excellence.
• Strong project management, time management, organizational, and problem-solving skills.
• Comfort operating in a fast-paced, dynamic environment with multiple priorities.
• Salesforce experience is a must.

Skills

• Growth Mindset: Seeks and integrates feedback to continuously improve, adapts approaches to work, and persists through setbacks with resilience.
• Communication: Conveys information clearly, concisely, and persuasively; actively listens and adapts style to different audiences.
• Effective Execution: Focuses on key priorities contributing to team and business goals while remaining committed to exceptional performance and efficient accountability.
• Collaborative Engagement: Actively builds strong relationships within teams and across brands, staying adaptable to ensure positive, collaborative experiences.
• Commercial Acumen: Cultivates a deep understanding of our mission and external business environment with a proactive approach to problem-solving.
• Curiosity: Explores, questions, and seeks understanding of new ideas and perspectives; shows a willingness to learn new things and experiment outside their comfort zone.

Success Measures

• The What: Team consistently meets or exceeds performance metrics.
• The How: The team is executing all the critical aspects of membership development like setting high quality calls, running pipeline meetings, engaging cross functional teams, etc.
• Direct reports are engaged, high-performing, and motivated.
• Continuous operation improvement via an effective partnership with product line owner and cross-functional stakeholders.
• Risks and opportunities in the product line are proactively addressed with a solutions based mindset.

Why World 50 Group?

The World 50 Group Way is our unified cultural framework that defines who we are and how we operate, shaped by insights and input from our associates. It brings together our mission, purpose, values, and DNA to foster a culture of community, collaboration, learning, and lasting impact. Our DNA - How we show up: Member Obsessed: Building real connections and helping our members win is what drives us. Entrepreneurial: We see challenges as chances to get creative and make things happen. Collaborators: We’re stronger together: we share ideas, support each other, and create amazing experiences as one team. Learners: We stay curious, keep growing, and never stop learning. Humble: We aim high but leave our egos at the door - it’s about progress, not perfection. Community: We celebrate wins, hold each other accountable, and have plenty of laughs along the way. As a purpose driven company, we’re dedicated to building a workplace where people from different backgrounds can do their best work. Our company value One & All, demonstrates our commitment to creating a place where every individual feels seen, supported, and free to bring their whole selves to work. When people feel genuinely valued and included, they’re more engaged and effective. That’s why we focus on cultivating an environment that celebrates difference, empowers connection, and accelerates the success of our members and their organisations.

About World 50 Group

World 50 Group is a global leader in facilitating meaningful collaboration among C-suite executives from the world’s most influential companies. Through curated peer communities, strategic insights, and trusted exchange, we empower senior leaders to navigate challenges, share experiences and create lasting impact. We cultivate community, where leaders go beyond their company, to co-create a future of extraordinary impact.

We must ensure no boilerplate like cookie/navigation/legal/EEO etc. There's none. We must not repeat job title as heading. We didn't. We must not put Job ID/requisition numbers as headings. None. We must not include sections with filler like "commensurate with experience". None. We must not include Pay/Benefits sections because not present. We included Schedule? Actually we included Workplace Type in a short p, not a Schedule heading. Could also make a Schedule heading. The instruction list includes Schedule as possible heading. We have schedule info: hybrid schedule minimum 2x/week. Could make a Schedule section. But we already have a short p for Workplace Type.