DirectJobHub
Jobs · Customer Service · Oklahoma

Parent Relations Director, Alpha - $200,000/year USD

Crossover · Tulsa, OK · 1 mo ago
Customer Service$200k/yrFull-time
We need to output HTML fragment with sections: h3 for headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must not repeat job title as heading. Must include only sections with real specific content. Must not include filler like "commensurate with experience". Must preserve all substantive info. Remove boilerplate, navigation, legal, EEO, scam warning, duplicated lines, application instructions. Also must not include Job ID/requisition numbers as headings; fold minor metadata into short p or drop. We need to parse the posting. Key info: - Role: Parent Relations Director (title). Not to be used as heading. - About the role: description: "Alpha School students, on average, experience 2.4 to 2.6 times the academic growth of traditional school students" — Forbes Alpha is hiring. Most schools have someone whose job is keeping parents happy. Alpha needs someone parents trust. That is a different job and a harder one: you will tell these families no, and they will think more of you for it. You'll be the person families call when something feels off, when they're uncertain, or when they want to share a moment they know you'll understand. You'll know each family well enough to anticipate what they need before they ask. You'll also be the person who says no when the answer is no: clearly, with the reasoning, without flinching. Roles that trade hard conversations for short-term satisfaction build polite, fragile communities. This one builds committed ones. You won't do it alone, and you won't do it around the Guides who mentor these students. You are the parent-facing side of a leadership partnership with your Guides: aligned with them before and after every sensitive conversation, protective of their authority with students, and willing to take family issues off their plate so they can coach. Ambiguous situations land on you. A student incident, a conflict between families, a decision you have to make on the spot with incomplete information. You decide, and you own the outcome. What you own beyond that depends on where your campus is in its life. At a launch or under-enrolled campus, you own school growth. At a mature campus with dedicated admissions staff, you concentrate on retention, referrals, and the depth of the community. Same role, different center of gravity, and it can shift as the campus matures. Alpha isn't a traditional school. Students finish core academics in two hours a day using AI-powered apps, then spend the rest of their time on public speaking, critical thinking, and real-world projects. No lectures. No busywork. Top 1% results nationwide. The families who choose it are paying for something they believe in, and belief needs tending. You'll carry that conversation with every family, through every doubt, for as long as their child is enrolled. If defending an unconventional model to sophisticated skeptics sounds like a burden, this role isn't for you. If it sounds like the most interesting conversation you could be having, keep reading. - What You Will Be Doing: bullet list (but we need to format as
  • ). List items: - Own the relationship with every family on campus, and lead the hard conversations. Find the real concern, deliver a clear decision, hold it, and follow through until it stays resolved. This is also where you defend Alpha's model through screen-time worries, skeptical relatives, and moments of doubt. - Operate as the parent-facing co-leader alongside your Guides. Align before and after sensitive conversations, protect the coaching relationship they hold with students, take family issues off their plate, and make sure families always know who owns what. - Make the real-time calls in ambiguous student and family situations, and route child-safety, legal, and high-risk matters through the correct escalation path immediately. Telling those two apart on the spot is the judgment this job turns on. - Build the community: campus traditions, parent networks, and local partnerships, each with a defined outcome behind it, plus the trusted parent champions who become the campus's most credible voice. - Own the growth contribution your campus phase calls for, against outcomes agreed up front and tracked as the campus changes. At a launch or under-enrolled campus, that means developing local demand and personally owning admissions follow-through to enrollment. At a mature campus it means retention, referrals, and clean handoffs to admissions. - What You Won’t Be Doing: list items (maybe as a section? Could be under Responsibilities? But we could have a section "What You Won’t Be Doing" as a heading? The instruction says use headings for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. It didn't list "What You Won’t Be Doing". But we could incorporate that into Responsibilities or maybe a separate section if we think it's substantive. However they said "Prefer a few substantive sections over many thin ones." Could combine "What You Won’t Be Doing" under Responsibilities as a note. But we need to preserve all substantive info. Could include as a
      under Responsibilities with heading maybe "What You Won’t Be Doing" as a

      ? But they only allow h3 for section headings. Could we still use h3 for that? It says use

      for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but suggests those are typical. Safer to stick to those headings. We could incorporate the "What You Won’t Be Doing" as part of Responsibilities, maybe as a sub-list. - Key Responsibilities: Build a campus where families stay, Guides feel backed, and hard decisions get made quickly and credibly. You own four things: the trust, retention, and advocacy of every current family; the parent-facing partnership with your Guides and the real-time judgment calls that come with it; the campus's community life; and the growth contribution your campus's phase requires. That seems similar to responsibilities. - Basic Requirements: list items: -- Live within commuting distance of one of these campuses, or relocate within 60 days: Boca Raton, FL; Burlington, VT; Jackson Hole, WY; Las Vegas, NV; Palm Beach, FL; Park City, UT; Tulsa, OK -- On-site full-time, including early mornings, late afternoons, evening events 2–3x/month, and occasional weekends -- Legally authorized to work in the U.S. without sponsorship -- 5+ years personally owning high-trust relationships with families, clients, donors, or members, where your judgment and follow-through changed retention or advocacy -- A track record of holding firm decisions with demanding stakeholders without losing the relationship -- Independent ownership of an ambiguous relationship, community, or growth outcome, with results you can point to as your own -- Willing to own school growth and admissions follow-through when your campus phase calls for it -- Clear, concise communication that earns confidence quickly with affluent, high-expectation families -- Familiarity with independent, private, or non-traditional education -- Hands-on daily use of AI tools, and genuine conviction about AI-powered education - Benefits and other compensation: list items: -- Health coverage (medical, dental, vision), life and disability insurance, voluntary benefits, tax-advantaged FSA, HSA, and commuter accounts, and a 401(k). -- Paid time off and parental leave. -- A one-time relocation allowance. - Nice-to-have Requirements: list items: -- An established local network in the campus city, whether school, civic, faith, business, or community, that you can activate quickly -- Private or independent school experience with a track record of family retention and community depth, not just enrollment numbers -- Experience as the relationship owner alongside educators or other professionals, where you held the family, and they held the craft, and neither of you undermined the other -- A launch or early-stage assignment where you personally built local demand and saw it through to committed families -- An instinct for creating experiences (events, moments, environments) where people feel they belong to something worth protecting -- Startup or early-stage experience where you built from nothing and stayed grounded when things changed quickly - About Alpha: description. - Working with us: This is a full-time, W2 employee position with immediate access to benefits (link). All roles are year-long positions. The compensation level for this role is $200,000 USD/year. The payment period is weekly. Consult www.crossover.com/help-and-faqs for more details on this topic. Crossover Job Code: LJ-5598-US-Tulsa-ParentRelation We need to include Pay and Schedule sections if posting actually states them. Pay: $200,000 USD/year, weekly payment. So we need a Pay section. Schedule: On-site full-time, including early mornings, late afternoons, evening events 2–3x/month, and occasional weekends. That's schedule info. So we need a Schedule section. Benefits: we have Benefits section. We need to avoid duplication. Also need to include About the role (maybe as a heading). Responsibilities: we have "What You Will Be Doing" and "Key Responsibilities". Could combine. Requirements: Basic Requirements. Qualifications: maybe Nice-to-have Requirements could be Qualifications? Or Skills? The instruction includes Skills as a possible heading. We could put Nice-to-have under Skills or Qualifications. But we need to decide. We have "Basic Requirements" which are mandatory. Could be Requirements. Then "Nice-to-have Requirements" could be Qualifications or Skills. Since they are "Nice-to-have Requirements", maybe treat as Qualifications. Or Skills: they are more like desired experience/skills. We'll put them under Qualifications. We also have "About Alpha" description; could be About the role or maybe a separate "About the Company". But instruction only lists About the role as a heading. We'll put the Alpha description under About the role. We also have "Working with us" details about compensation, benefits, etc. Some of that is already covered in Pay, Benefits, Schedule. The link and job code maybe minor metadata; we can fold into a short p or drop. We must not include application instructions like "Hit the Apply button". Remove that. We must not include boilerplate like EEO, legal, scam warning. Not present. We must not repeat job title as heading. We must not include Job ID/requisition numbers as headings; we can drop or put in short p. We need to output only HTML fragment, no /, no markdown. Let's structure:

      About the role

      ... (the descriptive paragraph about role, including the Forbes stat, etc.)

      Responsibilities

      • Own the relationship with every family on campus, and lead the hard conversations. Find the real concern, deliver a clear decision, hold it, and follow through until it stays resolved. This is also where you defend Alpha's model through screen-time worries, skeptical relatives, and moments of doubt.
      • Operate as the parent-facing co-leader alongside your Guides. Align before and after sensitive conversations, protect the coaching relationship they hold with students, take family issues off their plate, and make sure families always know who owns what.
      • Make the real-time calls in ambiguous student and family situations, and route child-safety, legal, and high-risk matters through the correct escalation path immediately. Telling those two apart on the spot is the judgment this job turns on.
      • Build the community: campus traditions, parent networks, and local partnerships, each with a defined outcome behind it, plus the trusted parent champions who become the campus's most credible voice.
      • Own the growth contribution your campus phase calls for, against outcomes agreed up front and tracked as the campus changes. At a launch or under-enrolled campus, that means developing local demand and personally owning admissions follow-through to enrollment. At a mature campus it means retention, referrals, and clean handoffs to admissions.
      • Build a campus where families stay,

Similar jobs