Programs Manager

Responsibilities

with each bullet as
• . Should we keep subheadings inside li? Probably we can include them as part of li text. - What Success Looks Like: could be considered part of responsibilities or maybe a separate section? Not in list of allowed headings. Could be omitted or placed under Responsibilities? The instruction: include a section ONLY when posting has real, specific content for it — never emit a heading followed by filler/placeholder text. The allowed headings are limited to those list. We can choose to not include a "What Success Looks Like" section because not in allowed list. But we need to preserve all substantive information. We could incorporate that content into Responsibilities or About the role. Probably best to put under Responsibilities as additional bullet points? But it's more about outcomes. Could be placed under a separate section like "Expectations" but not allowed. So we incorporate into Responsibilities or About the role. - Desired Qualifications: could be under Requirements or Qualifications. We have both headings allowed: Requirements, Qualifications, Skills. We need to decide mapping. The posting has "Desired Qualifications". Could map to Qualifications. Also there is "Previous management or leadership experience..." etc. Those are qualifications. Could also be Requirements. We'll put under

  Qualifications

  with a
  list. - Compensation: includes salary range and benefits. Benefits: paid time off (PTO), health, dental, life insurance. Pay: salary range $53,000–$58,000. Schedule: full-time, salaried management position. So we have Benefits, Pay, Schedule sections with real content. We must not include sections with filler like "commensurate with experience" (that's vague). But we have actual salary range and benefits. The phrase "Compensation is commensurate with experience." is vague but we also have salary range. We should include Pay section with the salary range. Benefits section with PTO, health, dental, life insurance. Schedule section with full-time, salaried management position. We must not include application instructions (email cover letter etc.) or EEO line. We must not include "To apply, please email..." etc. We must not include "G1 Climbing + Fitness is an equal opportunity employer." We must not include any navigation/cookie/legal boilerplate. Now craft HTML. Structure:

  About the role

  ... (intro paragraphs)

  Responsibilities

  • Member Experience & Retention: Own and continually improve the member experience from first visit through long-term membership. Develop strategies to engage new members during their first 30, 60, and 90 days. Identify opportunities to help members build routines, find climbing partners, connect with the G1 community, and make progress toward their goals. Monitor member engagement and identify members or groups who may be becoming disengaged. Develop and implement strategies to increase member engagement and retention. Gather and evaluate member feedback and use it to improve G1’s offerings and systems.
  • Community & Adult Programming: Develop and execute events, meetups, leagues, challenges, workshops, classes, and other initiatives that strengthen community and support member retention. Develop engagement opportunities for different segments of the G1 community based on demonstrated member interest and need. Ensure programs and events have a clear purpose, target audience, and measure of success. Evaluate participation, member feedback, financial performance, and retention impact and modify or discontinue initiatives that aren’t producing meaningful results. Identify gaps in programming and develop new offerings when there is a demonstrated member or business need. Oversee G1’s yoga and fitness offerings, including scheduling, staffing, attendance, and ongoing evaluation.
  • Youth Programs & Family Experience: Oversee the development, operation, and ongoing improvement of G1’s youth programs, camps, clinics, competitions, and other youth offerings. Create a positive experience for youth participants and their families from initial inquiry and registration through continued participation. Work with the Head Youth Coach to ensure youth programs provide a safe, welcoming, engaging, and developmentally appropriate environment. Oversee the staffing, scheduling, communication, and operational needs of youth programs. Support the development of clear progression pathways for youth participants within G1. Monitor enrollment, retention, participant and parent feedback, staffing needs, and financial performance. Identify opportunities to improve or expand youth programming based on participant needs, family feedback, and business goals. Hire, manage, and support youth program staff, coaches, camp staff, and event belayers as assigned.
  • Communication & Collaboration: Work with the marketing team to effectively communicate programs, events, and member engagement opportunities. Ensure members, participants, and families understand G1’s offerings and how they can benefit from them. Keep staff informed about upcoming programs, events, schedule changes, and other member-facing initiatives. Collaborate effectively with the management team and proactively communicate challenges, opportunities, and changing circumstances. Participate actively in management meetings and major facility events.
  • Leadership & Financial Accountability: Establish clear goals, timelines, budgets, and measures of success for programs and initiatives. Track program performance, including participation, revenue, expenses, engagement, and retention. Hire, manage, and support staff as assigned. Take ownership of projects from conception through execution and evaluation. Purchase equipment and supplies necessary for programs and member engagement initiatives. Complete additional responsibilities as directed by facility management.

  Qualifications

  • Previous management or leadership experience.
  • Experience developing, managing, and evaluating programs, customer experiences, or member experiences.
  • Strong interpersonal and relationship-building skills.
  • Excellent organizational and self-management skills.
  • Ability to use data, feedback, and observation to make decisions.
  • Strong written and verbal communication skills.
  • Demonstrated ability to take ownership of projects, meet deadlines, and proactively communicate.
  • Experience managing employees and building effective teams.
  • Thorough knowledge of climbing technique and terminology.
  • Passion for climbing, fitness, youth development, and building community.
  • Experience working in a climbing gym, fitness facility, youth program, hospitality environment, or other membership-based organization is preferred.
  • Experience working with youth and families is preferred.

  Benefits

  • Paid time off (PTO)
  • Health insurance
  • Dental insurance
  • Life insurance

  Pay

  Salary range: $53,000–$58,000 (commensurate with experience).

  Schedule

  Full-time, salaried management position.

  We need to ensure we didn't include any filler like "commensurate with experience" inside Pay? It's okay to include as part of description but not as a heading. The instruction: never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. We have actual content, so fine. We included "commensurate with experience" inside the Pay paragraph; that's not a heading, it's just text. That's allowed. Check for any duplicated lines: we removed application instructions and EEO. Check for any boilerplate: we removed "To apply..." and equal opportunity. Check for any missing substantive info: The "What Success Looks Like" content we omitted; we need to preserve all substantive information. That is a risk. We could incorporate that content into Responsibilities or About the role as a paragraph. Let's see if we can add a paragraph under About the role or Responsibilities that captures success metrics. The "What Success Looks Like" list includes many bullet points about outcomes. We could add a

  Success Metrics

  but not allowed heading. Could incorporate into Responsibilities as additional bullet points? Or under About the role as a paragraph. Better to add a

  Expectations

  but not allowed. So we need to fit within allowed headings. Perhaps we can add a

  Responsibilities

  and include success metrics as part of responsibilities (they are outcomes but could be considered responsibilities). Or we could add a

  Qualifications

  but not appropriate. Thus we can add a
  • under Responsibilities for "What Success Looks Like" items. But that may be mixing responsibilities with outcomes. However the instruction is to preserve all substantive information; we can add them as part of Responsibilities. Let's extract the success bullets: - New members have a clear and welcoming path from their first visit into regular membership. - New members are returning, engaging, and establishing routines during their first 30, 60, and 90 days. - Members feel connected to the G1 community and know how to find opportunities to meet other climbers. - G1 understands why members disengage or leave and is actively addressing issues within our control. - Events, meetups, classes, and other programs are driven by qualified member needs. - Programs have clear goals and are regularly evaluated based on participation, financial performance, feedback, and contribution to engagement and retention. - Youth participants and families have a positive experience and clear opportunities for continued participation and progression. - Youth programs maintain healthy enrollment and retention while meeting appropriate financial expectations. - The Program Manager recognizes when programming initiatives aren’t working and takes action to improve or change it. - The Program Manager takes ownership of outcomes, communicates proactively, follows through on commitments, and collaborates effectively with the management team. - Members, participants, and families recognize the Program Manager as approachable, helpful, and genuinely invested in their experience at G1. We can incorporate these as additional bullet points under Responsibilities, maybe as a separate sublist? But we already have a
    with
    • for each major responsibility area. We could add another
    • that contains a paragraph summarizing success metrics. Or we could add a second
      under Responsibilities for success metrics. But the instruction: Use
      • for any list of duties/requirements/benefits. So we can have multiple lists. Thus after the existing responsibilities list, we could add another

        Responsibilities

        ? No, we shouldn't duplicate heading. Better to keep one Responsibilities heading and within it have multiple
        lists: one for duty areas, another for success metrics. Or we could merge success metrics into the existing list as additional
        • items. Simpler: add a

          Success Metrics

          but not allowed. So we need to avoid extra heading. We'll incorporate success metrics into the existing responsibilities list as additional
        • items, maybe under a subheading like "Success Metrics:" inside the li text. We can add a
        • that says: "Success metrics: New members have a clear and welcoming path from their first visit into regular membership; New members are returning, engaging, and establishing routines during their