Regional Field Service Executive-North Plains Region

Automotive Jobs
Los Angeles
January 26, 2026
Full Time

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Job Description

Job details

Job type

Shift and schedule

  • Choose your own hours

BenefitsPulled from the full job description

  • Travel reimbursement

 

Full job description

JOB SUMMARY

This full time, exempt executive is responsible for growing Trail Life by recruiting and developing volunteers in the states of Colorado, Iowa, Kansas, Montana, Missouri, Nebraska, North Dakota and South Dakota.

ABOUT TRAIL LIFE USA

Trail Life USA is a Not-for-profit, Church-Based, Christ-Centered, Boy-Focused mentoring and discipleship journey that speaks to the heart of a boy. Established on timeless values derived from the Bible and set in the context of outdoor adventure, boys from Kindergarten through 12th grade are engaged in a Troop setting by male mentors where they are challenged to grow in character, understand their purpose, serve their community, and develop practical leadership skills to carry out the mission for which they were created. Our Mission is to guide generations of courageous young men to honor God, lead with integrity, serve others, and experience outdoor adventure. Our vision is to be the premier national character development organization for young men which produces godly and responsible husbands, fathers, and citizens. Our core values are:

  • Mission-focused-We believe a heart for the mission is as critical as skill-set. An appreciation for the impact that advancing biblical masculinity can have on families and our society, as well as the role it can play in the kingdom of God, is essential.
  • Collaborative-We believe that, while collaboration may not be the most efficient way to work, it is the most effective. Spending time together enables us to utilize complementary gifts to achieve great results.
  • Overcomers-Trail Life USA staff is committed to overcoming. Challenges are seen as opportunities, not obstacles. We believe that God provides everything we need to accomplish what He desires.
  • Truthful in love-We believe speaking the truth in love, even if it is awkward, is a necessary step in building trust and respect (Ephesians 4:15-16). This habit, when practiced to benefit another, the ministry, or a process, is appropriate, no matter the role.

JOB LOCATION AND PAY

This is a remote position and it is expected that the team member lives in the Region (Colorado, Iowa, Kansas, Montana, Missouri, Nebraska, North Dakota and South Dakota) he is serving. This is more than a job-it is a ministry calling-and being such, it pays only a livable wage. Travel costs are covered and you will set your own schedule.

ESSENTIAL FUNCTIONS/TYPICAL TASKS

  • He will be Trail Life’s “face-to-face” coach for Area volunteers, working in coordination with his Regional Team Leader (the top volunteer in the Region). Regular travel is required—mostly driving, with travel costs to be reimbursed; overnight stays may be required 3-4 times/month, 2-3 nights at a time.
  • The RFSE will report regularly to the National Director of Field Operations, and interact frequently (usually virtually) with the Field Operations Team–which is part of the Home Office, headquartered in Greenville, SC.
  • The RFSE will help recruit, and work cooperatively with, Area volunteers—primarily Point Men—but also New Troop Organizers and Direct Service Advisors (which comprise an Area’s “Power Team 3”).
  • The National Director of Field Operations and Regional Team Leader will regularly review the RFSE’s activities to assure that he is assisting in recruiting and supporting—but not doing the job of—hundreds of engaged and effective volunteers.
  • Additionally, he will coordinate his activities, such as the duties listed below, with his Regional Team Leader.
  • Job duties include filling Area Teams with effective volunteers by
  • Evaluating Point Men to determine their effectiveness
  • Developing existing Point Men
  • Assisting RTL in selecting, recruiting and training new Point Men
  • Assisting Point Men in securing the remaining members of their Power Team 3 (using Trail Life’s proven methods) to recruit effective New Troop Organizers and Direct Service Advisors)
  • Driving to new communities; conducting “Community Influence Surveys”; connecting Point Men to newly-discovered Area Team prospects
  • Coaching Direct Service Advisors to thrive in their role
  • Assisting Point Men in recruiting additional Area Team volunteers (beyond the Power Team 3)
  • Setting goals and achieving the objectives associated with those goals
  • Ensuring that monthly Area Trail Gatherings are effective
  • Ensuring that regular in-person training is available
  • Administrative duties include:
  • Meeting with Staff leader, Field Ops Team, and RTL weekly to determine priorities and report progress
  • Keeping track of Areas’ needs, and in recruiting key positions (updating spreadsheet)
  • Tracking Point Man effectiveness for discussion with RTL
  • Gathering feedback from field volunteers, and communicating ideas back to the Home Office to create better support materials e. Working with denominational leaders and ministerial associations to promote the TLUSA Troop ministry

COMPETENCIES

  • He must be an effective communicator and trainer—an equipper of others—finding satisfaction in working through their successes.
  • Must be an organized, driven self-starter; a builder of the volunteer support structure; a recruiter and developer of people—one who holds himself and others accountable.
  • Regional Field Service Executive (RFSE) Needed Gifts, Traits, and Skills
    • Faith/Prayer Life: You will need a strong faith in God, an understanding of your personal mission and purpose; a habit of prayer and petition to God for wisdom and direction; and a desire to follow His guidance daily.
    • Positive/Encourager: Because the volunteers you will work with are dealing with various life circumstances, you must have a full tank of encouragement at all times. A positive attitude to celebrate their individual accomplishments and successes, as well as empathy for life’s difficulties, will result in trust and respect from those you support in the field.
    • Market Intelligence: Understand your market. Know there is competition for volunteers’ time (sports programs, BSA, community Boards, and other ministries). Expand volunteers’ understanding of their potential “circles of influence”, and where to network and locate new volunteer candidates.
    • Talent Assessment: Work with your Regional Team Leader to understand the positions for which you are recruiting, skills required for each volunteer role, and expectations they will have for the volunteer candidates.
    • Networker: Relationship building—with both existing Area leaders and candidates for volunteer positions—is extremely important. It is beneficial to participate in religious groups, civic clubs, and professional associations. Must be well- versed and comfortable with in-person and phone networking, as well as digital and virtual networking (including online meetings, video chats, social media and other messaging platforms and technologies).
    • The Art of Selling: The RFSE needs to “sell” the volunteer candidates on the position they are being asked to fill. Be able to show the candidate “what’s in it for him” (the importance of fulfilling his God-given mission and purpose).
    • Sourcing: Finding talent will require utilization of a variety of channels. This might include posting on social media or speaking to church associations, civic clubs, or retiree groups. Sourcing will lead to more personalized messages, phone calls, and recruiting appointments. Which leads to…
    • Follow-up: Keeping detailed records of your contacts will keep you organized and on top of the task at hand. Timely and regular “re-connects” can only happen if you schedule them.
    • Marketing: Be comfortable on multiple social media channels including Twitter, Facebook, etc. Connecting regularly with volunteers, using the method they prefer, is the best way to build trust and expand your network.
    • Communication: Professionalism is essential in both offline and online activities, including social media, email, phone, and in-person communication.
    • Flexibility/Resilience: Be flexible to meet according to the volunteer candidate’s availability. Give plenty of options for the candidate. Don’t accept “no” for an answer when talking to the best candidate prospect! But resilience develops through negative experiences mixed with the commitment to continuously learn—every rejection is a growth opportunity.

EDUCATION AND EXPERIENCE

Bachelor’s degree in a related field is required. Experience in sales, customer service, and general business relationships are required.


SPECIAL REQUIREMENTS

Membership in Trail Life USA, subscription to and constant adherence to the Trail Life USA Statements of Faith and Values, agreement and adherence to the Trail Life Code of Conduct, and agreement and adherence to the Employee Handbook.Job details

Job type

  • Full-time

Shift and schedule

  • Choose your own hours

BenefitsPulled from the full job description

  • Travel reimbursement

Full job description

JOB SUMMARY

This full time, exempt executive is responsible for growing Trail Life by recruiting and developing volunteers in the states of Colorado, Iowa, Kansas, Montana, Missouri, Nebraska, North Dakota and South Dakota.

ABOUT TRAIL LIFE USA

Trail Life USA is a Not-for-profit, Church-Based, Christ-Centered, Boy-Focused mentoring and discipleship journey that speaks to the heart of a boy. Established on timeless values derived from the Bible and set in the context of outdoor adventure, boys from Kindergarten through 12th grade are engaged in a Troop setting by male mentors where they are challenged to grow in character, understand their purpose, serve their community, and develop practical leadership skills to carry out the mission for which they were created. Our Mission is to guide generations of courageous young men to honor God, lead with integrity, serve others, and experience outdoor adventure. Our vision is to be the premier national character development organization for young men which produces godly and responsible husbands, fathers, and citizens. Our core values are:

  • Mission-focused-We believe a heart for the mission is as critical as skill-set. An appreciation for the impact that advancing biblical masculinity can have on families and our society, as well as the role it can play in the kingdom of God, is essential.
  • Collaborative-We believe that, while collaboration may not be the most efficient way to work, it is the most effective. Spending time together enables us to utilize complementary gifts to achieve great results.
  • Overcomers-Trail Life USA staff is committed to overcoming. Challenges are seen as opportunities, not obstacles. We believe that God provides everything we need to accomplish what He desires.
  • Truthful in love-We believe speaking the truth in love, even if it is awkward, is a necessary step in building trust and respect (Ephesians 4:15-16). This habit, when practiced to benefit another, the ministry, or a process, is appropriate, no matter the role.

JOB LOCATION AND PAY

This is a remote position and it is expected that the team member lives in the Region (Colorado, Iowa, Kansas, Montana, Missouri, Nebraska, North Dakota and South Dakota) he is serving. This is more than a job-it is a ministry calling-and being such, it pays only a livable wage. Travel costs are covered and you will set your own schedule.

ESSENTIAL FUNCTIONS/TYPICAL TASKS

  • He will be Trail Life’s “face-to-face” coach for Area volunteers, working in coordination with his Regional Team Leader (the top volunteer in the Region). Regular travel is required—mostly driving, with travel costs to be reimbursed; overnight stays may be required 3-4 times/month, 2-3 nights at a time.
  • The RFSE will report regularly to the National Director of Field Operations, and interact frequently (usually virtually) with the Field Operations Team–which is part of the Home Office, headquartered in Greenville, SC.
  • The RFSE will help recruit, and work cooperatively with, Area volunteers—primarily Point Men—but also New Troop Organizers and Direct Service Advisors (which comprise an Area’s “Power Team 3”).
  • The National Director of Field Operations and Regional Team Leader will regularly review the RFSE’s activities to assure that he is assisting in recruiting and supporting—but not doing the job of—hundreds of engaged and effective volunteers.
  • Additionally, he will coordinate his activities, such as the duties listed below, with his Regional Team Leader.
  • Job duties include filling Area Teams with effective volunteers by
  • Evaluating Point Men to determine their effectiveness
  • Developing existing Point Men
  • Assisting RTL in selecting, recruiting and training new Point Men
  • Assisting Point Men in securing the remaining members of their Power Team 3 (using Trail Life’s proven methods) to recruit effective New Troop Organizers and Direct Service Advisors)
  • Driving to new communities; conducting “Community Influence Surveys”; connecting Point Men to newly-discovered Area Team prospects
  • Coaching Direct Service Advisors to thrive in their role
  • Assisting Point Men in recruiting additional Area Team volunteers (beyond the Power Team 3)
  • Setting goals and achieving the objectives associated with those goals
  • Ensuring that monthly Area Trail Gatherings are effective
  • Ensuring that regular in-person training is available
  • Administrative duties include:
  • Meeting with Staff leader, Field Ops Team, and RTL weekly to determine priorities and report progress
  • Keeping track of Areas’ needs, and in recruiting key positions (updating spreadsheet)
  • Tracking Point Man effectiveness for discussion with RTL
  • Gathering feedback from field volunteers, and communicating ideas back to the Home Office to create better support materials e. Working with denominational leaders and ministerial associations to promote the TLUSA Troop ministry

COMPETENCIES

  • He must be an effective communicator and trainer—an equipper of others—finding satisfaction in working through their successes.
  • Must be an organized, driven self-starter; a builder of the volunteer support structure; a recruiter and developer of people—one who holds himself and others accountable.
  • Regional Field Service Executive (RFSE) Needed Gifts, Traits, and Skills
    • Faith/Prayer Life: You will need a strong faith in God, an understanding of your personal mission and purpose; a habit of prayer and petition to God for wisdom and direction; and a desire to follow His guidance daily.
    • Positive/Encourager: Because the volunteers you will work with are dealing with various life circumstances, you must have a full tank of encouragement at all times. A positive attitude to celebrate their individual accomplishments and successes, as well as empathy for life’s difficulties, will result in trust and respect from those you support in the field.
    • Market Intelligence: Understand your market. Know there is competition for volunteers’ time (sports programs, BSA, community Boards, and other ministries). Expand volunteers’ understanding of their potential “circles of influence”, and where to network and locate new volunteer candidates.
    • Talent Assessment: Work with your Regional Team Leader to understand the positions for which you are recruiting, skills required for each volunteer role, and expectations they will have for the volunteer candidates.
    • Networker: Relationship building—with both existing Area leaders and candidates for volunteer positions—is extremely important. It is beneficial to participate in religious groups, civic clubs, and professional associations. Must be well- versed and comfortable with in-person and phone networking, as well as digital and virtual networking (including online meetings, video chats, social media and other messaging platforms and technologies).
    • The Art of Selling: The RFSE needs to “sell” the volunteer candidates on the position they are being asked to fill. Be able to show the candidate “what’s in it for him” (the importance of fulfilling his God-given mission and purpose).
    • Sourcing: Finding talent will require utilization of a variety of channels. This might include posting on social media or speaking to church associations, civic clubs, or retiree groups. Sourcing will lead to more personalized messages, phone calls, and recruiting appointments. Which leads to…
    • Follow-up: Keeping detailed records of your contacts will keep you organized and on top of the task at hand. Timely and regular “re-connects” can only happen if you schedule them.
    • Marketing: Be comfortable on multiple social media channels including Twitter, Facebook, etc. Connecting regularly with volunteers, using the method they prefer, is the best way to build trust and expand your network.
    • Communication: Professionalism is essential in both offline and online activities, including social media, email, phone, and in-person communication.
    • Flexibility/Resilience: Be flexible to meet according to the volunteer candidate’s availability. Give plenty of options for the candidate. Don’t accept “no” for an answer when talking to the best candidate prospect! But resilience develops through negative experiences mixed with the commitment to continuously learn—every rejection is a growth opportunity.

EDUCATION AND EXPERIENCE

Bachelor’s degree in a related field is required. Experience in sales, customer service, and general business relationships are required.


SPECIAL REQUIREMENTS

Membership in Trail Life USA, subscription to and constant adherence to the Trail Life USA Statements of Faith and Values, agreement and adherence to the Trail Life Code of Conduct, and agreement and adherence to the Employee Handbook.Job details

Job type

  • Full-time

Shift and schedule

  • Choose your own hours

 

BenefitsPulled from the full job description

  • Travel reimbursement

 

Full job description

JOB SUMMARY

This full time, exempt executive is responsible for growing Trail Life by recruiting and developing volunteers in the states of Colorado, Iowa, Kansas, Montana, Missouri, Nebraska, North Dakota and South Dakota.

ABOUT TRAIL LIFE USA

Trail Life USA is a Not-for-profit, Church-Based, Christ-Centered, Boy-Focused mentoring and discipleship journey that speaks to the heart of a boy. Established on timeless values derived from the Bible and set in the context of outdoor adventure, boys from Kindergarten through 12th grade are engaged in a Troop setting by male mentors where they are challenged to grow in character, understand their purpose, serve their community, and develop practical leadership skills to carry out the mission for which they were created. Our Mission is to guide generations of courageous young men to honor God, lead with integrity, serve others, and experience outdoor adventure. Our vision is to be the premier national character development organization for young men which produces godly and responsible husbands, fathers, and citizens. Our core values are:

  • Mission-focused-We believe a heart for the mission is as critical as skill-set. An appreciation for the impact that advancing biblical masculinity can have on families and our society, as well as the role it can play in the kingdom of God, is essential.
  • Collaborative-We believe that, while collaboration may not be the most efficient way to work, it is the most effective. Spending time together enables us to utilize complementary gifts to achieve great results.
  • Overcomers-Trail Life USA staff is committed to overcoming. Challenges are seen as opportunities, not obstacles. We believe that God provides everything we need to accomplish what He desires.
  • Truthful in love-We believe speaking the truth in love, even if it is awkward, is a necessary step in building trust and respect (Ephesians 4:15-16). This habit, when practiced to benefit another, the ministry, or a process, is appropriate, no matter the role.

JOB LOCATION AND PAY

This is a remote position and it is expected that the team member lives in the Region (Colorado, Iowa, Kansas, Montana, Missouri, Nebraska, North Dakota and South Dakota) he is serving. This is more than a job-it is a ministry calling-and being such, it pays only a livable wage. Travel costs are covered and you will set your own schedule.

ESSENTIAL FUNCTIONS/TYPICAL TASKS

  • He will be Trail Life’s “face-to-face” coach for Area volunteers, working in coordination with his Regional Team Leader (the top volunteer in the Region). Regular travel is required—mostly driving, with travel costs to be reimbursed; overnight stays may be required 3-4 times/month, 2-3 nights at a time.
  • The RFSE will report regularly to the National Director of Field Operations, and interact frequently (usually virtually) with the Field Operations Team–which is part of the Home Office, headquartered in Greenville, SC.
  • The RFSE will help recruit, and work cooperatively with, Area volunteers—primarily Point Men—but also New Troop Organizers and Direct Service Advisors (which comprise an Area’s “Power Team 3”).
  • The National Director of Field Operations and Regional Team Leader will regularly review the RFSE’s activities to assure that he is assisting in recruiting and supporting—but not doing the job of—hundreds of engaged and effective volunteers.
  • Additionally, he will coordinate his activities, such as the duties listed below, with his Regional Team Leader.
  • Job duties include filling Area Teams with effective volunteers by
  • Evaluating Point Men to determine their effectiveness
  • Developing existing Point Men
  • Assisting RTL in selecting, recruiting and training new Point Men
  • Assisting Point Men in securing the remaining members of their Power Team 3 (using Trail Life’s proven methods) to recruit effective New Troop Organizers and Direct Service Advisors)
  • Driving to new communities; conducting “Community Influence Surveys”; connecting Point Men to newly-discovered Area Team prospects
  • Coaching Direct Service Advisors to thrive in their role
  • Assisting Point Men in recruiting additional Area Team volunteers (beyond the Power Team 3)
  • Setting goals and achieving the objectives associated with those goals
  • Ensuring that monthly Area Trail Gatherings are effective
  • Ensuring that regular in-person training is available
  • Administrative duties include:
  • Meeting with Staff leader, Field Ops Team, and RTL weekly to determine priorities and report progress
  • Keeping track of Areas’ needs, and in recruiting key positions (updating spreadsheet)
  • Tracking Point Man effectiveness for discussion with RTL
  • Gathering feedback from field volunteers, and communicating ideas back to the Home Office to create better support materials e. Working with denominational leaders and ministerial associations to promote the TLUSA Troop ministry

COMPETENCIES

  • He must be an effective communicator and trainer—an equipper of others—finding satisfaction in working through their successes.
  • Must be an organized, driven self-starter; a builder of the volunteer support structure; a recruiter and developer of people—one who holds himself and others accountable.
  • Regional Field Service Executive (RFSE) Needed Gifts, Traits, and Skills
    • Faith/Prayer Life: You will need a strong faith in God, an understanding of your personal mission and purpose; a habit of prayer and petition to God for wisdom and direction; and a desire to follow His guidance daily.
    • Positive/Encourager: Because the volunteers you will work with are dealing with various life circumstances, you must have a full tank of encouragement at all times. A positive attitude to celebrate their individual accomplishments and successes, as well as empathy for life’s difficulties, will result in trust and respect from those you support in the field.
    • Market Intelligence: Understand your market. Know there is competition for volunteers’ time (sports programs, BSA, community Boards, and other ministries). Expand volunteers’ understanding of their potential “circles of influence”, and where to network and locate new volunteer candidates.
    • Talent Assessment: Work with your Regional Team Leader to understand the positions for which you are recruiting, skills required for each volunteer role, and expectations they will have for the volunteer candidates.
    • Networker: Relationship building—with both existing Area leaders and candidates for volunteer positions—is extremely important. It is beneficial to participate in religious groups, civic clubs, and professional associations. Must be well- versed and comfortable with in-person and phone networking, as well as digital and virtual networking (including online meetings, video chats, social media and other messaging platforms and technologies).
    • The Art of Selling: The RFSE needs to “sell” the volunteer candidates on the position they are being asked to fill. Be able to show the candidate “what’s in it for him” (the importance of fulfilling his God-given mission and purpose).
    • Sourcing: Finding talent will require utilization of a variety of channels. This might include posting on social media or speaking to church associations, civic clubs, or retiree groups. Sourcing will lead to more personalized messages, phone calls, and recruiting appointments. Which leads to…
    • Follow-up: Keeping detailed records of your contacts will keep you organized and on top of the task at hand. Timely and regular “re-connects” can only happen if you schedule them.
    • Marketing: Be comfortable on multiple social media channels including Twitter, Facebook, etc. Connecting regularly with volunteers, using the method they prefer, is the best way to build trust and expand your network.
    • Communication: Professionalism is essential in both offline and online activities, including social media, email, phone, and in-person communication.
    • Flexibility/Resilience: Be flexible to meet according to the volunteer candidate’s availability. Give plenty of options for the candidate. Don’t accept “no” for an answer when talking to the best candidate prospect! But resilience develops through negative experiences mixed with the commitment to continuously learn—every rejection is a growth opportunity.

EDUCATION AND EXPERIENCE

Bachelor’s degree in a related field is required. Experience in sales, customer service, and general business relationships are required.


SPECIAL REQUIREMENTS

Membership in Trail Life USA, subscription to and constant adherence to the Trail Life USA Statements of Faith and Values, agreement and adherence to the Trail Life Code of Conduct, and agreement and adherence to the Employee Handbook.Job details

Job type

  • Full-time

Shift and schedule

  • Choose your own hours

 

BenefitsPulled from the full job description

  • Travel reimbursement

 

Full job description

JOB SUMMARY

This full time, exempt executive is responsible for growing Trail Life by recruiting and developing volunteers in the states of Colorado, Iowa, Kansas, Montana, Missouri, Nebraska, North Dakota and South Dakota.

ABOUT TRAIL LIFE USA

Trail Life USA is a Not-for-profit, Church-Based, Christ-Centered, Boy-Focused mentoring and discipleship journey that speaks to the heart of a boy. Established on timeless values derived from the Bible and set in the context of outdoor adventure, boys from Kindergarten through 12th grade are engaged in a Troop setting by male mentors where they are challenged to grow in character, understand their purpose, serve their community, and develop practical leadership skills to carry out the mission for which they were created. Our Mission is to guide generations of courageous young men to honor God, lead with integrity, serve others, and experience outdoor adventure. Our vision is to be the premier national character development organization for young men which produces godly and responsible husbands, fathers, and citizens. Our core values are:

  • Mission-focused-We believe a heart for the mission is as critical as skill-set. An appreciation for the impact that advancing biblical masculinity can have on families and our society, as well as the role it can play in the kingdom of God, is essential.
  • Collaborative-We believe that, while collaboration may not be the most efficient way to work, it is the most effective. Spending time together enables us to utilize complementary gifts to achieve great results.
  • Overcomers-Trail Life USA staff is committed to overcoming. Challenges are seen as opportunities, not obstacles. We believe that God provides everything we need to accomplish what He desires.
  • Truthful in love-We believe speaking the truth in love, even if it is awkward, is a necessary step in building trust and respect (Ephesians 4:15-16). This habit, when practiced to benefit another, the ministry, or a process, is appropriate, no matter the role.

JOB LOCATION AND PAY

This is a remote position and it is expected that the team member lives in the Region (Colorado, Iowa, Kansas, Montana, Missouri, Nebraska, North Dakota and South Dakota) he is serving. This is more than a job-it is a ministry calling-and being such, it pays only a livable wage. Travel costs are covered and you will set your own schedule.

ESSENTIAL FUNCTIONS/TYPICAL TASKS

  • He will be Trail Life’s “face-to-face” coach for Area volunteers, working in coordination with his Regional Team Leader (the top volunteer in the Region). Regular travel is required—mostly driving, with travel costs to be reimbursed; overnight stays may be required 3-4 times/month, 2-3 nights at a time.
  • The RFSE will report regularly to the National Director of Field Operations, and interact frequently (usually virtually) with the Field Operations Team–which is part of the Home Office, headquartered in Greenville, SC.
  • The RFSE will help recruit, and work cooperatively with, Area volunteers—primarily Point Men—but also New Troop Organizers and Direct Service Advisors (which comprise an Area’s “Power Team 3”).
  • The National Director of Field Operations and Regional Team Leader will regularly review the RFSE’s activities to assure that he is assisting in recruiting and supporting—but not doing the job of—hundreds of engaged and effective volunteers.
  • Additionally, he will coordinate his activities, such as the duties listed below, with his Regional Team Leader.
  • Job duties include filling Area Teams with effective volunteers by
  • Evaluating Point Men to determine their effectiveness
  • Developing existing Point Men
  • Assisting RTL in selecting, recruiting and training new Point Men
  • Assisting Point Men in securing the remaining members of their Power Team 3 (using Trail Life’s proven methods) to recruit effective New Troop Organizers and Direct Service Advisors)
  • Driving to new communities; conducting “Community Influence Surveys”; connecting Point Men to newly-discovered Area Team prospects
  • Coaching Direct Service Advisors to thrive in their role
  • Assisting Point Men in recruiting additional Area Team volunteers (beyond the Power Team 3)
  • Setting goals and achieving the objectives associated with those goals
  • Ensuring that monthly Area Trail Gatherings are effective
  • Ensuring that regular in-person training is available
  • Administrative duties include:
  • Meeting with Staff leader, Field Ops Team, and RTL weekly to determine priorities and report progress
  • Keeping track of Areas’ needs, and in recruiting key positions (updating spreadsheet)
  • Tracking Point Man effectiveness for discussion with RTL
  • Gathering feedback from field volunteers, and communicating ideas back to the Home Office to create better support materials e. Working with denominational leaders and ministerial associations to promote the TLUSA Troop ministry

COMPETENCIES

  • He must be an effective communicator and trainer—an equipper of others—finding satisfaction in working through their successes.
  • Must be an organized, driven self-starter; a builder of the volunteer support structure; a recruiter and developer of people—one who holds himself and others accountable.
  • Regional Field Service Executive (RFSE) Needed Gifts, Traits, and Skills
    • Faith/Prayer Life: You will need a strong faith in God, an understanding of your personal mission and purpose; a habit of prayer and petition to God for wisdom and direction; and a desire to follow His guidance daily.
    • Positive/Encourager: Because the volunteers you will work with are dealing with various life circumstances, you must have a full tank of encouragement at all times. A positive attitude to celebrate their individual accomplishments and successes, as well as empathy for life’s difficulties, will result in trust and respect from those you support in the field.
    • Market Intelligence: Understand your market. Know there is competition for volunteers’ time (sports programs, BSA, community Boards, and other ministries). Expand volunteers’ understanding of their potential “circles of influence”, and where to network and locate new volunteer candidates.
    • Talent Assessment: Work with your Regional Team Leader to understand the positions for which you are recruiting, skills required for each volunteer role, and expectations they will have for the volunteer candidates.
    • Networker: Relationship building—with both existing Area leaders and candidates for volunteer positions—is extremely important. It is beneficial to participate in religious groups, civic clubs, and professional associations. Must be well- versed and comfortable with in-person and phone networking, as well as digital and virtual networking (including online meetings, video chats, social media and other messaging platforms and technologies).
    • The Art of Selling: The RFSE needs to “sell” the volunteer candidates on the position they are being asked to fill. Be able to show the candidate “what’s in it for him” (the importance of fulfilling his God-given mission and purpose).
    • Sourcing: Finding talent will require utilization of a variety of channels. This might include posting on social media or speaking to church associations, civic clubs, or retiree groups. Sourcing will lead to more personalized messages, phone calls, and recruiting appointments. Which leads to…
    • Follow-up: Keeping detailed records of your contacts will keep you organized and on top of the task at hand. Timely and regular “re-connects” can only happen if you schedule them.
    • Marketing: Be comfortable on multiple social media channels including Twitter, Facebook, etc. Connecting regularly with volunteers, using the method they prefer, is the best way to build trust and expand your network.
    • Communication: Professionalism is essential in both offline and online activities, including social media, email, phone, and in-person communication.
    • Flexibility/Resilience: Be flexible to meet according to the volunteer candidate’s availability. Give plenty of options for the candidate. Don’t accept “no” for an answer when talking to the best candidate prospect! But resilience develops through negative experiences mixed with the commitment to continuously learn—every rejection is a growth opportunity.

EDUCATION AND EXPERIENCE

Bachelor’s degree in a related field is required. Experience in sales, customer service, and general business relationships are required.


SPECIAL REQUIREMENTS

Membership in Trail Life USA, subscription to and constant adherence to the Trail Life USA Statements of Faith and Values, agreement and adherence to the Trail Life Code of Conduct, and agreement and adherence to the Employee Handbook.Job details

Job type

  • Full-time

Shift and schedule

  • Choose your own hours

 

BenefitsPulled from the full job description

  • Travel reimbursement

 

Full job description

JOB SUMMARY

This full time, exempt executive is responsible for growing Trail Life by recruiting and developing volunteers in the states of Colorado, Iowa, Kansas, Montana, Missouri, Nebraska, North Dakota and South Dakota.

ABOUT TRAIL LIFE USA

Trail Life USA is a Not-for-profit, Church-Based, Christ-Centered, Boy-Focused mentoring and discipleship journey that speaks to the heart of a boy. Established on timeless values derived from the Bible and set in the context of outdoor adventure, boys from Kindergarten through 12th grade are engaged in a Troop setting by male mentors where they are challenged to grow in character, understand their purpose, serve their community, and develop practical leadership skills to carry out the mission for which they were created. Our Mission is to guide generations of courageous young men to honor God, lead with integrity, serve others, and experience outdoor adventure. Our vision is to be the premier national character development organization for young men which produces godly and responsible husbands, fathers, and citizens. Our core values are:

  • Mission-focused-We believe a heart for the mission is as critical as skill-set. An appreciation for the impact that advancing biblical masculinity can have on families and our society, as well as the role it can play in the kingdom of God, is essential.
  • Collaborative-We believe that, while collaboration may not be the most efficient way to work, it is the most effective. Spending time together enables us to utilize complementary gifts to achieve great results.
  • Overcomers-Trail Life USA staff is committed to overcoming. Challenges are seen as opportunities, not obstacles. We believe that God provides everything we need to accomplish what He desires.
  • Truthful in love-We believe speaking the truth in love, even if it is awkward, is a necessary step in building trust and respect (Ephesians 4:15-16). This habit, when practiced to benefit another, the ministry, or a process, is appropriate, no matter the role.

JOB LOCATION AND PAY

This is a remote position and it is expected that the team member lives in the Region (Colorado, Iowa, Kansas, Montana, Missouri, Nebraska, North Dakota and South Dakota) he is serving. This is more than a job-it is a ministry calling-and being such, it pays only a livable wage. Travel costs are covered and you will set your own schedule.

ESSENTIAL FUNCTIONS/TYPICAL TASKS

  • He will be Trail Life’s “face-to-face” coach for Area volunteers, working in coordination with his Regional Team Leader (the top volunteer in the Region). Regular travel is required—mostly driving, with travel costs to be reimbursed; overnight stays may be required 3-4 times/month, 2-3 nights at a time.
  • The RFSE will report regularly to the National Director of Field Operations, and interact frequently (usually virtually) with the Field Operations Team–which is part of the Home Office, headquartered in Greenville, SC.
  • The RFSE will help recruit, and work cooperatively with, Area volunteers—primarily Point Men—but also New Troop Organizers and Direct Service Advisors (which comprise an Area’s “Power Team 3”).
  • The National Director of Field Operations and Regional Team Leader will regularly review the RFSE’s activities to assure that he is assisting in recruiting and supporting—but not doing the job of—hundreds of engaged and effective volunteers.
  • Additionally, he will coordinate his activities, such as the duties listed below, with his Regional Team Leader.
  • Job duties include filling Area Teams with effective volunteers by
  • Evaluating Point Men to determine their effectiveness
  • Developing existing Point Men
  • Assisting RTL in selecting, recruiting and training new Point Men
  • Assisting Point Men in securing the remaining members of their Power Team 3 (using Trail Life’s proven methods) to recruit effective New Troop Organizers and Direct Service Advisors)
  • Driving to new communities; conducting “Community Influence Surveys”; connecting Point Men to newly-discovered Area Team prospects
  • Coaching Direct Service Advisors to thrive in their role
  • Assisting Point Men in recruiting additional Area Team volunteers (beyond the Power Team 3)
  • Setting goals and achieving the objectives associated with those goals
  • Ensuring that monthly Area Trail Gatherings are effective
  • Ensuring that regular in-person training is available
  • Administrative duties include:
  • Meeting with Staff leader, Field Ops Team, and RTL weekly to determine priorities and report progress
  • Keeping track of Areas’ needs, and in recruiting key positions (updating spreadsheet)
  • Tracking Point Man effectiveness for discussion with RTL
  • Gathering feedback from field volunteers, and communicating ideas back to the Home Office to create better support materials e. Working with denominational leaders and ministerial associations to promote the TLUSA Troop ministry

COMPETENCIES

  • He must be an effective communicator and trainer—an equipper of others—finding satisfaction in working through their successes.
  • Must be an organized, driven self-starter; a builder of the volunteer support structure; a recruiter and developer of people—one who holds himself and others accountable.
  • Regional Field Service Executive (RFSE) Needed Gifts, Traits, and Skills
    • Faith/Prayer Life: You will need a strong faith in God, an understanding of your personal mission and purpose; a habit of prayer and petition to God for wisdom and direction; and a desire to follow His guidance daily.
    • Positive/Encourager: Because the volunteers you will work with are dealing with various life circumstances, you must have a full tank of encouragement at all times. A positive attitude to celebrate their individual accomplishments and successes, as well as empathy for life’s difficulties, will result in trust and respect from those you support in the field.
    • Market Intelligence: Understand your market. Know there is competition for volunteers’ time (sports programs, BSA, community Boards, and other ministries). Expand volunteers’ understanding of their potential “circles of influence”, and where to network and locate new volunteer candidates.
    • Talent Assessment: Work with your Regional Team Leader to understand the positions for which you are recruiting, skills required for each volunteer role, and expectations they will have for the volunteer candidates.
    • Networker: Relationship building—with both existing Area leaders and candidates for volunteer positions—is extremely important. It is beneficial to participate in religious groups, civic clubs, and professional associations. Must be well- versed and comfortable with in-person and phone networking, as well as digital and virtual networking (including online meetings, video chats, social media and other messaging platforms and technologies).
    • The Art of Selling: The RFSE needs to “sell” the volunteer candidates on the position they are being asked to fill. Be able to show the candidate “what’s in it for him” (the importance of fulfilling his God-given mission and purpose).
    • Sourcing: Finding talent will require utilization of a variety of channels. This might include posting on social media or speaking to church associations, civic clubs, or retiree groups. Sourcing will lead to more personalized messages, phone calls, and recruiting appointments. Which leads to…
    • Follow-up: Keeping detailed records of your contacts will keep you organized and on top of the task at hand. Timely and regular “re-connects” can only happen if you schedule them.
    • Marketing: Be comfortable on multiple social media channels including Twitter, Facebook, etc. Connecting regularly with volunteers, using the method they prefer, is the best way to build trust and expand your network.
    • Communication: Professionalism is essential in both offline and online activities, including social media, email, phone, and in-person communication.
    • Flexibility/Resilience: Be flexible to meet according to the volunteer candidate’s availability. Give plenty of options for the candidate. Don’t accept “no” for an answer when talking to the best candidate prospect! But resilience develops through negative experiences mixed with the commitment to continuously learn—every rejection is a growth opportunity.

EDUCATION AND EXPERIENCE

Bachelor’s degree in a related field is required. Experience in sales, customer service, and general business relationships are required.


SPECIAL REQUIREMENTS

Membership in Trail Life USA, subscription to and constant adherence to the Trail Life USA Statements of Faith and Values, agreement and adherence to the Trail Life Code of Conduct, and agreement and adherence to the Employee Handbook.

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