Director of Family Relations

$200,000 USD/year ^{Pay is set based on global value, not the local market. Most roles = hourly rate x 40 hrs x 50 weeks}  ($100 USD/hour)

• 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.

• A Director of Family Relations here is not a pass-through. Passing concerns along to someone else is not the job — you are a decision-maker, not a liaison, and "I'll raise it with the team" is not an answer families should hear from you.
• Keeping the peace by saying yes, softening a standard, bending the model, or treating parent concerns as a ticket queue rather than as relationships that need boundaries.
• Escalating every ambiguous situation to avoid owning the call, or at the other extreme, sitting on something that genuinely belongs with campus leadership, safety, or legal.
• Taking over the mentoring and coaching decisions that belong to your Guides, or leaving Guides to absorb parent issues you should have resolved.
• Routine school administration, desk work, or waiting for a playbook, an established process, or a full team before you act.

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.

• Live within commuting distance of one of these campuses, or relocate within 60 days: Austin, TX; 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: 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.

Exceptional candidates will have at least one of the following:

• 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