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Booster President Jobs (NOW HIRING)

Planned Parenthood Great Rivers

$100K/yr

Salaried, Exempt REPORTS TO : VP of Finance SALARY: $80,000-$100,000/YR Must have or be willing to obtain COVID-19 vaccine, booster and flu vaccine Planned Parenthood Great Rivers (PPGR) offers a ...

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Booster President information

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$29.5K

$187K

$368.5K

How much do booster president jobs pay per year?

As of Jun 21, 2026, the average yearly pay for booster president in the United States is $186,961.00, according to ZipRecruiter salary data. Most workers in this role earn between $115,000.00 and $261,500.00 per year, depending on experience, location, and employer.

What are the positions in a booster club?

A booster club typically has various positions such as president, vice president, secretary, treasurer, and committee chairs. These roles help organize fundraising, event planning, and support for the school or team. Members often volunteer for specific tasks based on their skills and interests.

What does a president do in a booster club?

The booster club president leads meetings, oversees club activities, and coordinates with school staff and members to support the organization's goals. They often handle administrative tasks, organize events, and ensure effective communication among members.

What are the key skills and qualifications needed to thrive as a Booster President, and why are they important?

To thrive as a Booster President, you need strong leadership, organizational abilities, and experience in fundraising or volunteer management, often supported by prior involvement in booster clubs or nonprofit organizations. Familiarity with budgeting software, fundraising platforms, and communication tools like email newsletters is typically required. Outstanding interpersonal skills, public speaking, and the ability to motivate and coordinate volunteers set successful Booster Presidents apart. These skills are essential for effectively leading the organization, achieving fundraising goals, and supporting school programs or activities.

How to be a good booster club president?

A booster club president is responsible for leading the organization, coordinating fundraising efforts, and supporting the team or activity. Effective communication, organization skills, and the ability to collaborate with members and school staff are essential for success in this role.

What is the difference between a PTO and a booster club?

A Booster President is a leadership role within a booster club, which is a parent-led organization that supports a school's extracurricular activities, such as sports or arts. PTOs (Parent-Teacher Organizations) are broader parent groups focused on supporting the overall school community, while booster clubs specifically fund and promote individual programs or teams. Both involve volunteer coordination, fundraising, and event planning but serve different organizational scopes.

What is the difference between Booster President vs Booster Vice President?

AspectBooster PresidentBooster Vice President
ResponsibilitiesLeads booster organization, oversees events, manages volunteersSupports President, manages specific committees, assists in event planning
Required CredentialsTypically no formal credentials, leadership skills preferredSimilar, often requires leadership experience
Work EnvironmentVolunteer-based, school or community settingsSame as Booster President, often working closely together

The Booster President is the primary leader of the booster organization, responsible for overall management and strategic planning. The Booster Vice President supports the President, often taking on specific duties and stepping in when needed. Both roles require strong leadership and organizational skills, but the President holds the top position, while the Vice President acts as a key support role.

What are Booster Presidents?

A Booster President is the leader of a booster club, which is an organization that supports school programs such as athletics, music, or other extracurricular activities. The Booster President oversees club operations, leads meetings, coordinates fundraising efforts, and acts as a liaison between the club, school administration, and the community. Their primary goal is to promote and support the success of student activities through volunteer coordination and financial support. Effective Booster Presidents help foster school spirit and ensure programs have the resources they need.

What are the main challenges a Booster President faces in managing volunteer teams and fundraising efforts?

As a Booster President, one of the most common challenges is coordinating and motivating a diverse group of volunteers, each with varying levels of availability and commitment. Balancing fundraising goals with the organization's mission requires strong organizational and communication skills, as well as the ability to delegate tasks effectively. Additionally, the President must ensure compliance with relevant regulations and maintain transparency in financial reporting, all while fostering a positive and collaborative environment among parents, staff, and community members.
What job categories do people searching Booster President jobs look for? The top searched job categories for Booster President jobs are:
Booster President jobs near you
Infographic showing various Booster President job openings in the United States as of June 2026, with employment types broken down into 95% Full Time, and 5% Part Time. Highlights an 98% Physical, 1% Hybrid, and 1% Remote job distribution, with an average salary of $186,961 per year, or $89.9 per hour.
People Experience & Brand Manager

People Experience & Brand Manager

T A Loving Company

Goldsboro, NC • On-site

Full-time

Medical, Retirement, PTO

Posted 20 days ago

Job description

Application Instructions
If you are a culture-builder who thrives on connecting with people and organizing community experiences, we want to hear from you! Apply today!
Position Description
PEOPLE EXPERIENCE & BRAND MANAGER
Location: Goldsboro, NC (100% Onsite); 8 AM - 5 PM
Reports To: Vice President of People & Culture
Directly Manages: Social Media Specialist
Travel: 20-40% local travel (1-2 days per week to jobsites and regional offices in and around central and eastern NC)
PEOPLE SERVICES MISSION
We create people-centered experiences that drive performance and engagement by connecting with, advocating for, and enhancing the experience of our people.
People Experience & Brand Manager POSITION OVERVIEW
The People Experience & Brand Manager (PE&BM) is the heart of TALCO's People First perspective and responsible for crafting a world-class employee journey, while serving as the primary point of contact for all our people's needs. The PE&BM balances culture-building with being our dedicated, go-to resource for all our People, while simultaneously serving as the Brand Ambassador who brings the company's mission and values to life both internally and in the community.
1. Primary Employee Support & Relations
    • Go-To Resource: Act as the first point of contact for all employee questions, concerns, and conflict resolution.
    • Benefits Inquiries: Receive and ensure responses to all daily benefits inquiries (health, 401k, PTO, FMLA, etc.), coordinating with the Benefits & Compliance Manager. Support open enrollment by taking the lead on securing locations, scheduling meetings, etc.
    • Benefits Support: Serve as a back up for the Benefits & Compliance manager, as needed.
    • Issue Resolution & Investigations: Intake workplace disputes and provide guidance on company policies. Conduct onsite investigations as needed. Work through recommendations with the VP of People & Culture. Deliver with empathy and neutrality.
    • Trend Analysis & Early Warning: Identify "hotspots" or negative trends (e.g., persistent problems, repetitive needs) by tracking the types of calls and concerns received.
    • Upward Feedback Loop: Serve as a translator, turning the raw sentiment of our people into actionable reports to drive better decision-making.

2. Lifecycle & Culture Management
    • Seamless Onboarding: Work with the People Development Manager to ensure the administrative and social "day-one" experience sets new hires up for success.
    • Engagement Strategy: Use surveys and "stay interviews" to proactively address morale before issues arise.
    • Recognition: Oversee programs that celebrate milestones, birthdays, high-performance achievements, cards, gifts, etc.

3. Internal Communications & Event Management
    • Voice of People Services: Partner with Design Specialist and Benefits & Compliance Manager, ensuring all internal communications - including benefit updates, holiday schedules, and newsletters - speak to the needs and culture of our People.
    • Feedback Integration: Regularly report "vibe" checks and benefit satisfaction levels to VP of People & Culture
    • The "Face" of People Services: Regularly visit jobsites and other office locations to be physically available for quick questions.
    • Culture Builder & Morale Booster: Manage the planning and execution of office and company events ranging from "surprise and delight" moments and holiday celebrations to annual meetings and parties.

4. Brand & Reputation Management
    • Employer Branding: Lead the Social Media Specialist in developing recruitment and social media marketing strategies across all digital platforms.
    • Brand Advocacy: Ensure company values, logos, and messaging are consistently and creatively displayed throughout the physical workplace and in internal communications.
    • Content Creation: Provide strategic direction to the Social Media Specialist on capturing photos and stories from onsite events and jobsite tours, ensuring they are shared internally and externally, highlighting the People of TALCO.
    • Award Application Management: Oversee the cross-function of award applications company-wide, ensuring appropriate representation and brand perspective in all applications.
    • Swag & Identity: Oversee the design, purchasing, and distribution of high-quality company branded apparel and "welcome kits".

Position Requirements
Experience & Technical Qualifications
    • Experience: At least 3 years' experience in Human Resources, Employee Relations, Corporate Communication, or Employer Branding. Minimum of 1-2 years of direct supervisory or team leadership experience required.
    • Education: Bachelor's degree in Human Resources, Communications, Business Administration, or a related field (or equivalent practical experience).
    • Benefits Expertise: Strong working knowledge of health insurance, retirement plans, and COBRA preferred.
  • Project Management: Proven ability to manage multiple moving parts simultaneously, from strict compliance deadlines to event planning timelines.
    • Software Proficiency: Experience with HRIS (e.g., ADP, BambooHR, or Workday) for data and benefits tracking, preferred.
    • Mobility: Valid driver's license and a willingness to travel locally 1-2 days per week to various jobsites and office locations.

Core Competencies & Personal Traits
    • Energetic & Outgoing: A natural community builder who thrives on being visible, organizing events, and keeping spirits high across the company.
    • Exceptional Organizational Skills: Methodical and detail-oriented, with the ability to maintain meticulous records for HR inquiries while simultaneously managing branding calendars.
    • Master Prioritizer: Highly adaptable and able to independently triage urgent employee relations issues while ensuring daily, routine tasks do not fall behind.
    • Deadline-Driven: A self-starter who thrives under pressure and consistently meets critical timelines for benefits enrollment, award applications, and event execution.
    • Conflict De-escalation: Exceptional ability to remain calm and fair when handling sensitive employee grievances.
    • Communication: Ability to explain complex benefit jargon in simple, everyday terms.
    • High Emotional Intelligence (EQ): Deeply empathetic and approachable, with the ability to build immediate trust with people of all levels company-wide.
    • Radical Neutrality: Able to remain objective, calm, and fair when handling sensitive workplace investigations and disputes.

If you are a culture-builder who thrives on connecting with people and organizing community experiences, we want to hear from you! Apply today!
Equal Opportunity Employer
Equal Opportunity Employer
At TALCO, our "People First" perspective defines who we are. We believe that a diverse team brings diverse perspectives, driving the performance and engagement that make us successful.
TALCO is an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. All employment decisions are based on business needs, job requirements, and individual qualifications, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran status, disability status, or any other status protected by federal, state, or local laws.

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