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Capacity Building Team Leader

Saint Paul, MN · On-site

$58K - $63K/yr

Description Summary / Purpose The Capacity Building Team Leader supports the development and ... Ability to manage multiple priorities, meet deadlines, and work collaboratively across teams.

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$77.1K

$137.5K

How much do capacity building manager jobs pay per year?

As of Aug 5, 2026, the average yearly pay for capacity building manager in the United States is $77,127.00, according to ZipRecruiter salary data. Most workers in this role earn between $50,000.00 and $101,000.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a capacity building manager, and why are they important?

To thrive as a Capacity Building Manager, you need expertise in program development, organizational assessment, and training facilitation, often supported by a degree in social sciences, education, or a related field. Familiarity with project management tools, learning management systems (LMS), and monitoring and evaluation frameworks is typically required. Outstanding interpersonal skills, cultural competence, and the ability to motivate and mentor others distinguish top performers in this role. These skills are crucial for effectively strengthening organizational capabilities and ensuring sustainable impact in diverse settings.

What is the difference between Capacity Building Manager vs Program Coordinator?

AspectCapacity Building ManagerProgram Coordinator
Primary FocusDeveloping organizational skills, training, and capacity enhancementManaging specific programs, logistics, and day-to-day activities
Required CredentialsBachelor's degree; often certifications in training or developmentBachelor's degree; experience in program management
Work EnvironmentStrategic planning, training sessions, organizational developmentOperational tasks, coordinating activities, reporting

The Capacity Building Manager primarily focuses on enhancing an organization's skills and capabilities through training and development initiatives. In contrast, the Program Coordinator handles the execution and management of specific programs or projects. While both roles require similar educational backgrounds, the Capacity Building Manager emphasizes strategic growth, whereas the Program Coordinator concentrates on operational execution.

How does a capacity building manager typically collaborate with different departments to identify organizational needs?

A Capacity Building Manager works closely with various departments to assess and address skill gaps, resource limitations, and process improvements. This usually involves conducting needs assessments, facilitating cross-functional workshops, and maintaining ongoing communication with team leads. By building strong relationships across the organization, the manager ensures that capacity-building initiatives are tailored to specific departmental goals and align with the overall strategic direction. Effective collaboration also helps in tracking progress and measuring the impact of these initiatives.

What is the role of the capacity building manager in capacity building?

A capacity building manager is responsible for developing and implementing strategies to enhance an organization's skills, processes, and resources. They assess needs, design training programs, and coordinate initiatives to improve overall effectiveness and sustainability.

What does a capacity building manager do?

A Capacity Building Manager is responsible for strengthening an organization's abilities and resources to achieve its goals effectively and sustainably. This often involves assessing needs, designing training programs, facilitating workshops, and providing ongoing support to staff or partner organizations. They work to improve skills, systems, and structures, ensuring that teams can deliver on projects and adapt to changing circumstances. Capacity Building Managers are commonly found in non-profits, NGOs, and international development organizations.
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What cities are hiring for Capacity Building Manager jobs? Cities with the most Capacity Building Manager job openings:
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Capacity Building Manager jobs near you
Infographic showing various Capacity Building Manager job openings in the United States as of July 2026, with employment types broken down into 1% As Needed, 83% Full Time, 14% Part Time, and 2% Contract. Highlights an 90% Physical, 2% Hybrid, and 8% Remote job distribution, with an average salary of $77,127 per year, or $37.1 per hour.

Capacity Building Manager - California & Hawaii

nasw

Sacramento, CA

Other

Posted 19 days ago

Job description

I. MAJOR FUNCTIONS:

Under the strategic direction of the Associate Director, the Capacity Building Manager is responsible for the development, coordination, and management of all continuing education (CE) and professional development programs for both the NASW California and Hawaii chapters. This role plays a vital part in realizing the chapters' mission by ensuring the delivery of high-quality learning experiences that enhance the capacity of social workers to provide clinically sound service and advocate effectively for systems change.

The Capacity Building Manager oversees the day-to-day operations of the EmpowerED platform and other revenue-generating professional development initiatives, ensuring alignment with Board of Behavioral Sciences (BBS) standards and the evolving needs of members in both states. This position works collaboratively with the Associate Director, subject matter experts, and internal stakeholders to develop course curriculum, manage presenter relationships, and deliver exceptional member services. The Capacity Building Manager ensures that all offerings incorporate an inclusive and cultural humility perspective, uphold the NASW Code of Ethics, and reflect the diverse communities served by the chapters.

II. BASIC DUTIES AND RESPONSIBILITIES:

A. Program Management & Coordination

  • Coordinates and oversees all aspects of the continuing education program for both the California and Hawaii chapters, including the EmpowerED platform, live virtual events, and in-person trainings.
  • Manages the end-to-end process of course development and delivery, from initial concept to post-program evaluation.
  • Contributes to the development and creation of course curriculum, ensuring alignment with continuing education requirements in both states and the evolving needs of members.
  • Thoroughly reviews and monitors CEU presentation submissions, ensuring strict adherence to accreditation requirements, guidelines, and quality standards.
  • Maintains meticulous documentation of course materials, presenter agreements, participant attendance, and evaluation feedback.
  • Facilitates the timely and accurate distribution of certificates to program attendees.
  • Analyzes program data, including enrollment trends, evaluation feedback, and revenue performance, to inform strategic planning and continuous improvement.

B. Strategic Growth & Revenue Generation

  • Collaborates with the Associate Director to develop strategies for expanding the chapters' professional development portfolio and increasing revenue from CE programs.
  • Identifies emerging topics and trends in social work practice to develop relevant and timely course offerings.
  • Researches competitor offerings and market trends to ensure the chapters' programs remain competitive and meet member needs.
  • Contributes to the development of marketing strategies in collaboration with the Membership & Communications department to promote programs and maximize participation.

C. Stakeholder & Presenter Management

  • Forges collaborative partnerships with internal and external stakeholders, including subject matter experts, trainers, and university partners.
  • Recruits, vets, and onboard qualified presenters and content developers for CE programs.
  • Manages presenter communications, contracts, and materials to ensure a seamless experience for all contributors.
  • Works with the Member Engagement Managers to coordinate sign-in sheets and certificates for program participants at live events.

D. Compliance & Quality Assurance

  • Ensures all presentations, topics, and continuing education offerings utilize an inclusive and cultural humility perspective, uphold the NASW Code of Ethics values, and reflect the diverse communities served by the chapters.
  • Stays abreast of changes in continuing education requirements, accreditation standards, and regulatory guidelines for social workers in California and Hawaii.
  • Ensures all programs comply with Board of Behavioral Sciences (BBS) standards and any other relevant accrediting bodies.

E. Member Services & Support

  • Delivers exceptional membership services, including promptly responding to inquiries about CE programs, processing registrations, and maintaining accurate member records in the learning management system (LMS).
  • Troubleshoots technical issues related to the LMS or virtual platforms, providing support to members and presenters as needed.
  • Serves as a knowledgeable resource for members on CE requirements and professional development opportunities.

F. Cross-Departmental Collaboration

  • Works closely with the Marketing & Communications Manager to develop promotional materials and campaigns for CE programs.
  • Collaborates with the Conferences & Events team to integrate CE offerings into the annual conference and other major events.
  • Coordinates with the Operations Manager to ensure technology platforms support program delivery and member access.

G. Other Duties

  • Participates in staff meetings and professional development opportunities as assigned.
  • Supports special projects with the chapters as assigned.
  • Performs other related duties as assigned by the Associate Director.

III. MINIMUM WORK REQUIREMENTS:

Skills:

  • High level of organization, attention to detail, and ability to manage multiple projects concurrently with competing deadlines.
  • Strong ability to take personal initiative, work both independently and as a team member, and collaborate effectively across departments.
  • Technical fluency in MS Office (including Outlook, Word, Excel, and PowerPoint) and comfort with virtual platforms such as Zoom, Teams, and GoToWebinar.
  • Proficiency with learning management systems (LMS) and databases; ability to learn new systems quickly.
  • Ability to anticipate needs, exercise good judgment, and think critically to proactively problem-solve in a fast-paced environment with minimal supervision.
  • Ability to adapt to dynamic environments; comfort with ambiguity and complexity.
  • Excellent writing and communications skills with demonstrated experience conveying key messages clearly, timely, and succinctly.
  • Personable and engaging, responsive to constituent inquiries and concerns.
  • Values listening to and honoring the wisdom of people on-the-ground and developing strategies grounded in their lived experience.
  • Ability to give and receive constructive feedback; displays a desire for continuous learning and self-improvement.
  • Ability to travel within California and occasionally to Hawaii as needed.

Knowledge:

  • Bachelor's degree in Social Work, Education, Business Administration, or a related field required; Master's degree preferred.
  • Knowledge of continuing education requirements and accreditation processes for social workers, particularly in California and Hawaii, is highly desirable.
  • Familiarity with the social work profession, NASW Code of Ethics, and values of diversity, equity, inclusion, and accessibility.
  • Understanding of adult learning principles and professional development best practices.

Experience:

  • Minimum of three (3) to five (5) years of experience coordinating and managing projects, particularly within continuing education, professional development, or association settings.
  • Demonstrated experience managing programs with attention to compliance and quality assurance.
  • Experience working with subject matter experts, presenters, or trainers to develop educational content.
  • Experience with budget tracking or revenue-generating programs is a plus.
  • Experience supervising staff, interns, or volunteers is preferred.

IV. ATTRIBUTES

  • Results Driven: This individual sees the big picture and assists with the development and monitoring of key performance metrics to produce the desired results.
  • Strong Business Acumen: This individual sees opportunities and emerging trends, and is knowledgeable about the operations, unique needs, and goals specific to member-driven, not-for-profit organizations.
  • Firm and Fair Leadership: This individual will work with a wide range of staff, colleagues, and members, requiring a firm, fair, and flexible style that both complements the efforts and supports the needs of others.
  • Partnership: This individual is able to build trust internally and externally and must be viewed as highly professional, discreet, and accountable.
  • Organizational Agility: This individual has a thoughtful, respectful communication style that fosters an open environment, enabling thought-provoking discussions and collaborative decision making.
  • Perceptive: This individual is creative and intuitively recognizes opportunities and takes appropriate action.

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