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Capacity Building Manager Jobs in Spring, TX (NOW HIRING)

BAKERRIPLEY

Field Organizer (1898)

Houston, TX · On-site

... and capacity-building work. Expected Positive Outcomes: * Voter contact and voter education ... Manages relational organizing and youth leadership volunteers to ensure program completion and ...

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See Spring, TX salary details

$21.8K

$68.6K

$122.4K

How much do capacity building manager jobs pay per year?

As of Jun 2, 2026, the average yearly pay for capacity building manager in Spring, TX is $68,635.00, according to ZipRecruiter salary data. Most workers in this role earn between $44,500.00 and $89,900.00 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.

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 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.

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.

What job categories do people searching Capacity Building Manager jobs in Spring, TX look for? The top searched job categories for Capacity Building Manager jobs in Spring, TX are:
What cities near Spring, TX are hiring for Capacity Building Manager jobs? Cities near Spring, TX with the most Capacity Building Manager job openings:
Capacity Building Manager jobs near you

Curriculum Designer 2, TL 6-12 RLA/SST (Multiple Positions)

Houston Independent School District

Houston, TX • On-site

$100K - $120K/yr

Full-time

Posted 22 days ago

Houston Independent School District rating

5.3

Company rating: 5.3 out of 10

Based on 29 frontline employees who took The Breakroom Quiz

465th of 543 rated elementary and secondary schools

Job description

Location: Hattie Mae White
Department: Curriculum Design RLA/SS/DL
Area:District Wide
Contract Months:12
Salary Range: $100,000.00 - $120,000.00
Academic Year: 26-27
JOB SUMMARY
Set the vision and strategic direction for content-specific curriculum, ensuring alignment between instructional materials, professional learning, and student outcomes through data-driven leadership. Emphasis: Leadership, strategy, and ownership of both curriculum quality and its effective implementation across classrooms.
MAJOR DUTIES & RESPONSIBILITIES
1. Strategic Assessment Leadership: Define and drive the instructional vision for assigned content area(s); guide scope and sequence decisions and prioritize improvements based on student data and district goals.
2. Curriculum Review & Continuous Improvement: Lead structured review cycles of assessment data, and teacher feedback to ensure rigor, alignment to standards, and accessibility for all learners. Lead campus testing coordinators and stakeholders through large-scale data shifts, ensuring clarity, buy-in, and coherence. Anticipate implementation challenges and proactively design supports for campuses. Partner with school campus coordinators to ensure assessments are executable within real classroom conditions.
3. Team Leadership & Capacity Building: Manage and coach curriculum writers and contributors; establish systems for collaboration, feedback, and high-quality deliverables. Build team capacity to operate with flexibility, responsiveness, and continuous improvement.
4. Professional Learning Leadership: Design, review, and support the delivery of professional development for lead teachers; ensure alignment to state and local assessment expectations and a strong connection to classroom implementation.
5. Data-Driven Decision Making: Analyze student and campus performance, implementation trends, and feedback to inform strategic adjustments and professional learning adjustments; monitor impact over time.
6. Overall Orientation: End-to-end ownership of assessment systems-strategy, materials, professional learning, and continuous improvement based on student and district outcomes.
MAJOR DUTIES & RESPONSIBILITIES CONTINUED
EDUCATION
Bachelor's Degree
WORK EXPERIENCE
At least 5-7 years - Campus leadership experience required
SKILL AND/OR REQUIRED LICENSING/CERTIFICATION
Software
Oracle
SAP
Microsoft Office
Other: Curriculum systems, leadership, data analysis
Equipment
Office equipment (e.g., computer, copier)
LEADERSHIP RESPONSIBILITIES
Level 3-Manages. Accomplishes the majority of work objectives through the management of direct reports. Provides day-to-day directions to staff; may become directly involved, as required, to meet schedules and resolve problems. Responsible for assigning work, meeting completion dates, interpreting and ensuring application of policies and procedures. Receives assignments in the form of objectives, with goals and the process by which to meet goals. Provides input to hiring, performance and budget.
WORK COMPLEXITY/INDEPENDENT JUDGMENT
BUDGET AUTHORITY
Participates in a group plan and/or budget development
PROBLEM SOLVING
Decisions are made with greater freedom and discretion, including recommendations that are subject to approval on matters that may affect multiple departments across HISD. Job is frequently expected to recommend new solutions to problems, to improve existing methods/procedures/services and generate new ideas. May also review decisions made by other individuals on more routine matters.
IMPACT OF DECISIONS
Decisions have considerable impact to multiple divisions or the organization causing risks or improvements to relationships, significant efficiencies, or delays in operations, and/or significant financial gains or expenses. Errors are serious and difficult to discover, normally involve decisions not subject to detailed review and will result in excessive costs and/or significant project delays.
COMMUNICATION/INTERACTIONS
Negotiate and influence - interpret department strategies and services, resolves conflicts, influences outcomes on matters of significance for the division, conducts final negotiations and coordinates approvals/decision making below the executive level. Interactions are typically with customers and Top Management
CUSTOMER RELATIONSHIPS
Leads others in the resolution of highly sensitive and confidential issues on behalf of the department. Acts as a trusted advisor and becomes involved in the customer's decision-making process including presenting alternatives and information and applying persuasion and negotiation skills in the resolution of problems. Monitors customer service standards.
WORKING/ENVIRONMENTAL CONDITIONS
Work is normally performed in a typical interior work environment which does not subject the employee to any hazardous or unpleasant elements.
Houston Independent School District is an equal opportunity employer.

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