ZipRecruiter

Log In

1

Member Manager Jobs (NOW HIRING)

Member Solutions

Account Manager (level 1)

$55K/yr

Member Solutions Group Hiring Account Manager (Level 1) You are the person a martial-arts school owner, a fitness studio operator, or a specialty-shop merchant thinks of when they think of Member ...

New

Alpha Fit Club

Studio Team Member

Marlton, NJ · On-site

$13 - $16.25/hr

The Operations Team Member is responsible for supporting daily operations, communicating with members and guests, managing sales and inventory, and assisting with member experience Responsibilities

PenFed Credit Union

Program Delivery Manager

Mclean, VA · Hybrid

$69K - $133K/yr

The Collections and Member Management Program Delivery Manager within Decision Management Execution (DME) will be responsible for supporting delivery of Collections and Member Management system ...

Chick-fil-A

Team Member

Houston, TX

$10 - $11/hr

Managing transactions, making sure pricing is accurate * Accepting payments and providing receipts ... The team member we would like to employ must be able to interact with our customers in a friendly ...

Financial Partners Credit Union

Member Advisor

Downey, CA · On-site

$22 - $30/hr

Familiarity with CRM software and member management systems. * Conflict resolution and problem-solving skills. * Bilingual abilities, particularly in Spanish, to support diverse member populations.

H.N. Funkhouser & Co.

Manager

Strasburg, VA · On-site

Pay is based on experience As store manager, team member would be responsible for the following: -Store and team member management -Effectively schedule team member for proper store coverage -Adhere ...

H.N. Funkhouser & Co.

Manager

Boyce, VA · On-site

Pay is based on experience As store manager, team member would be responsible for the following: -Store and team member management -Effectively schedule team member for proper store coverage -Adhere ...

HealthEdge

Product Manager

Claims, Member Management, Enrollment, Benefit Configuration, and Contract Management * Identify high-value AI use cases through customer discovery, market analysis, and internal stakeholder ...

Pickleman's

Team Member - Day Shift

Plano, TX

$13 - $17/hr

Team Member (Day Shift Only) - Pickleman's Gourmet Cafe Location: 8448 Parkwood Blvd., Ste. 300 ... General Manager & Shift Leader This position is for DAY SHIFT ONLY; scheduled hours will fall ...

Asheev LLC

Team Member (Management)

Stockbridge, GA · On-site

$10 - $16/hr

Operations Manager will contribute to the delivery of exceptional guest service by recruiting, training, scheduling and retaining guest focused team members. These positions are responsible for ...

HealthEdge Software, Inc.

Claims, Member Management, Enrollment, Benefit Configuration, and Contract Management * Identify high-value AI use cases through customer discovery, market analysis, and internal stakeholder ...

GD NY Manager LLC

Office Manager

Covington, GA · On-site

Team Member Management & Support: Effectively supervise all practice team members, including managing the team within the Human Resource Information System (HRIS), team member performance management ...

Handy Mart LLC

Manager

Strasburg, VA · On-site

Store and team member management * Effectively schedule team member for proper store coverage * Adhere to the company core values of Safety, Quality, Communication and Ethics * Store Manager is a ...

previous pagenext page

Showing results 21-40

All JobsBusiness JobsCustomer Service JobsCustomer Service Manager JobsMember Manager Jobs

Member Manager information

See salary details

$24.5K

$59.5K

$116K

How much do member manager jobs pay per year?

As of Sep 10, 2026, the average yearly pay for member manager in the United States is $59,525.00, according to ZipRecruiter salary data. Most workers in this role earn between $42,000.00 and $68,500.00 per year, depending on experience, location, and employer.

What is a member manager?

Member Managers are individuals who oversee and manage the membership of an organization, association, or business entity, such as a limited liability company (LLC). Their responsibilities typically include maintaining member records, facilitating communication, organizing meetings, and ensuring compliance with membership rules or regulations. In the context of an LLC, a Member Manager may also be involved in making operational decisions and representing the interests of the members. This role requires strong organizational, leadership, and communication skills.

How does a member manager typically collaborate with other departments to enhance member satisfaction?

Member Managers often work closely with teams such as customer service, marketing, and operations to ensure a seamless experience for all members. They may coordinate with marketing to develop engagement strategies, partner with operations to address service issues, and provide feedback from members to product development teams. This cross-departmental collaboration helps ensure that member needs are addressed promptly and that the organization continually improves its offerings. Effective communication and relationship-building skills are essential for success in this collaborative environment.

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

To thrive as a Member Manager, you need strong organizational skills, experience in customer service or membership management, and often a relevant bachelor's degree. Familiarity with membership management software, CRM systems, and data analysis tools is typically required. Outstanding interpersonal communication, problem-solving, and leadership abilities help build lasting relationships and resolve member concerns. These skills ensure effective member engagement, retention, and a positive organizational reputation.

What do membership managers do?

Membership managers oversee the recruitment, retention, and engagement of members within an organization or club. They handle member communications, manage membership databases, and develop strategies to increase membership and satisfaction. Strong organizational and communication skills are essential for this role.

What cities are hiring for Member Manager jobs?

Cities with the most Member Manager job openings:

What are the most commonly searched types of Member jobs?

The most popular types of Member jobs are:

What states have the most Member Manager jobs?

States with the most job openings for Member Manager jobs include:

What are popular job titles related to Member Manager jobs?

For Member Manager jobs, the most frequently searched job titles are:

Member Manager jobs near you

Account Manager (level 1)

Remote

Member Solutions
Software Development • 51 - 200 employees
Learn more about Member Solutionsexternal

$55K/yr

Full-time

Posted yesterday

New

Job description

Job Details:
Member Solutions Group Hiring
Account Manager (Level 1)

You are the person a martial-arts school owner, a fitness studio operator, or a specialty-shop merchant thinks of when they think of Member Solutions. Not the platform, not the support line -you.

Reports toChief Growth OfficerTypeFull-time, remote-friendlyCompensation$55,000 USD base - whole comp. Standard company bonus applies separately.
The first 90 days are a pure trial.Pass/fail on measurable client-happiness signals. See "The 90-day trial" below.
The role in one paragraph

You are the person a martial-arts school owner, a fitness studio operator, or a specialty-shop merchant thinks of when they think of Member Solutions. Not the platform, not the support line -you. Your job is to make sure every client interaction feels professional, timely, and reliable, and to keep the top ~100 accounts by billing volume feeling like they are being actively cared for, with genuine understanding of their operations and challenges. You'll own the account-management motion across a book of ~500 clients, drive a small number of specific cross-team processes to completion end-to-end, and build the operational muscle - with AI leverage - that lets one person cover this current book size. Growth beyond it would justify additional hires.

Primary focus
Client happiness - four pillars

Client happiness is the whole point of this role. It gets delivered throughfour simultaneous, non-negotiable pillars:

1. Responsiveness

Inbound signal caught same-day. Hard problems have clear written expectations to resolution within 24 hours.

2. Effective problem-solving

The client's need flows end-to-end across every team it touches, or it gets handed off cleanly with the client knowing exactly what happens next. Loops close in writing. Hot potatoes escalate fast.

3. Building a self-healing MCP brain

Every recurring client question, every repeated process step, every cross-team seam-break gets captured into a shared knowledge base and evolved into an MCP or automation where it moves the metric. You are the primary input to this brain and its steward. This is how one person handles a book of 500 clients.

4. Bridging service and software

You're fluent in both - the client's operations and MSI's platform - and translating between them is core to the job. This runs in two directions. When a client's need can be solved in the software today, you show them, with real coaching. When it can't yet, you gather the evidence (which clients, what pain, what dollar value at risk) and route it to R&D through the RCB pipeline. And when something you're doing outside the platform is really working - a report clients keep asking for, a workflow that consistently delights, an insight that changes their behavior - you flag it:"should this exist in the platform?"MSI's not looking to bloat the product. The answer is yes when four things hold: multiple clients respond to it (not one), the dollar value is real (retention protected or expansion unlocked), the pattern is good enough that if it already existed in the platform and were removed the phone would ring off the hook, and keeping it in AI/service tooling long-term would cost or fail more than graduating it. When all four hold, you're the one who saw it first, and you route it to R&D the same way you'd route a Retention-Critical Bug. You are the mechanism that turns real client frictionand real client delightinto either a solved problem now or a shipped product improvement soon.

Scope
Book size and scope
  • ~500 clients totalunder this role's coverage
  • ~100 high-touch accounts(roughly the top 20% by billing volume, driving roughly 80% of the revenue) - known individually, proactive contact cadence, value reports matched to each client's need (weekly to quarterly)
  • ~400 mid-tier and long-tail accounts- the standard-service tier. Rarely touched by you directly, and often never - most self-serve through the platform and MegaMind, and they don't hit the complex or costly situations larger clients encounter. That's a healthy outcome, not neglect. Where the role compounds: AI-driven, semi-personal outreach to surface silent-but-appreciative clients who'd value a person-to-person conversation and who might have hidden or unrealized need - without ever having asked for one. You identify the pattern, help shape the outreach, and take the connections that come back - turning silence-that-isn't-a-signal into a targeted opportunity.
  • Member Solutions only.APS-system full-service billing clients. eFit is served by a separate account manager.
What you own
1Your book of ~500 clients

The ~100 high-touch names are known by heart. The rest known by tier and common concern.

2The seam between client need and MSI's ability to deliver

You own theseambetween CXSM and every other function that produces client value - Finance, R&D, CSI Pay, Product, and MSI's own AI-built tooling. This runs in two shapes.

For cross-team processes(bank account change, new account, business transfer, and any that emerge)
  • Connecting:the client's need flows end-to-end and never stalls waiting for someone to notice it
  • Awareness:CXSM knows which other-team processes exist, when they trigger, what they need as input
  • Feedback upstream:when the underlying process is breaking CX, you notify the actual process owner with a specific, evidence-backed observation - not a complaint
  • Chasing unclear questions to resolved:cross-team ambiguity doesn't die in a Teams DM
For client-facing artifacts(reports, dashboards, outputs, insights)
  • Know what exists:which reports, dashboards, and outputs MSI already has, and how to retrieve them
  • Match to client:right artifact, right client, right cadence
  • Ship the stopgap:when the client needs something MSI doesn't have yet, use AI tooling to build a "good enough" version now
  • Flag for graduation:when the AI stopgap isreallyworking (all four criteria from pillar 4), route it to R&D as a "should this exist in the platform?" candidate

Outcome - for both process and artifact:every client need is handled or handed-off quickly, efficiently, and reliably.

3The MegaMind MCP knowledge base

Every reusable answer, process shortcut, and "here's how we handle X" note lands here. It serves you first - your daily work gets faster as the brain grows, because you're not answering the same question from scratch three times a week. And it serves the team - new members query MegaMind before pulling you off task, and the whole CXSM function gets faster as the brain grows.

4Outbound cadence for the top ~100

Two phases.

Phase 1 - Days 1-60

Structured discovery

You make meaningful contact with all 100 top-tier accounts at least once. Same rigor across every one. By end of day 60, you know each client by name, business, and current concerns -ANDyou know the cadence each of them actually wants. Some want weekly. Some are perfectly served by quarterly. You don't guess; you ask.

Phase 2 - Day 61 onward

Bespoke cadence and continued discovery

For the top ~100, you execute against what each client told you: a priority-ranked list drives which accounts get worked each week - at-risk signals, active concerns, and strategic weight move accounts up. The ranking + each client's discovered cadence together determine who gets attempted. No top-100 account goes silent by default, and every client is receiving the exact cadence they expect for their business - neither less nor more.

Beyond the top ~100, discovery continues into the wider ~400 book -problems first(any client raising a cancel request, rate reduction, or complaint gets pulled in immediately), thenrevenue retention next(at-risk mid-tier accounts get proactive discovery before stable long-tail ones). Same discovery approach as Phase 1, scoped by what's actually on fire and what's at stake.

What "meaningful contact" means

Not a phone call, a Teams message, or a check-in email. Meaningful contact is a real meeting that produces a documented record: current concerns clearly articulated by the client, repeated back to confirm understanding, organized so next-step expectations can be set on each item. When the client has no current concerns, meaningful contact is a structured discovery conversation exploring their current business state and what could be better - thoughtful, question-led, focused on their pain and their desired future state.

Documentation happens through MSI's internal capture tooling and templates

You'll be trained on both in your first two weeks. Both the tools and the process are evolving; you're expected to use them as designedandto actively contribute to their improvement as you find gaps.

5The weekly leading-metric report

You own a small set of measurable indicators that show whether the role is working:

Response speed on inbound

24-hour expectation-setting rate(how consistently you set clear next-step commitments within a day)

24-hour resolution rate

Backlog trend(both this week's new items and anything overdue)

Top-100 discovery completion in Phase 1 (are you working through all 100 with the same rigor); in Phase 2, bespoke-cadence adherence for the top-100 plus reactive discovery for problem-raising clients and proactive discovery for at-risk revenue

You collect them, you report them weekly, you own the trend. Specifics are defined in your first two weeks.

What you don't own
What you hand off (and to whom)
Cancellations
Cancellor (self-serve first), then the Member Support Lead for exception handling
Transfer of ownership
Documented workflow CXSM specialist
Deep product support
R&D or Product
Tough negotiations, retention save-attempts on top accounts
Chief Growth Officer
Tooling
Tools you'll use daily
HubSpot
The CRM. Every conversation logged, every contact fresh.
Microsoft Teams
Internal comms, cross-team coordination.
Claude Desktop / Claude Code
AI assistant for drafting communications, summarizing calls, mining transcripts, running MCP tools.
ADO (Azure DevOps)
The R&D-facing surface for submitting Retention-Critical Bugs.
SharePoint
Document store, process docs.
Amazon Connect
MSI's inbound phone system. You take calls here and your response speed is measured across every channel including this one.
CallHero
The AI-scored call corpus. Use it to prep for calls, spot commitment-breaks, catch churn signals.
Cancellor
The member self-service cancellation portal. You review the escalations, not the routine cases.
MegaMind (MCP)
The internal knowledge base you feed and query.
Anny (MCP)
Analytics on client website + search performance when a client asks "how are we doing?"
APS / Cubiic
The billing and revenue-recovery systems.

You are not expected to be an engineer. You are expected to beAI-fluent - or actively becoming AI-fluent- comfortable in the tools, quick to build a shortcut with them, and willing to convert a manual process into an MCP workflow so it runs 5 faster next time. Existing proof points:/taskois a ~100 improvement over the HubSpot GUI for task triage;hubmcpis 5+ on HubSpot company/ticket updates.

Measurement
How improvement gets measured

Leading indicators(weekly signal - you control these directly):response speed on inbound, 24-hour expectation-setting rate, 24-hour resolution rate, backlog trend (active and aged), and top-100 outreach discipline - discovery completion in Phase 1, then bespoke-cadence adherence plus reactive/proactive discovery in Phase 2. The exact metric definitions and collection method are defined in your first two weeks.

Lagging indicators(quarterly signal - the business sees these over time):CSAT trend, referral rate, retention on the top ~100.

The leading metrics cause the lagging ones. If you're executing on the leading pillars, the lagging outcomes follow. Weekly cadence for the leading metrics; quarterly review of the lagging ones.

No a-priori automation quota.When you capture a recurring pattern (three clients asking the same question this week, a cross-team workflow that keeps stalling at the same seam), it becomes an MCP or Claude-workflow candidate. CGO + AM analyze weekly with Claude - keep what moves the metric, kill what doesn't.

The trial
The 90-day trial

Pass/fail on measurable movement in the leading metrics- plus early signal that the lagging indicators are pointing the right direction.

Pass:If leading metrics move and lagging signals point right, we revisit comp and additional bonus structures at day 90.
Watch:If leading metrics move but lagging signals stay flat, we look at whether R&D is delivering on the RCB pipeline and whether the play needs adjustment upstream.
Reset:If leading metrics don't move, we revisit the whole shape.

This isn't a soft ramp. It's the gate for the role continuing.

What the first 90 days actually look like
Days 1-30 - Absorb the book, establish baseline

Sit with the CGO on top-100 accounts. Start Phase 1 discovery - meaningful contact with the highest-priority accounts first. Establish week-1 numbers on all five leading indicators - these become your baseline. Start feeding MegaMind. Weekly attempt target is set with the CGO by end of week 2 based on what you can actually sustain.

Days 31-60 - Complete Phase 1 discovery and move the leading numbers

Meaningful contact with all 100 top-tier accounts by day 60 - each of them known by name, business, current concerns, and preferred cadence. Response speed dropping, resolution rates rising, backlog trending down. Start surfacing RCB candidates through the weekly R&D triage. Reacti...

Apply