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Membership Development Coordinator Jobs in Wisconsin

City of Racine, WI

Benefits Coordinator

Washington, WI · On-site

$67K - $86K/yr

... membership, audits, COBRA and retiree insurance systems in conjunction with the Payroll, Accounting ... Participate in the development of policies, procedures, and programs designed to reduce the ...

City of Racine

Benefits Coordinator

Racine, WI

$67K - $86K/yr

... membership, audits, COBRA and retiree insurance systems in conjunction with the Payroll, Accounting ... Participate in the development of policies, procedures, and programs designed to reduce the ...

Compeer Financial

Lending Client Coordinator

Prairie Du Sac, WI · On-site

$16.75 - $22.50/hr

Learning and development programs * Mentorship programs * Cross-functional committee opportunities ... Professional membership/certification reimbursement and more! Casual/seasonal & intern team members ...

Compeer Financial

Closing Coordinator

Sun Prairie, WI · Hybrid

$47K - $66K/yr

Learning and development programs * Mentorship programs * Cross-functional committee opportunities ... Professional membership/certification reimbursement and more! Casual/seasonal & intern team members ...

Compeer Financial

Closing Coordinator

Eau Claire, WI · On-site

$47K - $66K/yr

Learning and development programs * Mentorship programs * Cross-functional committee opportunities ... Professional membership/certification reimbursement and more! Casual/seasonal & intern team members ...

Compeer Financial

Closing Coordinator

Fond Du Lac, WI · On-site

Learning and development programs * Mentorship programs * Cross-functional committee opportunities ... Professional membership/certification reimbursement and more! Casual/seasonal & intern team members ...

Compeer Financial

Closing Coordinator

Eau Claire, WI · Hybrid

$47K - $66K/yr

Learning and development programs * Mentorship programs * Cross-functional committee opportunities ... Professional membership/certification reimbursement and more! Casual/seasonal & intern team members ...

New

Compeer Financial

Closing Coordinator

Dodgeville, WI · On-site

$47K - $66K/yr

Learning and development programs * Mentorship programs * Cross-functional committee opportunities ... Professional membership/certification reimbursement and more! Casual/seasonal & intern team members ...

Compeer Financial

Closing Coordinator

Johnson Creek, WI · Hybrid

Learning and development programs * Mentorship programs * Cross-functional committee opportunities ... Professional membership/certification reimbursement and more! Casual/seasonal & intern team members ...

Compeer Financial

Closing Coordinator

Prairie Du Sac, WI · Hybrid

$47K - $66K/yr

Learning and development programs * Mentorship programs * Cross-functional committee opportunities ... Professional membership/certification reimbursement and more! Casual/seasonal & intern team members ...

Compeer Financial

Closing Coordinator

Fond Du Lac, WI · Hybrid

Learning and development programs * Mentorship programs * Cross-functional committee opportunities ... Professional membership/certification reimbursement and more! Casual/seasonal & intern team members ...

Bass Pro Shops

Retail Manager- CLUB Membership

Sun Prairie, WI · On-site

$16 - $19.50/hr

... development plan for improvement. Compliance and Analytics * Designs and executes strategies to ... Coordinates and improves execution of all department functions to further drive performance and ...

Compeer Financial

Closing Coordinator

Dodgeville, WI · Hybrid

$47K - $66K/yr

Learning and development programs * Mentorship programs * Cross-functional committee opportunities ... Professional membership/certification reimbursement and more! Casual/seasonal & intern team members ...

Bass Pro Shops

Retail Manager- CLUB Membership

Sun Prairie, WI · On-site

$16 - $19.50/hr

... development plan for improvement. Compliance and Analytics * Designs and executes strategies to ... Coordinates and improves execution of all department functions to further drive performance and ...

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Membership Development Coordinator information

What does a membership development coordinator do?

A Membership Development Coordinator is responsible for recruiting, retaining, and engaging members within an organization or association. They develop strategies to attract new members, coordinate membership drives, and manage communications with current and prospective members. Additionally, they often analyze membership trends, organize events, and collaborate with other departments to enhance membership value. Their goal is to grow and strengthen the organization's member base through effective outreach and relationship management.

How does a membership development coordinator typically collaborate with other departments to achieve membership growth goals?

A Membership Development Coordinator often works closely with marketing, events, and customer service teams to design and implement strategies that attract and retain members. They may coordinate campaigns, analyze membership data, and provide feedback to improve member experiences. Regular meetings and cross-functional projects are common, as aligning messaging and outreach efforts is essential for reaching membership targets and ensuring a consistent brand experience.

What are the key skills and qualifications needed to thrive as a membership development coordinator, and why are they important?

To thrive as a Membership Development Coordinator, you need strong organizational skills, experience in customer relationship management, and a background in sales or nonprofit membership development, often supported by a relevant bachelor's degree. Familiarity with CRM software like Salesforce, email marketing platforms, and membership management systems is typically required. Excellent interpersonal communication, problem-solving abilities, and attention to detail help you build relationships and engage prospective and current members. These skills and qualities are essential for driving membership growth, retaining members, and ensuring the organization's long-term success.

What is the difference between Membership Development Coordinator vs Membership Services Coordinator?

AspectMembership Development CoordinatorMembership Services Coordinator
Primary FocusRecruitment, retention, and growth of membersMember support, engagement, and service
ResponsibilitiesDeveloping membership campaigns, outreach, and retention strategiesAssisting members, handling inquiries, and providing member resources
Required SkillsCommunication, marketing, relationship-buildingCustomer service, communication, problem-solving
Work EnvironmentOutreach events, marketing campaigns, member engagement activitiesMember support centers, office settings, event assistance

The Membership Development Coordinator primarily focuses on attracting and retaining members through outreach and marketing efforts, while the Membership Services Coordinator emphasizes supporting existing members and ensuring their satisfaction. Both roles require strong communication skills but differ in their core objectives and daily activities.

What are the most commonly searched types of Membership Development jobs in Wisconsin?

The most popular types of Membership Development jobs in Wisconsin are:

What cities in Wisconsin are hiring for Membership Development Coordinator jobs?

Cities in Wisconsin with the most Membership Development Coordinator job openings:

Membership Development Coordinator jobs near you

Benefits Coordinator

City of Racine, WI

Washington, WI • On-site

$67K - $86K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 25 days ago

Key responsibilities

  • Administers systems for enrolling and orienting newly hired employees and advising employees of benefit program changes.

  • Acts as a liaison between benefit providers and employees to interpret benefit provisions and resolve issues.

  • Assists with annual benefits open enrollment, including distributing materials, data entry, and auditing.

Job description

Salary : $67,371.20 - $86,632.00 Annually
Location : City Hall, 730 Washington Avenue, Racine, WI
Job Type: Full-Time
Job Number: 202600077
Department: Human Resources
Opening Date: 08/14/2026
Closing Date: Continuous
Job Description
CONTINUOUS POSTING UNTIL POSITION FILLED
We strongly encourage City of Racine residents to apply. We're committed to building a workforce that reflects and understands the community we serve. City residents will earn a 4% differential on top of the hourly pay range. Learn more and apply today!
POSITION PURPOSE:
Under the direction of the Human Resources Benefits Manager, shares duties in the evaluation, coordination, preparation and implementation of the City's employee and retiree benefit programs, the City's safety program, the wellness program and to perform other duties as required.
Essential Duties
  • Administers systems for enrolling and orienting newly hired employees and advising employees of changing information in the benefit programs.
  • Acts as a liaison between benefit providers and City employees to interpret benefit provisions, process adjustments and to expedite any problems in receiving benefits.
  • Develops, monitors and administers processes for adjusting employee benefits upon termination of employment and qualifying life events.
  • Administers the processes to initiate and monitor insurance billings, payments, enrollment, membership, audits, COBRA and retiree insurance systems in conjunction with the Payroll, Accounting and Human Resources systems.
  • Ensure compliance with federal, state and local regulations governing employee benefits.
  • Prepare reports, dashboards, and recommendations for Human Resources leadership.
  • Develops and implements employee benefit communication programs including an employee benefits web-site, paper communications, training programs, and new employee orientations.
  • Schedules and reviews City benefits provided under City policy or applicable labor agreement; reviews applicable City policies and procedures and collects forms; processes and enters information into HRIS system and vendor sites; will be required to answer questions, explain procedures, and provide information to employees and retirees at the customer service counter.
  • Assists with annual benefits open enrollment by distributing and explaining benefits materials to City employees, data entry in HRIS system and vendor sites, and auditing of materials that are turned in.
  • Reviews, approves and monitors all City FMLA requests under the direction of the Benefits Manager.
  • Establishes and maintains effective public and working relationships with the general public, department heads, City personnel and various governing bodies.
  • Assists in conducting loss prevention surveys which involve the use of questionnaires, personal interviews, on-site observations, and review of accident/injury records. Summarize and analyze results, develop recommended solutions to deal with identified hazards, work with management to establish a plan of action and on-going hazard management systems to eliminate or moderate the identified hazards, develop a written report on the results of the survey, follow-up on the actions taken by the unit relative to the plan, and prepare final reports as necessary.
  • Conducts, coordinates, or assists in in the investigation of accidents and/or injuries. Participate in the development of policies, procedures, and programs designed to reduce the incidence of job-related accidents and illnesses. Identify and work to eliminate hazards, and encourage safe working habits and environments.
  • Plans, organizes, directs and coordinates the safety training and development programs for the City; creates and presents training and/or selects outside vendors; develops annual budget and processes program expenses.
  • Serve as an active member of the Safety Committee by participating in meetings, identifying workplace hazards, reviewing safety incidents, recommending corrective actions, promoting safety awareness, and supporting compliance with company safety policies and regulatory requirements.
  • Develop, coordinate and maintain total wellbeing programming to encourage healthy lifestyles, reduce health risk and medical costs; includes development of wellness curriculum, events, and education.
  • Work with outside vendors (Employee Health Center and EAP, for example) to increase participation in wellness initiatives and increase compliance rates for preventive screenings.
  • Prepares and processes wellness forms and information for payroll.
  • Establish relationships and consult with departments and employees to align efforts and reinforce a culture of wellness.
  • Keep abreast of current national wellness and wellbeing initiatives and activities, developing a network of resources and contacts to use as appropriate.
  • Serves as a backup to administrative staff, serving as front-line reception to employees, applicants, visitors, City officials, vendors, etc.
  • Ability to maintain strict confidentiality.
  • Maintains a consistent and reliable attendance record.
  • Performs related human resource duties as required

Qualifications
Additional Tasks and Responsibilities
  • Thorough knowledge of modern office practices, procedures and equipment.
  • Thorough knowledge of business correspondence forms, business English, spelling and basic arithmetic.
  • Considerable knowledge of computerized department program software, Internet access and database, spreadsheet and word processing programs.
  • Considerable knowledge of the policies, procedures and practices regarding human resources management such as employment, recruitment, selection, and benefit administration.
  • Considerable knowledge of departmental programs, operations and policy with respect to functions performed.
  • Working knowledge of billing payment processes and practices.
  • Working knowledge of related employment laws and regulations.
  • Working knowledge of the process used to gather and compile information related to human resources functions.
  • Ability to proficiently use word processing, database and spreadsheet programs such as Microsoft Office, Applicant Tracking System (NEOGOV) and HRIS (Munis) for Human Resources.
  • Ability to plan, organize, coordinate and effectively carry out a variety of assignments.
  • Ability to interpret rules, regulations and City policy and make appropriate decisions.
  • Ability to maintain accurate and detailed records and prepare complex reports and documents.
  • Ability to communicate effectively, both verbally and in writing.
  • Ability to establish and maintain effective working and public relationships.
  • Knowledge of basic principles and practices of employee health care and benefit programs and their administration.
  • Knowledge of the techniques involved in conducting investigations and research.
  • Knowledge of the basic principles and practices in the fields of personnel management and labor relations.
  • Knowledge of Health Care.
  • Knowledge of Federal, State and local laws, ordinances and regulations applicable to personnel and benefits including health care.
  • Ability to make sound and independent decisions.

Minimum Qualifications
  • Associate's degree from an accredited college or university in Human Resources, Human Resources Management, Public Administration, or a closely related field, and Four (4) years of progressively responsible Human Resources experience; or equivalent combination of training and experience.
  • Valid Wisconsin driver's license.

Preferred Qualifications
Bilingual (Spanish/English)
Supplemental Information
Physical Demands of the Position
Standing, walking, sitting and stooping; kneeling, crouching, balancing and bending/twisting; reaching, feeling, talking, and hearing; lifting, carrying, pushing/pulling, and handling, grasping, and fingering; filing, typing, writing, etc. The incumbent will be expected to physically visit worksites throughout the City in order to conduct safety studies.
Environmental/Work Conditions
Stressful, fast-paced office environment.
Ability to complete time sensitive tasks with many interruptions such as phone calls and questions from employees and the general public.
The City of Racine is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the City will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer
City Employee Benefits - 2026
  • Health Insurance
    1. 92.5% of the Premium is paid by the City of Racine - either single or family.
      • Centivo administers the PPO Plans that are offered. You can chose from two high-deductible health plans and one low-deductible health plan, with two different networks offered.
      • CVS Caremark administers our prescription plan
    2. Payment of $50 per month to employees who waive health coverage
  • Health Savings Account (H.S.A.)
    1. A Health Savings Account (H.S.A.) is a tax beneficial savings account that can be used in conjunction with a qualified High - Deductible Health Plan. The funds put into an H.S.A. may be used on future, eligible health care expenses without any taxation. The City makes a prorated, one-time contribution to an employee's Health Savings Account, with the amount of the contribution determined at the time of hire.
    2. The maximum contribution amounts are determined by the IRS each year.
  • Racine Employee Health & Wellness Center
    1. The Employee Health and Wellness Center run by Ascension Wisconsin is available to you and your dependent(s) if enrolled in the medical insurance
    2. It provides comprehensive services including clinic visits, health coaching, and preventative exams and health screenings.
  • Life Insurance
    1. City provides one unit equal to your annual earnings
    2. Employee may buy additional insurance - each unit is equal to your annual earnings.
    3. Maximum additional life insurance is four units; For a total of five (5) units at the maximum coverage.
    4. Cost depends on age and annual salary
    5. Spouse and Dependent Life Insurance is available - maximum coverage is $20,000 for spouse and $10,000 for dependents, cost is $3.20 per month or half for $1.60/month
  • Pension
    1. Wisconsin Retirement System, the contribution rate for 2026 is 14.4% Funded 50% by the City of Racine and 50% by the employee.
    2. Rates can change per year depending upon what is approved through WRS.
  • Vacation
    1. Less than 4 years of continuous service - 96 hours
    2. At least 4 years but less than 9 years of continuous service - 136
    3. At least 9 years but less than 14 years of continuous service - 176
    4. At least 14 years but less than 21 years of continuous service - 216
    5. At least 21 years of continuous service - 256
    6. You may carry over up to 80 hours into the next year.
    7. During the first calendar year of employment, new employees shall earn vacation on a prorated basis based on the new employee's start date.
  • Holidays
    1. 13 paid holidays, 12 scheduled and 1 floating
  • Sick Leave
    1. Accrues at the rate of 1 day per full month worked.
  • Casual Days
    1. You can earn up to 4 casual days based off the amount of sick time that you have accrued.
    2. You are also eligible for an additional casual day if you use 16 hours or less of sick time in the preceding year.
  • Dental Insurance
    1. MetLife administers our dental plan with two options available to employees (Basic plan or Advanced plan). Employees pay the premium with a pre-tax payroll deduction.
    2. The City of Racine pays for the Basic Employee premium if you are enrolled in the medical insurance.
  • Vision Insurance
    1. Superior Vision administers our vision plan with one option. Employees pay the premium with a pre-tax payroll deduction.
  • Flexible Spending Plans
    1. Medical and Dependent Care Flexible Spending Accounts administered by Health Equity.
    2. The maximum contributions are determined by the IRS each year.
  • Short Term Disability Policy
    1. Automatically enrolled in a short-term disability insurance policy through MetLife, excludes Water and Wastewater Utility Employees.
    2. 70% of annual income, up to 13 weeks with a maximum benefit of $2,000 weekly.
  • Employee Assistance Program
    1. The City of Racine offers an employee assistance program through Advocate Aurora.
  • Parental Leave
    1. 320 hours of paid parental leave, if eligible for FMLA. Water and Wastewater Utility employees are eligible for 80 hours.
  • Deferred Compensation
    1. Provided through Nationwide, Security Benefit (RPA/The Standard) or Wisconsin Deferred Comp.
  • Supplemental Insurance
    1. Provided through AFLAC Funded by payroll deduction
    2. Accident, Hospital & Cancer policies are available
  • Tuition Reimbursement
    1. $4,000 per year, or 80% of the employee's total tuition cost, whichever is lower.
  • Public Service Loan Forgiveness (PSLF)
    1. The PSLF Program promotes full-time public sector employment. Public E

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