Volunteer Lead, People Management, Talent & Volunteer ExperienceScope can be sha

Scope can be shaped as sub-team leadership, function leadership, or broader People Team leadership

That gives room for:

a person who leads one stream such as onboarding, HRBP, L&D, talent acquisition, or volunteer experience

or a person who helps lead the whole People Management function across several streams

Recommended revised role draft

Volunteer People Leadership Lead / Sub-Team Lead (Flexible Scope)

Help grow CrowdDoing’s people systems, volunteer leadership capacity, and talent infrastructure

CrowdDoing is seeking a volunteer people leader who can help strengthen the People Management function at either a sub-team leadership level or a broader cross-functional leadership level , depending on the volunteer’s strengths, experience, and available capacity.

This role is intentionally flexible. Historically, CrowdDoing people managers have not been limited to one narrow specialty. They have often worked across HR business partnering, onboarding, talent acquisition, learning and development, volunteer experience, retention, process design, and leadership coaching. CrowdDoing’s historical people-management materials also show that one person may combine multiple dimensions of people leadership, including HRBP and specialist functions, or support both a department and a social-impact initiative.

Help CrowdDoing design and improve the human systems that enable volunteers to:

find the right role,

feel welcomed and supported,

grow through service learning,

contribute through micro-leadership,

and remain connected to the larger mission.

Flexible scope options

This role may be shaped as one or more of the following:

Option A: People sub-team leader

Lead one People Team stream such as:

onboarding

talent acquisition

HR business partnering

learning and development

volunteer experience and retention

Option B: Initiative-facing people leader

Serve as a people leader or HRBP partner for one or more CrowdDoing initiatives, helping map:

initiative needs,

onboarding needs,

and talent sourcing priorities.

Option C: Broader People Team leader

Co-lead or help lead the People Management function overall, supporting coordination across multiple work streams and helping reduce single points of failure in recruiting, interviewing, onboarding, and volunteer support. Historical People Team materials specifically describe efforts to standardize recruiting, placement, onboarding, and retention so the function is more scalable and less dependent on one person.

What people leaders historically did at CrowdDoing

Based on the historical People Team tracker and related material, people leaders have contributed to work such as:

discussing skill gaps with project leads

mapping missing capabilities and recruiting needs

helping place volunteers into aligned roles

conducting interviews and coordinating onboarding

ensuring access to orientation, waivers, tools, and team pathways

creating buddy systems, mentoring pathways, and training support

tracking performance, contribution, and recognition

improving process documentation, workflow consistency, and talent databases

supporting compliance and access-control processes

helping volunteers find roles aligned with their motivations, skills, and developmental goals.

A strong fit may bring experience in some mix of:

HR business partnering

talent acquisition

onboarding

learning and development

systems thinking

leadership coaching

Why this role fits CrowdDoing’s ikigai approach

This role is not just administrative. It sits at the center of helping others find their best-fit contribution. CrowdDoing’s orientation and ikigai materials emphasize role design that aligns what a person loves, what they are good at, what they can grow through, and what the world needs. This people leadership role helps make that alignment real for others across the network.

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Micro-leadership for systemic change on real-leaders.com

Video on CrowdDoing's Systemic Change efforts

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