Volunteer Engagement Manager

Department: Human Resources / Volunteer Engagement

Reports To: HR Leadership, Executive Operations, or Executive Leadership

Position Type: Volunteer

Location: Remote

Time Commitment: Flexible, Tuesday evening meetings and as needed

Position Summary

The Volunteer Engagement Manager is responsible for strengthening the volunteer experience after onboarding by helping volunteers feel connected, supported, informed, and valued. This role focuses on volunteer retention, communication, morale, participation, and re-engagement.

This position helps identify why volunteers may become inactive or disconnected and works with leadership, HR, and department heads to create better systems of support. The Volunteer Engagement Manager plays a key role in making sure volunteers do not simply join TROA, but feel like they belong, understand their impact, and have a reason to stay.

Key Responsibilities

Volunteer Retention & Engagement

• Develop and support strategies to improve volunteer retention and participation.
• Help identify patterns related to volunteer inactivity, disengagement, missed meetings, or lack of communication.
• Create engagement efforts that help volunteers feel connected to TROA’s mission, leadership, and community.
• Support a volunteer culture built on appreciation, accountability, communication, and belonging.
• Help ensure volunteers understand how their work contributes to TROA’s mission and impact.

Volunteer Check-Ins & Re-Engagement

• Oversee regular check-ins with volunteers to assess how they are doing, what support they need, and whether they remain active.
• Coordinate outreach to volunteers who have become inactive, unresponsive, or disconnected.
• Help determine when volunteers need support, reassignment, clearer expectations, or inactive status.
• Work with HR and department leadership to create re-engagement processes that are compassionate but clear.
• Ensure volunteer concerns are heard and escalated when appropriate.

Volunteer Experience

• Help improve the overall volunteer journey from onboarding through long-term involvement.
• Identify gaps in communication, training, department support, role clarity, or leadership follow-through.
• Collaborate with HR and department heads to make sure volunteers have what they need to succeed.
• Support initiatives that increase morale, connection, recognition, and team participation.
• Help create opportunities for volunteers to feel seen, appreciated, and included.

Recognition & Appreciation

• Develop volunteer recognition efforts, appreciation messages, shout-outs, milestones, and impact highlights.
• Work with Communications, HR, and leadership to celebrate volunteer contributions.
• Help identify volunteers who are consistently contributing and deserve recognition.
• Support a culture where volunteers understand that their time, effort, and commitment matter.

Collaboration With Leadership

• Work closely with HR, Executive Operations, department heads, and team leads.
• Share engagement trends, volunteer concerns, and retention challenges with leadership.
• Help department leaders understand how volunteer communication and support affect retention.
• Assist with improving volunteer systems, expectations, and follow-up procedures.
• Provide recommendations for improving the volunteer experience across TROA.

Documentation & Reporting

• Track volunteer engagement trends, check-ins, inactivity concerns, and re-engagement efforts.
• Maintain organized documentation related to volunteer status and engagement.
• Provide updates to leadership regarding retention concerns, recurring barriers, and improvement opportunities.
• Help develop SOPs for volunteer check-ins, inactive volunteer outreach, recognition, and retention support.

Qualifications

• Experience in volunteer coordination, people operations, HR, community engagement, nonprofit work, or team leadership preferred.
• Strong communication, organization, and follow-through skills.
• Ability to balance compassion with accountability.
• Comfortable having supportive but direct conversations with volunteers.
• Ability to identify patterns, concerns, and gaps in volunteer engagement.
• Strong judgment and discretion when handling volunteer concerns.
• Experience with remote teams, nonprofit volunteers, mental health advocacy, or community-building is a plus.

Ideal Candidate

The ideal Volunteer Engagement Manager is people-centered, organized, and proactive. They understand that volunteers need more than a title and a task list — they need clarity, connection, encouragement, and meaningful follow-through.

They are someone who notices when people are slipping away, reaches out with care, and helps create systems that make volunteers feel supported without removing the need for accountability.

Expectations

• Communicate regularly with HR, leadership, department heads, and coordinators.
• Maintain professionalism, confidentiality, and compassion in all volunteer interactions.
• Follow TROA policies, volunteer conduct standards, and documentation expectations.
• Escalate concerns involving safety, mental health, conflict, or misconduct appropriately.
• Help build a volunteer culture rooted in respect, communication, accountability, and appreciation.