People Manager, Practitioner Community of Practice

Who this is for

You care about the people who care for the people. You've been a manager, a coach, a facilitator, or a community organizer — and you learned somewhere along the way that the health of the caregivers is the health of the whole. You want to help build a community of practice that keeps the concierges and team people managers themselves nourished, curious, and honest.

What you'd actually do

As Ikigai Concierges and Team People Managers multiply across CrowdDoing, they need somewhere to go — a place to bring the hard case, the tender pattern, the question they can't answer alone. Your work is to hold that place. You tend the community of practice that holds our people work.

• Host the practitioner circle. Convene a regular reflection space where concierges and team people managers bring real cases, hard conversations, and open questions.

• Grow the guides. Turn recurring patterns from the circle into shared guides — question flows, conversation frames, boundary language, escalation paths.

• Onboard new practitioners. Pair each new concierge or team people manager with a buddy, walk them through the Playbook, and stay available for their first cases.

• Watch the wellbeing of the practitioners. Notice when someone is over-carrying, and help them adjust their case load or step out for a season.

• Feed the systems circle. Bring anonymized patterns to the Systems & Prompts Circle so what the humans learn shapes what the forms and bots ask next.

• Keep the ethics honest. Hold the manifesto: radical autonomy, purpose-led design, inclusivity, continuous evolution, human humility. Ask the hard questions when we drift.

Why this might be your ikigai

You'll shape a rare kind of practice: people management as a shared craft, not a hierarchical function. You'll help produce better concierges, better team people managers, and a healthier ecosystem — not by policy, but by conversation, mutual coaching, and living examples. If you've ever wished a people management role existed that was about tending rather than directing, this might be it.

Signs this role might fit you

• You've managed, coached, or facilitated groups of people before — formally or informally.

• You're energized by holding space for other practitioners to think out loud.

• You believe good management is a practice you never finish learning.

• You can move fluidly between the individual case and the systemic pattern.

• You're comfortable naming a drift or an unhealthy dynamic without hierarchy to lean on.

Signs this role probably isn't for you

• You want positional authority, a hierarchical title, or a reporting line.

• You'd rather do the frontline concierge work than tend the practitioners.

• You need clear KPIs handed to you rather than co-defined with a circle.

Commitment

We ask for a six-month initial commitment. This role co-evolves with the Ikigai Program Owner, and you'll help shape what a healthy CrowdDoing community of practice looks like at 10x its current scale. Rhythm and depth are co-designed with you.

What you'll be part of

You'll sit at the intersection of the Ikigai Concierge Circle, the Team People Managers, and the Systems & Prompts Circle — the person who makes sure the humans doing the people work are themselves supported, learning, and connected. Your work directly shapes CrowdDoing's metrics: % of stranded volunteers who reach a near-perfect role, % of teams reporting quorum, and % of volunteers who maintain a perfect role over years.

How to apply

Send a short note to Journey.ikigai@crowddoing.world telling us: what draws you to this work, what you're good at, what you'd like to learn, and any constraints on your time or energy. A few paragraphs is plenty — no CV required.