Senior Director of Coaching

Job DetailsJob Location: Remote CA - Carlsbad, CA 92011Salary Range: $120,000.00 - $140,000.00 SalaryMission Alignment At Buffini & Company, our mission is to impact and improve the lives of people. Our coaching organization is central to that mission, directly influencing client outcomes, retention, and long-term business growth. The Senior Director of Coaching plays a critical role in ensuring the coaching organization operates as a consistent, scalable, and high-performing system. By leading the core functions that drive execution, coach development, and operational consistency, this role ensures coaching standards translate into measurable client and business results.   Role Summary The Senior Director of Coaching is responsible for owning the execution, performance, and operational effectiveness of the coaching organization. This role is accountable for ensuring the coaching system performs as designed, with clear alignment between strategy, execution, coach capability, and measurable client outcomes. The Senior Director leads the core infrastructure of the coaching system, including Coaching Operations, Coach Development, and REALStrengths Profiling, to ensure coaching is delivered consistently, effectively, and at scale. This role partners closely with the SVP of Coaching, who directly leads Team Leaders, to ensure alignment between coaching strategy, team leadership, and system execution. It also partners closely with the Director of Coach Development to ensure coaches are not only capable, but consistently executing at a high level within a well-run system.   This role serves as the connective layer between coaching strategy and execution, ensuring that systems, processes, leadership, and technology work together to deliver consistent coaching performance, measurable client outcomes, and scalable business growth. It is responsible for ensuring the coaching system is supported by scalable digital infrastructure, automation, and AI-enabled tools, with clear ownership of defining coaching system requirements and outcomes, in close partnership with technology and product teams responsible for delivery. This role ensures that coaching execution is system-enabled, supported by integrated workflows, automation, and technology, rather than reliant on individual effort, memory, or manual processes.   Leadership & Team Oversight The Senior Director of Coaching directly leads and develops: Director of Coaching Operations  Director of Coach Development  REALStrengths Profilers This role drives alignment across these functions to support: Coaching execution  Coach development and performance  Consistent application of strengths-based methodologies  The Senior Director holds direct reports accountable for performance, outcomes, and alignment with coaching system standards, while driving clarity of roles, accountability, and expectations. This role ensures these functions operate as an integrated, high-performing system, not siloed departments.   Scope of Ownership Owns:  End-to-end coaching system execution and performance Coaching Operations, Coach Development, and REALStrengths Profiling functions  Influences:  Team Leader execution and consistency (in close partnership with the SVP of Coaching)  Accountable for:  Alignment between coaching strategy, coach capability, execution, and measurable client outcomes   Key Responsibilities Coaching System Execution & Performance Ownership Own and drive the day-to-day execution of the coaching operating system across all teams  Drive consistent adoption and execution of coaching frameworks, standards, and methodologies  Align coaching behaviors with defined scorecards, performance metrics, and client outcomes  Identify breakdowns in execution, consistency, or results and implement solutions that improve system effectiveness and scalability Own system performance across the organization, ensuring coaching operates as designed Functional Leadership & Integration Lead and develop the Director of Coaching Operations, Director of Coach Development, and REALStrengths Profilers Drive alignment across these functions through clear roles, shared priorities, and integrated accountability Drive performance and consistency across all direct-report functions Eliminate silos and ensure these departments collectively support a high-performing coaching organization Coaching Operations & Infrastructure Partner with coaching operations to ensure systems, tools, workflows, reporting, and documentation standards are executed consistently and accurately Translate coaching standards and playbooks into clear, repeatable workflows and operational practices Simplify processes and reduce operational friction that limits coaching effectiveness or scalability Ensure operational infrastructure supports both coach experience and measurable client outcomes Ensure operational infrastructure and supporting systems are aligned to coaching system design, not developed independently of coaching requirements Coach Capability & Development Alignment Partner closely with the Director of Coach Development to align coach development efforts with system needs, performance expectations, and measurable outcomes Ensure coach development, training effectiveness, and coaching quality improvement remain tightly connected to business performance Identify gaps between system design, coach capability, and execution, and drive alignment across the coaching organization Ensure REALStrengths is consistently and effectively integrated across coaching delivery, training, and client experience Digital Enablement, Automation & AI Integration Own the definition and prioritization of digital infrastructure, automation, and AI requirements needed to scale the coaching system Translate coaching workflows, performance gaps, and operational friction into clear, actionable system requirements for technology and product teams Drive the reduction of manual coach workload through automation, system integration, and AI-enabled tools  Ensure coaching systems, CRM, and digital tools function as a unified ecosystem that supports coaching execution and client experience  Identify opportunities to embed AI into coaching workflows, including pre-session preparation, in-session prompts, post-session documentation, churn detection, and follow-up automation Ensure digital solutions are aligned to coaching behavior, performance visibility, and client outcomes, not just system functionality or efficiency Hold cross-functional partners accountable for delivering solutions that meet defined coaching system requirements and performance needs Cross-Functional Alignment & Continuous Improvement Partner with Curriculum, Product, Customer Success, Operations, and other key stakeholders to ensure the coaching system is supported across tools, training, and client experience Represent coaching needs in cross-functional initiatives and ensure decisions align with system performance and coaching effectiveness Continuously evaluate the coaching operating system to identify inefficiencies, inconsistencies, and opportunities for improvement Drive improvements that increase scalability, consistency, and measurable client and business outcomes Drive clarity of ownership between coaching, product, and technology teams to ensure efficient execution and avoid duplication or misalignment Standards of Performance The Senior Director of Coaching is expected to: Own overall coaching system performance, ensuring consistency, scalability, and measurable outcomes across the organization Ensure coaching execution is supported by scalable, automated, and integrated systems, not manual or memory-dependent processes Maintain alignment between coaching standards, coach behaviors, and measurable client outcomes  Drive accountability through visibility, performance management, and operational discipline  Ensure direct-report functions operate in alignment and contribute to overall system performance  Identify and close gaps between strategy, execution, coach capability, and client experience  Lead with a balance of operational rigor, cross-functional collaboration, and results-oriented accountability  Ensure that technology, automation, and AI investments directly support coaching execution, performance visibility, and client outcomes, not parallel or disconnected systems Performance in this role is defined by the consistency and scalability of execution, not isolated wins or individual heroics.     Success Metrics This role is accountable for overall coaching system performance across five key areas: 1. Coaching Organization Performance Client retention  Client engagement  Referral generation  Overall coaching program performance  2. Coaching Execution & Consistency Consistent adoption of coaching standards, frameworks, and methodologies  Reduction in execution variability across teams  Alignment between coaching behaviors, scorecards, and performance expectations  3. Functional Leadership Effectiveness Performance and alignment of Coaching Operations, Coach Development, and REALStrengths Profiling functions  Clear accountability and integration across direct-report areas  Reduction in gaps between system design, coach capability, and execution  4. System Performance & Scalability Operational reliability and workflow efficiency  Reduction in friction across coaching systems and processes  Ability to scale coaching delivery without loss of quality or consistency  Direct contribution to measurable client and business outcomes Ensure continuous alignment between coaching system design and supporting digital infrastructure, automation, and AI capabilities 5. Digital & System Enablement Reduction in manual coaching workload  Adoption and consistent use of coaching systems and tools aligned to defined coaching workflows and behaviors Improvement in coaching workflow efficiency  Increased visibility into coaching performance and client journey  Measurable impact of automation and AI on coaching effectiveness and scalability Alignment between coaching system requirements and delivered technology capabilities   Work Environment & Culture Fully remote role with expected travel for company events, coach intensives, and leadership summits    Must model Buffini & Company’s core values: Live What We Teach: Demonstrates disciplined execution and alignment with coaching systems  Practice Servant Leadership: Develops leaders while maintaining accountability for results  Excellence Is Our Minimum Standard: Ensures consistent, high-quality coaching delivery across the organization    The Buffini Difference   Joining Buffini & Company means being part of a values-driven culture rooted in service, excellence, and growth. The Senior Director of Coaching is more than an operational leader, it is a system performance role responsible for ensuring coaching is executed consistently, developed intentionally, and scaled effectively across the organization.   This role ensures that coach capability, operational execution, and strengths-based methodology work together to produce measurable client outcomes and scalable business growth.  Senior Director of Coaching Scorecard Purpose Statement This scorecard defines and measures the Senior Director of Coaching’s accountability for ensuring the coaching organization operates as a consistent, scalable system where coach behavior, client experience, and business outcomes are aligned and improving over time. COACHING ORGANIZATION PERFORMANCE & CLIENT HEALTH (30%)  Client Retention 3-6 month rolling retention trend across all coaching segments (LC & O2O)  Member Health Distribution (% Green/Yellow/Red) % of unmanaged Yellow/Red clients Consistency of churn risk identification and intervention across teams Recovery Rate: Yellow/Red clients > Green movement Alignment between coach scorecard performance and retention outcomes Target: Retention meets/exceeds benchmark  Increasing % of Green clients  Decreasing unmanaged risk  Clear behavior > outcome alignment   Client Engagement (Behavior-Based) % of clients consistently engaged in defined coaching behaviors: Coaching calls CRM usage Buffini ecosystem (events, groups, etc.) Engagement consistency across coach portfolios (not pockets of success) Coach-driven engagement behaviors (tracked in scorecard) Target: Greater than defined engagement threshold  Reduced variability across coaches  Engagement driven by coaching behavior, not client personality   Referral Generation (System Output) Measured by: Referrals per client / per coach % of clients actively participating in referral system Coach consistency in asking for and reinforcing referrals Alignment between Working by Referral behaviors and outcomes Consistency of referral conversations and reinforcement across coaching sessions Target: Meets defined referral KPI  Consistent coach-driven referral behavior  No reliance on “natural referrers” COACHING EXECUTION & CONSISTENCY (25%)  Coaching Framework Adherence % of observed sessions following: Coaching structure ISS usage Accountability flow REALStrengths integration consistency Target: Greater than or Equal to 90% adherence Coaching Behavior Consistency Alignment between: Call structure Follow-up CRM usage Accountability conversations Reduction in “freestyle coaching” Target: Consistent execution across Greater than or Equal to 90% of coaches Scorecard Integrity & Alignment Coach scorecards accurately reflect behavior No disconnect between: Scorecard ratings Observed coaching behavior Clear alignment between scorecard ratings, observed coaching behavior, and client outcomes Target: High fidelity across all teams Execution Variability Reduction Performance standard deviation across: O2O Coaches Leadership Coaches Team Leaders Target: Reduced variability across teams, with consistent performance expectations met organization-wide COACH PERFORMANCE LIFT (20%)  Coaching Quality Improvement Aggregate coaching quality score trend Improvement across: Bottom performers Mid-tier consistency Consistency of coaching quality across the organization (not isolated improvement) Target: Measurable upward trend Coach Scorecard Movement % of coaches moving: Survival to Stability Stability to Success Success  to Significance Reduction in low performers Target: Upward distribution shift Underperformance Recovery Rate % of low-performing coaches improving within timeframe Effectiveness of development interventions Year 1 Target: Greater than or equal to 20% of underperforming coaches demonstrate sustained improvement Team Leader Effectiveness Consistency of coach performance across teams Alignment in how Team Leaders enforce standards Target: Consistent performance standards enforced across all teams, with no material gaps between Team Leaders OPERATIONAL & SYSTEM RELIABILITY (15%) Workflow Efficiency Reduction in redundant processes Speed and ease of coaching workflows Alignment between operational processes and coaching system requirements Operational Friction Reduction Coach-reported friction points Time spent on non-coaching activities Data Integrity & Visibility CRM accuracy Scorecard reliability Reporting clarity System Reliability Consistency of: Processes Tools Expectations Target (for all): Measurable improvement over time DIGITAL ENABLEMENT & SCALABILITY (10%) Automation Impact Reduction in manual coach workload Automation of: Pre-session prep Follow-up Documentation System Adoption % adoption of: CRM Coaching tools AI-enabled workflows Target: Greater than or equal to 85-90% AI Integration Effectiveness AI used for: Churn detection Coaching prompts Performance insights Demonstrated, measurable improvement in coaching efficiency, consistency, and client outcomes Coaching Visibility Ability to see: Client journey Coach performance Risk patterns Target: Full visibility across system SCORING MODEL Client-impacting categories (Coach Performance Improvement and Coach Engagement) carry the greatest weight and must meet minimum performance thresholds regardless of overall score. Coach Performance Improvement metrics must demonstrate a positive trend over time to meet expectations in this role. Each metric is scored: 1 = Below Standard  2 = Meets Standard  3 = Exceeds Standard  Weighted to total score: 90–100 = Top Performer  80–89 = Strong Performer  70–79 = Needs Improvement  less than 70 = At Risk Non-Negotiable Performance Requirements The following categories must meet minimum thresholds regardless of total score: Coaching Organization Performance & Client Health  Coaching Execution & Consistency  Coach Performance Lift  Additionally: Performance must demonstrate consistent positive trends over time, not isolated results  Digital Enablement & Scalability must show measurable progress quarter-over-quarter QualificationsQualifications & Competencies 8+ years of experience in coaching, leadership, operations, performance management, or organizational development  Proven experience leading multi-function teams and driving performance in a scalable environment  Strong understanding of coaching systems, performance metrics, operational execution, and leadership accountability  Demonstrated ability to translate strategy into clear execution, systems, and measurable outcomes  High level of ownership, accountability, and results orientation  Strong systems thinking with the ability to identify and solve patterns across people, process, performance, and client experience Excellent leadership, communication, facilitation, and cross-functional collaboration skills  Experience in a coaching, service, training, or high-accountability performance environment preferred  REALStrengths knowledge and Buffini coaching experience strongly preferred Apply To This Job