Director of Management

Rise AMG runs a portfolio of Texas HOA communities with complex amenity infrastructure and a genuine focus on operational discipline. They use EOS (Entrepreneurial Operating System) to structure how the company runs, which matters for this role because the Director of Management sits inside that system, not above it. If you've never worked inside an EOS company, expect a learning curve around rocks, scorecard accountability, and level 10 meetings. That's not a warning, just context.

This is a people-management role at scale. You're not managing community managers directly in the field sense. You're managing the managers, building their capacity, and making sure the organizational layer between executive leadership and frontline staff actually functions. That means identifying where a manager is struggling before it becomes a client problem, building development plans that stick, and holding accountability conversations that don't wreck relationships. The job requires you to stay close enough to day-to-day operations to spot friction early, but strategic enough to address root causes rather than symptoms.

Rise AMG is in a growth phase, and that shapes the role considerably. Growth-phase companies tend to promote capable individual contributors into management before anyone's built the systems to support them. Part of what this director will do is build those systems: performance standards, communication rhythms, reporting structures, and succession planning. Scalability is the word that comes up repeatedly in how this company describes what it needs, and that's accurate to where they are.

The honest challenge here is that you're responsible for organizational performance while working through other people's decisions. When a department head misses a KPI or a team falls short on client outcomes, you're accountable for the coaching and structure that was supposed to prevent it. That kind of indirect accountability is uncomfortable for leaders who are used to owning outcomes directly. If you thrive in it, this role fits. If you need to be the one executing, it probably doesn't.

What Rise AMG Is Looking For

• Seven or more years of progressive management experience, with direct experience managing other managers or leading multiple teams
• Demonstrated ability to translate executive strategy into operational priorities that teams can actually execute against
• Comfort building performance management frameworks from incomplete starting points, not just inheriting finished systems
• Experience with organizational development, succession planning, or leadership pipeline work
• Strong communication skills across levels, including the ability to deliver hard feedback constructively and without delay
• A bachelor's degree in business administration, management, organizational leadership, or a related field is preferred
• HOA or association management background is a plus, but the company has stated this is a leadership operations role first

Candidates who do well in this kind of role tend to be the ones who've already made the mental shift from "how do I get this done" to "how do I build a team that gets this done consistently." That shift is harder than it sounds, and organizations at Rise AMG's growth stage need leaders who've already made it.