Client Success Community Manager in Salt Lake City, UT at Franklin Covey Careers

Date Posted: 4/23/2021

Job Snapshot

Job Description

Title: Client Success Community Manager
Reports to: VP of Marketing
Location: Anywhere in USA

Job Summary:

The Client Success Community Manager will be a self-driven, ambitious, and tech-savvy professional. This SAAS community houses promotional content highlighting ongoing benefits to FranklinCovey All Access Pass clients—buyers, influencers, facilitators, and administrators—with the goal of increasing engagement with our solutions, expanding usage, and increasing retention. The Passholder Community Manager will engage and educate our clients, launch community programs, and measure success, all at a global scale.

Essential Job Functions:

  • Set, refine, and execute the community strategy, roadmap, and success metrics in conjunction with the marketing and executive teams.
  • Increase knowledge and usage of the client pass
  • Connect to passholders existing and prospective clients
  • Contribute to high renewal and expansion rates
  • Grow the size and impact of our online community
  • Create an exceedingly helpful community with value above and beyond the pass—enticing clients to renew and expand.

Job Requirements

  • 3+ years’ experience in B2B SaaS marketing – community management or customer marketing experience preferred.
  • Passionate community and customer advocate that understands the importance of customer voices.
  • Demonstrated highest level ability to influence, set strategy, and execute.
  • High energy, self-motivated, and full of ideas.
  • Excellent communication abilities with all levels and roles.
  • Ability to effectively interact and collaborate with a wide variety of personalities and opinions.
  • Flexible and adaptable.
  • Experience with or similar CRM.
  • Energized by the FranklinCovey mission.

Company Information

Franklin Covey Co. (NYSE: FC) is a global, public company, specializing in organizational performance improvement. We help organizations achieve results that require lasting changes in human behavior. Our world-class solutions enable greatness in individuals, teams and organizations and are accessible through the FranklinCovey All Access Pass® available in multiple modalities and in 21 languages. Clients have included the Fortune 100, Fortune 500, thousands of small- and mid-sized businesses, numerous government entities, and educational institutions. FranklinCovey executes over 15,000 client engagements each year reaching into 160 countries and territories.  Our mission statement is “We enable greatness in people and organizations everywhere”.  We fulfill this mission by hiring “Achievers with Heart”.

Visit our website at for more information regarding our organization.

FranklinCovey is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law.

click here for additional information regarding our Equal Employment Opportunity policies.

Reasonable Accommodation Notice
Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job by emailing us at Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

Pay Transparency Nondiscrimination Provision
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.


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