知识管理主管

Director, Knowledge Management

College Board | Office of the CEO

Location: This is a fully remote role. Candidates who live near College Board offices have the option of being fully remote or hybrid (Tuesday and Wednesday in office).

Type: This is a full-time position.

About the Team

The Office of the CEO (OCEO) is a small, high-leverage enterprise team that operates at the center of College Board. Working directly with the CEO, President, and senior leaders, OCEO strengthens and accelerates mission impact by ensuring the organization moves in a coherent, disciplined, and aligned way. The office brings together executive leadership support and enterprise execution, connecting strategy to action and enabling leaders to focus on what matters most for students.

Digital Workplace is a core function within OCEO focused on the systems, norms, and operating habits that enable modern execution in a distributed organization. The team is responsible for turning collaboration platforms and productivity tools into a connected digital workplace that supports clarity, transparency, and speed at scale. By establishing shared standards for how information is organized, how work is coordinated, and how leaders and teams collaborate day to day, Digital Workplace reduces friction, improves execution quality, and helps the organization operate as One College Board, regardless of location.

About the Opportunity

As Director, Knowledge Management, you will make sure College Board's staff intranet (myBoard) works as a reliable, trusted enterprise knowledge hub in an environment where information is constantly evolving, incomplete, and often competing for attention. In a complex, distributed organization, staff effectiveness depends not on having more information but on being able to quickly find, understand, and trust what matters most. This role exists to impose clarity where knowledge is inherently messy.

Reporting to the Senior Director, Digital Workplace within the Office of the CEO, you will own the vision, structure, and editorial quality of the staff intranet as the authoritative source of enterprise guidance. You will define how information is organized, written, curated, and maintained over time, using strong editorial judgment to clarify, synthesize, restructure, or retire content so staff can act with confidence rather than interpret ambiguity.

This role recognizes that knowledge does not live in a single place. You will design intentional information flows across channels, determining what belongs on the staff intranet, what should be curated or summarized elsewhere, and how systems, metadata, and automation can reduce manual maintenance and improve discoverability. Rather than relying on constant human intervention, you will use structure, standards, and tooling to make information easier to keep current and easier to find.

Your work will require navigating real tradeoffs: enterprise consistency versus local context, speed versus precision, and clarity versus completeness. During moments of organizational, policy, or tool change, your leadership will be especially critical, helping staff orient quickly by ensuring guidance is coherent, clearly written, and surfaced in predictable ways.

Our ideal candidate is a systems thinker with a strong editorial eye who is comfortable operating in ambiguity. You understand that knowledge management is never finished, and you bring the judgment, discipline, and curiosity required to continually improve how information supports execution at scale.

In this role, you will

Enterprise Intranet Vision, Architecture, and Standards (30%)

• Define and steward the enterprise vision for the staff intranet as the authoritative source of enterprise guidance.

• Own the staff intranet's information architecture, including navigation, metadata, templates, page types, and structural standards that improve findability and usability.

• Establish clear expectations for what content belongs to the staff intranet versus other channels, and how the staff intranet functions as the system of record.

• Continuously evolve intranet structures based on how staff actually seek, interpret, and use information.

Content Quality and Clarity (25%)

• Serve as the editorial owner for the staff intranet, ensuring enterprise guidance is clear, concise, well-structured, and written for a staff audience.

• Establish and enforce editorial and content standards, including tone, structure, and clarity thresholds for enterprise-wide content.

• Edit, synthesize, restructure, or retire high-impact enterprise content to resolve ambiguity, duplication, or inconsistency.

• Ensure staff-facing content answers core execution questions: What is this? Who does it apply to? What do I need to do? Where do I go next?

Content Governance, Ownership, and Sustainability (20%)

• Partner with Engagement and Reach (communications), Enterprise Rhythm, and other key stakeholders to execute the enterprise content calendar and push essential messages to the right audiences.

• Establish and maintain governance for content ownership, review cycles, and quality standards for the staff intranet.

• Clarify what information is canonical, who owns it, and how currency is maintained over time.

• Partner with content owners across the enterprise to improve the quality and sustainability of guidance, without turning the staff intranet into a dumping ground.

• Navigate competing priorities and incomplete information using judgment rather than rigid process.

Channel Strategy, Curation, and Information Flow (15%)

• Design intentional information flows across enterprise channels, including the staff intranet, collaboration tools, announcements, and shared workspaces.

• Define when to centralize, curate, summarize, cross-link, or automate rather than duplicate content.

• Reduce cognitive load on staff by ensuring information appears in the right place, at the right time, in the right form.

• Use metadata, tagging, and system features to improve discovery, target specific audiences, and reduce manual content maintenance.

Technology Partnership, Automation, and Continuous Improvement (10%)

• Partner with Technology on platform configuration, integrations, and performance, while retaining business ownership of staff intranet information structure, standards, and editorial quality.

• Use system capabilities and automation to support content currency, governance, and discovery over time.

• Use feedback, search behavior, and usage signals to identify gaps and improve staff intranet effectiveness.

• Iterate structures and standards as organizational needs, tools, and priorities evolve.

About You

You have:

• 5+ years of experience in roles spanning intranet leadership, information architecture, content strategy, digital workplace, knowledge systems, or enterprise platforms in complex organizations.

• Demonstrated ability to design and steward enterprise knowledge hubs that staff actually use and trust, balancing structure, usability, and real-world constraints.

• Strong editorial judgment and writing skills, with experience clarifying, synthesizing, and polishing complex guidance so it is understandable and actionable for a staff audience.

• Experience establishing and enforcing editorial and content standards, including tone, structure, page types, and quality thresholds, without turning governance into bureaucracy.

• Comfort operating in messy, evolving information environments, where guidance is incomplete, competing, or changing, and where judgment matters more than rigid process.

• Fluency designing information flows across multiple channels, with a clear sense of when to centralize, curate, summarize, cross-link, or retire content rather than duplicate it.

• Experience using systems, metadata, audience targeting, and automation to improve information discovery, reduce manual maintenance, and support content currency over time.

• A track record of partnering with senior leaders and content owners, influencing without formal authority, and navigating competing priorities.

• Strong collaboration skills working alongside Technology partners while retaining clear business ownership of standards and quality.

• A systems mindset, attention to detail, and the ability to zoom between strategic intent and hands-on execution.

• A commitment to College Board's mission and to improving staff effectiveness in service of students.

• Ability to travel2-4times a year on behalf of College Board business

All positions at College Board require

• A passion for expanding educational and career opportunities and mission-driven work.

• Authorization to work in the United States for any employer.

• Curiosity and enthusiasm for emerging technologies, with a willingness to experiment with and adopt new AI-driven solutions, and comfort learning and applying new digital tools independently and proactively.

• Clear and concise communication skills, written and verbal.

• A learner's mindset and a commitment to growth: welcoming diverse perspectives, giving and receiving timely, respectful feedback, and continuously improving through iterative learning and user input.

• A drive for impact and excellence: solving complex problems, making data-informed decisions, prioritizing what matters most, and continuously improving through learning, user input, and external benchmarking.

• A collaborative and empathetic approach: working across differences, fostering trust, and contributing to a culture of shared success.

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About Our Process

• Application review will begin immediately and will continue until the position is filled.

• While the hiring process may vary, it generally includes resume and application submission, a recruiter phone or video screen, a hiring manager interview, a performance exercise, a panel interview, a conversation with leadership, and reference checks.

About Our Benefits and Compensation

College Board offers a competitive benefits and compensation program that attracts top talent looking to make a difference in education. As a self-sustaining non-profit, we believe in compensating employees equitably in relation to each other, their qualifications, their impact, and the relevant market.

The hiring range for a new employee in this position is $80,000 to $130,000. College Board differentiates salaries by location, so where you live will narrow the portion of this range in which you can expect a salary.

Your salary will be carefully determined based on your location, relevant experience, the external labor market, and the pay of College Board employees in similar roles. College Board strives to provide our best offer up front based on this criteria.

Your salary is only one part of all that College Board offers, including but not limited to:

• A comprehensive package designed to support the well-being of employees and their families and promote education. Our robust benefits package includes health, dental, and vision insurance, generous paid time off, paid parental leave, fertility benefits, pet insurance, tuition assistance, retirement benefits, and more.

• Recognition of exceptional performance through annual bonuses, salary growth over time through market increases, and opportunities for merit raises and promotions based on increased scope of responsibility.

• A job that matters, a team that cares, and a place to learn, innovate, and thrive.

You can expect to have transparent conversations about benefits and compensation with our recruiters throughout your application process.

Originally posted on Himalayas