Development Director

Under the direction of the Chief Development Officer (CDO), the Development Director is responsible for the day-to-day leadership, management, execution, and performance of all development operations for MCHS. The Development Director oversees revenue generation, team performance, development systems, event strategy execution, donor pipeline development, and CRM integrity to ensure the successful implementation of the organization’s annual and long-term fundraising plans. This position serves as the operational leader of the Development Department and ensures alignment of staff activities with the strategic direction established by the CDO and Leadership Team.

II. DUTIES & ESSENTIAL JOB FUNCTIONS

A. Department Leadership & Staff Management

• Directly supervise and manage Development Officers and Development Coordinators
• Establish clear revenue goals and performance expectations for each direct report
• Conduct regular one-on-one meetings, performance evaluations, and professional development planning
• Build a high-performance, accountable, and collaborative team culture
• Provide coaching and mentorship in donor strategy, pipeline management, and relationship development
• Ensure appropriate delegation of responsibilities and workload distribution
• Participate in hiring, onboarding, training, and disciplinary processes in partnership with the CDO

B. Revenue Strategy Execution & Performance Management

• Lead execution of the annual development plan in alignment with CDO strategy
• Develop and monitor department-wide revenue forecasts and projections
• Track progress toward annual and campaign-specific revenue goals
• Hold Development Officers accountable for portfolio management, donor movement, and revenue results
• Oversee implementation of cultivation, solicitation, and stewardship strategies
• Monitor fundraising trends and adjust tactical strategies to maximize revenue performance
• Provide regular performance and revenue reports to the CDO

C. Donor, Grant & Data Strategy Oversight

• Oversee donor pipeline development and moves management systems across all giving segments
• Support Development Officers in strategy development for major gifts and high-capacity prospects
• Ensure structured cultivation, solicitation, and stewardship systems are implemented and tracked
• Assist in maintaining grant calendar, proposal strategy alignment, submission timelines, and compliance reporting in collaboration with the Grant Writer and CDO
• Review grant proposals prior to submission to the CDO
• Ensure accurate revenue tracking, forecasting, and reconciliation across all fundraising channels
• Maintain oversight of CRM integrity, reporting standards, gift processing accuracy, acknowledgement processes, revenue reconciliation, and development analytics
• Identify and implement process improvements to strengthen development systems and infrastructure
• Ensure timely and accurate internal revenue reporting

D. Event & Volunteer Strategy Oversight

• Provide strategic oversight for special events, including the annual gala, curated donor events, program and volunteer events, and more
• Ensure event revenue goals, sponsorship targets, and engagement strategies are clearly defined
• Oversee volunteer engagement strategy in partnership with Coordinators
• Ensure events support donor pipeline growth and long-term relationship development
• Monitor event ROI and recommend improvements

E. Cross-Department Collaboration & External Representation

• Represent the Development Department in internal leadership discussions as assigned by the CDO
• Represent MCHS at donor meetings, community engagements, corporate partnerships, and fundraising events
• Support the CDO in strengthening community visibility and philanthropic positioning
• Ensure consistent communication between Development and other departments

III. BASIC COMPETENCIES

Education and Experience

• Bachelor’s degree from an accredited college or university required
• Minimum of five (5) years of progressive experience in fundraising and development
• Minimum of three (3) years of supervisory or team leadership experience preferred
• Demonstrated success managing revenue goals and development teams
• Must meet the State’s Moral Character standard

Knowledge Requirements

• Principles and practices of comprehensive fund development operations
• Revenue forecasting and budget management
• Donor pipeline and moves management strategy
• Event revenue modeling and sponsorship strategy
• Grant lifecycle management
• CRM systems and development reporting
• Strategic and tactical planning

Skills and Abilities Needed

• Strong leadership and team management capabilities
• Ability to hold staff accountable while maintaining a supportive culture
• Advanced relationship-building and donor strategy skills
• Strong analytical and financial forecasting abilities
• Excellent written and verbal communication skills
• High degree of integrity and confidentiality
• Ability to manage multiple priorities and meet deadlines
• Collaborative, strategic, and solutions-oriented mindset
• Ability to work flexible hours, including some evenings and weekends

IV. JOB SETTING

The work environment described here is representative of that which an employee will typically encounter during a normal shift. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

V. Other Information

MCHS is an equal opportunity employer where employment is based upon personal capabilities and qualifications without discrimination because of race, ethnicity, religion, sex, age, marital status, national origin, disability, sexual orientation, veteran status, or any other protected characteristics as established by law. This policy extends to all policies and procedures related to the recruitment and hiring, compensation, benefits, termination, and all other terms and conditions of employment. Furthermore, this description is a summary of the responsibilities, duties, skills, experience abilities, and qualifications associated with this position. It is not an exhaustive list and may be changed at any time at the discretion of the CEO. Employment is still considered at-will in which MCHS or the employee may with or without notice, with or without reason terminate employment. MCHS reserves the right to modify job duties or job descriptions at any time.