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UNIV - Program Manager II - College of Pharmacy

This position is responsible for creating, planning, developing, managing, coordinating, implementing and evaluating a comprehensive fundraising program to ensure maximum fundraising potential is achieved for the MUSC College of Pharmacy. This position reports to the Dean of the College of Pharmacy. The position, as facilitated by the Dean and Dean’s Administrative team of the College of Pharmacy works with faculty, staff, alumni and students, Institutional Advancement staff, and University leadership and administration. Primary emphasis is on successful major gift identification, cultivation, solicitation, and stewardship while managing relationships in an integrated fashion to increase understanding and support among the College’s key constituents – including faculty, staff and students; alumni and friends; members of the community and philanthropic entities of all types – to ensure the College of Pharmacy at the Medical University of South Carolina is highly visible among target audiences.

All gift procurement efforts and activities shall be aligned directly to the stated philanthropic funding priorities and initiatives of the Dean of the MUSC College of Pharmacy with the support of Institutional Advancement (IA). This is a dynamic plan and may include such giving opportunities as building renovations, endowed chairs and distinguished professorships, student scholarships, programmatic endowments, faculty and student development, and unrestricted needs. This position works collaboratively, as well as independently, with the Dean, College of Pharmacy, the Executive Director of Institutional Advancement, and Senior Director of Constituent Engagement. This requires conferring with the Dean and/or the Executive Director of IA to define short- and long-term goals and objectives for COP. In order to create synergy this position meets regularly with IA Staff and other MUSC Development officers to better understand philanthropy across the enterprise and includes meetings, retreats, function-based training, etc. Job performance is reviewed throughout the year and annually to determine actual performance to meet previously defined goals and objectives.

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