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Divisional Director of Development (DOD)

Job Details

Mission Statement

The Salvation Army, an international movement, is an evangelical part of the universal Christian church. Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination.

Position Summary

The Divisional Director of Development (DOD) has the responsibility to successfully lead all elements of the Development Department including all fund raising, public relations, marketing and advertising, social media, volunteerism and board engagement. The DOD is the lead advancement officer and is an essential part of divisional leadership team, participating on Command Finance Council (CFC) and leading all strategies to advance The Salvation Army as much as possible through annual support and breakthrough gifts, capital and endowment campaigns, planned giving, as well as through awareness-building, brand positioning and leadership networking. The DOD works cooperatively with the Territorial Executive Director of Development (TEDD) and territorial CRD staff to adhere to and implement territorial CRD programs, practices and policies.

Pay Range

$190K/yr. - $230K/yr.

Essential Functions

  • The DOD manages the total operation of the divisional development department, supervising all functions and staff with the department, including the following areas: Major Gifts, Planned Giving, Direct Mail, donor data management, social media, digital fund raising, public relations, advertising and marketing, volunteerism, special and major events, corporate giving, foundation grants, advisory boards, entertainment industry relationships, United Way relationships, etc.
  • The DOD establishes, seeks approval for, and manages the annual development plan as well as, department and function-specific activity goals, gifts production goals, strategic plans, planning calendars, budgets and other essential management activity in sync with divisional leadership, submitting regular reports as requested and monitoring progress with staff, adjusting as needed to maximize success.
  • The DOD creates as effective department team atmosphere which encourages cooperation, strategic thinking regular communication, professional growth, creativity and which instills healthy accountability for advances in resource development for and awareness of Army mission.
  • The DOD works with each member of the development team, as well as volunteers and consultants as appropriate, to lead the development and implementation of strategies that significantly advance the Army through each function outlined above.
  • The DOD oversees planning and implementation of strong direct/integrated marketing plan throughout the year and throughout the division as a solid foundation to all fund-raising efforts and constituent communications, resulting in consistent net gains each year.
  • The DOD contributes professionally as an essential participant on the divisional leadership team under the direction of the Divisional Commander (DC), attending CFC meeting and collaborating with leadership to advance the mission of the Army through effective planning, communication and facilitation of leadership involvement as appropriate in select PR and fund-raising activities.
  • The DOD will assist the DC as requested to serve as a staff liaison to the Los Angeles Metro Advisory Board, deploying staff as needed to effectively manage and support successful board communications, meetings, committees’ events and projects.
  • The DOD works with officers and advisory board leadership in the division to ensure best practices in board recruitment, orientation, standards, goal-setting, committee work, fund raising, and member engagement effectively.
  • The DOD is responsible for working with Corps and programs in the division that do not have an advisory board or council and assist in the creation, recruitment and training of boards and board leadership.
  • The DOD leads or supports successful planning and execution of capital and endowment campaigns, working with consultants, leadership, and volunteers as needed along with internal leadership, development staff and other key stakeholders.
  • The DOD and the development team works alongside Regional Offices in Orange County and San Diego County with leadership to develop and support strong PR and fund-raising practices in support of their respective counties’ growth, which should be in sync with overall divisional plans to ensure standardization of practices and uniformity, as necessary.
  • The DOD and development team works with Corps and social services programs leadership to support the achievement of their resource development and PR goals, coming alongside to support planning, coaching, and to help implement as feasible (grants development).
  • The DOD models and leads strong stewardship communications practices throughout the department with all categories of constituents, ensuring relationship management approaches are in place that earn the right to ask, and which inspire future giving through regular reports about the impact of gifts in people’s lives through The Salvation Army programs.
  • The DOD is an effective people manager, adhering to all HR policies, recommending new hires for strong, qualified staff, holding regular staff meeting while allowing staff to stay focused on their goals, supporting staff with resources, training, and guidance. Evaluating staff on an annual basis, recommending separation, and compensation changes as needed.
  • The DOD accesses research and data as a basis for charting directions, measuring progress, benchmarking against other divisions and organizations, monitoring trends, identifying, qualifying, rating, and developing strategies for approaching prospects for major and planned gifts.
  • The DOD manages and fulfills a communications and solicitation plan for a very select and limited caseload of assigned leadership donors and prospects (key board members) agreeing to individual donor fund raising goals.
  • The DEED works with internal (DC, Territorial CRD) and external (board volunteers) leadership, as appropriate, to develop and implement these plans, taking a team solicitation approach when necessary.
  • The DOD works cooperatively with the TEDD and other territorial CRD professional staff to develop and implement the territorial major gifts program and management structure, program standards and business practices and policies and does the same with other territorial initiatives/ programs.
  • The DOD supports major gifts and planned giving staff to develop team strategies for peer-to-peer cultivation and solicitation approaches, involving leadership volunteers and internal leadership as deemed appropriate based on prospect research/ strategies. Supports staff to develop research and briefing memos in preparation for team discussions. Works with prospect manager at THQ and any local staff who are trained to do research to develop donor profiles to inform “moves management” strategies and planning conversations. Communicates regularly with and works collaboratively with territorial major gifts management staff to ensure a strong major gifts program at the divisional level.
  • Works in close collaboration with Officers, programs, finance, and development staff to develop a portfolio of giving opportunities (cases for support) that documents funding needs in terms of real program costs, how dollars impact people, outcomes being achieved, short falls and exciting mission advancement opportunities. Supports and or works with team to present these opportunities to donors to effectively match donor interest with Army service delivery advancement needs. Ensures we remain attentive to fiduciary responsibilities in sync with finance and program staff.
  • Keeps leadership apprised of all significant interactions with donors, prospects and board leaders; consulting with leadership when needed to understand organizational priorities, to develop strategies that benefit both donors and the Army.
  • Stays driven towards goals and ensures a cohesive, comprehensive development strategy that effectively incorporates all of the various development functions.
  • Participates in professional training and territorial/national meeting and conferences as budget allows. Works cooperatively with territorial CRD leadership and staff on various initiatives and in keeping with territorial policies and CRD programs.
  • Ensures a strong office management and donor data system infrastructure is maintained, including continually updated portfolio donor files, reporting systems, attentive correspondence and timely gift acknowledgments, etc. In keeping with department policies and procedures. Ensures adherence to all divisional and territorial business practices and policies. Ensure excellent customer service is provided to donors through accessibility to staff and leadership, timely responsiveness quality in all interactions and personalized communications.
  • Supports a strong annual Christmas kettle campaign across the division through corps trainings, communication of corporate agreements and stipulations, support for volunteer recruitment and training, gathering of reporting information, approaches to locally-headquartered retail chains, media kick-off events that achieve high quantity media impressions, etc.
  • Works with staff and leadership to develop a strong public relations, events and branding positioning program that enhances public awareness, increases positive exposure to the Army, targets key audiences, communicates key messages at every opportunity, and strengthens the Army’s competitive positioning among the non-profit community.
  • Responsible for finding corporate or individual sponsors for the Rose Parade.
  • Performs other duties as assigned by the DC.
  • On time, regular attendance is a must along with flexible schedule to meet business fundraising needs.

Working Conditions

Must be able to sit, walk, stand, bend, squat, climb, kneel and twist on an intermittent or sometimes continuous basis. Must be able to grasp, push, pull objects such as files, file cabinet drawers, and reach overhead. Must be able to lift up to 25 lbs. Office environment with needed use of equipment such as computers, photocopiers, scanners, etc.

Minimum Qualifications

  • Bachelor’s degree required, Master’s degree in business or related field preferred.
  • 10 years of progressive fund-raising professional experience.
  • Major Gifts, Planned Giving, and Direct Mail experience preferred.
  • Proven expertise in developing and maintaining positive relationships.
  • Valid Driver’s License and annual company decision driving training required.
  • CFRE Certification a Plus.
  • Must embrace, support and reflect well on The Salvation Army’s Mission and values through one’s professional responsibilities and behavior at all times.

Skills, Knowledge & Abilities

  • Excellent written, verbal and interpersonal skills.
  • Demonstrates professional maturity and emotional intelligence.
  • Effective interpersonal, conversational, and presentation skills.
  • Strategic thinking and excellent problem-solving skills.
  • Case development and gift solicitation skills.
  • Goal oriented, Creative, self-starter.
  • Donor and volunteer service mentality.
  • Fundraising software and tool expertise.
  • Computer proficient.
  • Organized and inspiring team leader.

TO APPLYhttps://recruiting2.ultipro.com/SAL1002/JobBoard/bcc2e2d1-d94c-2041-4126-28086417eb0a/OpportunityDetail?opportunityId=b309e86e-88ac-4e87-b054-acda40a7b3c3

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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. 41 CFR 60-1.35(c)

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