Development Director (Full-Time)

Description

JOB TITLE: Development Director (Full-Time)

REPORTS TO: Chief Development Officer

SCHEDULE: Monday to Friday (8:00 am to 4:30 pm); evenings and weekends required around events

LOCATION: Fair Oaks, Pasadena, CA. Hybrid (in-office and remote); regular travel to centers, event venues, and donor/sponsor meetings required.

STATUS: Full-Time, 40 hrs/wk, Exempt

DRIVER POSITION: No

SALARY RANGE: $120,000 - $135,000 Annually

NOTE: To be considered for this position, all applicants must submit a cover letter and portfolio in addition to a resume. 

ABOUT US:

At AbilityFirst, we are dedicated to helping individuals with disabilities achieve their personal best. Our mission is to look beyond disabilities, focus on capabilities, and expand possibilities. We believe that strong, clear, and authentic communication is essential to advancing our mission, strengthening community trust, and expanding our impact.

ABOUT THE ROLE:

The Development Director is a senior member of AbilityFirst's fundraising leadership, partnering with the Chief Development Officer to turn development strategy into consistent, measurable results. The Director owns the signature events and sponsorship program, leads corporate partnership strategy, oversees annual giving and donor data, and supports the CDO in growing major and planned gifts. The Director leads a team of three, with two direct reports, and manages day-to-day department operations.

We're looking for an experienced fundraising leader who can set strategy and roll up their sleeves: someone equally at home leading a volunteer committee, making a sponsorship ask, and using donor data to decide where the team should focus next.

KEY RESPONSIBILITIES:

Events & Sponsorships

• Lead AbilityFirst's signature fundraising events, setting strategy, revenue goals, and success metrics for each, and build the annual events calendar with the CDO.
• Own sponsorship strategy and revenue across all events, personally cultivating and securing lead sponsors while guiding staff on exhibitor, corporate, and in-kind partnerships.
• Lead event steering committees, setting agendas, driving decisions, and keeping volunteers engaged and accountable.
• Manage event budgets and vendor contracts in coordination with Finance.

Corporate Partnerships

• Partner with the Grant Writer to build a proactive corporate engagement strategy that brings together sponsorships, grants, employee volunteering, and other partnership opportunities.
• Identify and cultivate new corporate partners and develop coordinated outreach and stewardship plans that grow multi-year relationships.
• Work with the Senior Volunteer Coordinator to create corporate volunteer opportunities that support both engagement and revenue goals.

Individual Giving

• Partner with the CDO on major gifts: prepare donor briefings and moves-management plans, identify and qualify prospects surfaced through data and events, and represent the department at cultivation and stewardship meetings.
• Support the CDO in building a planned giving pipeline from existing donors.
• Oversee the annual giving and direct mail program in partnership with Marketing, from segmentation and messaging through results analysis.
• Review donor-facing communications, including e-blasts, event promotion, and campaign materials, for accuracy, tone, and alignment with development strategy.
• Ensure timely acknowledgment, recognition, and stewardship for donors at every level.

Donor Data & Insights

• Use Salesforce reporting and donor data to identify trends, segments, and gaps across the giving pipeline, and turn findings into recommendations for the CDO and team.
• Oversee gift processing, acknowledgments, reporting, and database integrity, supervising the Donor Engagement Specialist's work in these areas.

Team Leadership & Operations

• Supervise, coach, and manage the performance of the Associate Director of Development and the Donor Engagement Specialist.
• Manage day-to-day department operations.
• Partner with the CDO on annual budgets for events, annual giving, and corporate partnerships, and monitor revenue and expenses throughout the year.
• Uphold ethical fundraising practices and donor confidentiality across the department.
• Serve as a visible ambassador for AbilityFirst at community and sector events.

Other Responsibilities

• Other duties and responsibilities as assigned to support the mission and strategic priorities of AbilityFirst.

Requirements

QUALIFICATIONS:

• Bachelor's degree, or an equivalent combination of education and progressively responsible development experience is preferred.
• 7+ years of progressive nonprofit development experience, including at least 3 years supervising staff is required.
• Demonstrated success leading fundraising events end to end, including sponsorship acquisition and volunteer committee leadership is required.
• Track record of securing five- and six-figure gifts from individuals, corporations, and foundations is required.
• Experience managing annual giving and direct mail programs; working knowledge of planned giving is required.
• Proficiency with a donor CRM (Salesforce preferred) and comfort using data to guide fundraising decisions is required.
• Experience working with boards and volunteer committees is preferred.
• Excellent written and verbal communication and relationship-building skills.
• Strong judgment and the ability to manage competing priorities and deadlines while maintaining donor confidentiality.
• Valid California driver's license with a clean driving record.

PREFERRED:

• CFRE certification.
• Experience partnering with a CDO or executive on major-gift strategy.
• Experience building corporate partnership programs (sponsorships, cause marketing, employee engagement).
• Marketing or communications experience, including donor-facing content and brand consistency.

SPECIAL CONDITIONS:

Mandated Reporting Requirements: the person holding this position is considered a mandated reporter under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 Revised July 21, 2017 as a condition of employment. 

Senate Bill No. 792 amended Sections 1597.055 and 1597.54 of, and added Sections 1596.7995 and 1597.622 to, the Health and Safety Code, relating to day care facilities. This requires that all employees working in day care facilities be vaccinated for Pertussis (Whooping Cough), Measles and Influenza. On an annual basis you are required to show proof that you have received the flu vaccine or complete the Employee Certification of Declining Vaccination. AbilityFirst encourages all employees to get vaccinated against the flu, if a doctor has said it is safe for you to do so. Candidates selected for this position will be required to successfully complete the following as a condition of employment:

• TB Test 
• Live Scan (fingerprinting/background check) 
• Drug Screening 
• Required vaccinations: Hepatitis B, TDaP, and MMR 
• Physical / fitness-for-duty clearance

Driver Positions:

Applicants are required to provide a copy of their driving record from the Department of Motor Vehicles, along with a copy of their valid driver’s license and proof of insurance. Job offers are contingent upon a satisfactory driving record. Examples of an unsatisfactory driving record include:

• Suspended or revoked license
• Three or more moving violations in the past 36 months
• Any violations, including drugs, alcohol, controlled substances, within the past 24 months
• Reckless driving, including hit and runs, within the past 24 months
• At fault accidents, resulting in fatality or serious injury, within the past 5 years

The motor vehicle record will need to include a review of all states listed on the individual's employment application and resume. See instructions on obtaining your driving record below:

https://www.dmv.ca.gov/portal/customer-service/request-vehicle-or-driver-records/online-driver-record-request/

For driver positions, driving is an essential job function and cannot be reasonably accommodated, employment may be discontinued.

NOTE: All staff members will be considered introductory employees for the first three months of employment and will not be considered regular employees until the conclusion of this period. Ability First reserves the right to extend an employee’s introductory period. In no way does the expiration of this introductory period change the fact that all employees are at-will. It is the supervisor’s responsibility to orient the employee and to communicate the expectations of the supervisor and Ability First, as well as to evaluate whether the employee has the necessary level of skill, job knowledge, motivation, and attitude to become a regular member of the Ability First staff. New employees are also encouraged to seek guidance and assistance during this period. Employees who fail to demonstrate the expected commitment, performance and attitude may be terminated at any time during the introductory period. However, completion of the introductory period does not change or alter the “at-will” employment status. Employees continue to have the right to terminate their employment/business relationship at any time, with or without cause or notice, and Ability First has the same right. The organization, in its sole discretion, may change the job duties, responsibilities and assignments of any position, at any time.

BENEFITS & PERKS:

Ability First offers a competitive benefit package including comprehensive health coverage, 403b with agency contribution, and vacation/sick time. We also offer unique perks including weekly meditation/mindfulness and professional development opportunities that are tailored to your individual career growth. 

EEO STATEMENT:

All aspects of employment including the decision to hire, promote, discipline, or discharge, will be based on merit, competence, performance, and business needs. Ability First does not discriminate on the basis of any protected status under federal, state, or local law. 

Ability First is an equal opportunity employer committed to a diverse and inclusive workforce. In addition, the organization will consider employment-qualified applicants with criminal histories in a manner consistent with the requirements of the Los Angeles Fair Chance Initiative for Hiring.

Please include references in your application