Director of Philanthropy
for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to decide which sections apply.
The posting includes: Essential Job Duties (list of duties). Also includes "Marginal Job Duties" (other duties as assigned). Also includes "JOB SPECIFICATIONS" with Education, Licensure, Experience, Skills, Physical Effort, Hours of Work, Travel. Also includes EEO statement (to remove). No explicit Benefits, Pay, Schedule sections (though Hours of Work includes schedule info). The instruction: include a section ONLY when posting has real, specific content for it. So we can have sections: Responsibilities (essential duties), Requirements (maybe education/experience), Qualifications (maybe skills?), Skills (maybe separate). But we need to avoid duplication. Let's map:
- About the role: maybe a brief summary? Not present. Could omit.
- Responsibilities: essential duties list.
- Requirements: maybe education, licensure, experience.
- Qualifications: maybe skills? But we also have Skills section.
Better to follow typical headings: Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule.
We have content for Responsibilities (essential duties). For Requirements: education, licensure, experience. For Qualifications: maybe leadership? But we could put leadership under Requirements? Actually "Leadership & Talent Development" is part of duties. Could be part of Responsibilities.
Qualifications could be "Physical Effort" etc? Not typical. Might be better to put Education/Experience under Requirements, Skills under Skills, and maybe "Hours of Work" under Schedule (since schedule info). Benefits: none. Pay: none.
Thus we will output sections: Responsibilities, Requirements, Skills, Schedule.
Check if any content for Benefits/Pay: none, so omit.
We must not repeat job title. No ID.
We need to use for each section heading. Use - for any list of duties/requirements/benefits. Use
for prose.
We need to preserve all substantive information, not invent or summarize away detail. Remove boilerplate: EEO statement, "Note: This job description is not designed to cover..." maybe that's boilerplate? It's a note about not comprehensive; could be considered boilerplate but it's part of description. Might keep? It's not essential. Probably remove as it's generic. Also "Marginal Job Duties Performs other duties as assigned." That's generic; could be considered boilerplate but it's a duty. Might keep as a bullet under Responsibilities? It's a duty but generic. Might keep as a bullet.
We need to format duties as list.
Let's extract duties:
Essential Job Duties (list):
- Development of the organization's comprehensive philanthropy strategy, annual fundraising plan, and major gift goals.
- Develop and manage a portfolio of donors, leading cultivation, solicitation, and stewardship efforts to secure major individual and Corporate partnerships.
- Implement structured donor engagement strategies, including moves management, pipeline reporting, while collaborating with executive leadership as needed to advance high level donor strategies and increase the level and frequency of major gift commitments
- Develop and manage annual major gift revenue goals, campaign objectives, donor pipeline projections, and fundraising forecasts.
- Growth Funding Campaign Strategy
- Lead planning and execution for multiple concurrent capital priorities to support facility development, new site expansion, and organizational growth (e.g., a building renovation, a site under construction, and an additional site breaking ground).
- Lead pre‑campaign planning and readiness efforts, including development of case statements, gift tables, and collateral, and coordination of staff volunteer committees/councils as appropriate.
- Manage planning/feasibility processes for capital initiatives, including coordinating internal efforts and partnering with leadership on vendor selection and engagement when external counsel is required.
- Revenue Growth & Strategic Partnerships
- Develop and implement planned giving strategies and supporting policies to strengthen long-term philanthropic sustainability.
- Identify, cultivate, and close DAF (donor‑advised fund) gifts and foundational policies for future endowment growth.
- Partner with Growth & Development staff to enhance storytelling, case materials, and donor engagement strategies.
- Stewardship, Systems & Infrastructure
- Strengthen donor stewardship and retention by creating high‑touch experiences for key donors and corporate partners.
- Establish and maintain fundraising systems and infrastructure, including policies, forecasting, reporting, and effective use of customer relationship management tools (e.g., Bloomerang, Raiser’s Edge, etc.) to support transparency and informed decision-making.
- Team Leadership & Collaboration
- Lead and coach the Fund Development Manager to ensure alignment across events, annual appeals, grants, and major gifts.
- Collaborate within the Growth & Development team (Marketing/Comms and Grants & Projects) and with executives to establish foundation funding priorities aligned with organizational fundraising strategy and present annually to the Board as needed.
- Develop and convene campaign/volunteer committees to extend reach and influence.
- Leadership & Talent Development
- Provides strategic leadership and direct supervision of assigned staff by establishing priorities, setting performance expectations, and ensuring alignment with departmental and organizational goals.
- Interviews, selects, onboards, develops, and retains high-performing staff. Promotes employee growth and professional development by identifying training opportunities, mentoring staff, and supporting career development.
- Conducts performance evaluations, provides ongoing coaching and constructive feedback, and addresses performance concerns through appropriate corrective action and development planning.
Marginal Job Duties: Performs other duties as assigned.
Now JOB SPECIFICATIONS:
Education: Bachelor’s degree in Business, Communications, Finance, Political Science, or a related field.
Licensure: None required. Certified Fund Raising Executive (CFRE) preferred
Experience: Minimum of five (5) years of fundraising experience; or, in lieu of a degree, seven (7) years of progressively responsible fundraising experience with a strong focus on major gifts. Minimum one (1) year of leadership experience.
Skills: Demonstrated success securing 5‑ and 6‑figure gifts and conducting direct, in‑person solicitations. Experience contributing to (or leading) capital initiatives; ability to craft gift tables and cases for support.
Interpersonal Skills: Proven ability to engage corporate and high‑net‑worth stakeholders; comfort with C‑suite conversations and complex asks.
Physical Effort: Must be able to sit, stand, and or walk for an entire workday. Must be able to lift, carry, push, pull, and or twist while holding up to 25 lbs. frequently.
Hours of Work: Full time; Flexible and varied. Ability to work occasional evenings or weekends for donor events, site visits, luncheons, and community activities. Hybrid scheduling and/or telecommuting may be available after training period at manager’s discretion.
Travel: Valid Michigan driver's license and reliable transportation. Travel throughout GLBHC's service area required. Evening and weekend travel may be required for fundraising events, community activities, and donor engagement.
Now we need to map to sections.
Responsibilities: list of essential duties (maybe also marginal). We'll put essential duties as
- . Marginal could be a separate bullet.
Requirements: Education, Licensure, Experience.
Skills: Skills, Interpersonal Skills, Physical Effort? Physical Effort maybe under Requirements? But it's more like a requirement. Could put under Requirements as well. However we have a Skills section for skills. Physical Effort is not a skill but a requirement. Could put under Requirements.
Schedule: Hours of Work (including flexible, occasional evenings/weekends, hybrid scheduling). Also Travel maybe under Schedule? Travel is separate but could be under Schedule? Might be better to have a Travel section but not in allowed headings. Could fold Travel into Schedule as part of work expectations. But the instruction: only use allowed headings. So we can put Travel under Schedule as part of schedule info. Or we could create a separate section but not allowed. So we incorporate Travel into Schedule
.
Benefits: none -> omit.
Pay: none -> omit.
Now we need to ensure we don't include filler like "commensurate with experience". Not present.
Now produce HTML:
Responsibilities
- Development of the organization's comprehensive philanthropy strategy, annual fundraising plan, and major gift goals.
- Develop and manage a portfolio of donors, leading cultivation, solicitation, and stewardship efforts to secure major individual and Corporate partnerships.
- Implement structured donor engagement strategies, including moves management, pipeline reporting, while collaborating with executive leadership as needed to advance high level donor strategies and increase the level and frequency of major gift commitments
- Develop and manage annual major gift revenue goals, campaign objectives, donor pipeline projections, and fundraising forecasts.
- Lead planning and execution for multiple concurrent capital priorities to support facility development, new site expansion, and organizational growth (e.g., a building renovation, a site under construction, and an additional site breaking ground).
- Lead pre‑campaign planning and readiness efforts, including development of case statements, gift tables, and collateral, and coordination of staff volunteer committees/councils as appropriate.
- Manage planning/feasibility processes for capital initiatives, including coordinating internal efforts and partnering with leadership on vendor selection and engagement when external counsel is required.
- Develop and implement planned giving strategies and supporting policies to strengthen long-term philanthropic sustainability.
- Identify, cultivate, and close DAF (donor‑advised fund) gifts and foundational policies for future endowment growth.
- Partner with Growth & Development staff to enhance storytelling, case materials, and donor engagement strategies.
- Strengthen donor stewardship and retention by creating high‑touch experiences for key donors and corporate partners.
- Establish and maintain fundraising systems and infrastructure, including policies, forecasting, reporting, and effective use of customer relationship management tools (e.g., Bloomerang, Raiser’s Edge, etc.) to support transparency and informed decision-making.
- Lead and coach the Fund Development Manager to ensure alignment across events, annual appeals, grants, and major gifts.
- Collaborate within the Growth & Development team (Marketing/Comms and Grants & Projects) and with executives to establish foundation funding priorities aligned with organizational fundraising strategy and present annually to the Board as needed.
- Develop and convene campaign/volunteer committees to extend reach and influence.
- Provides strategic leadership and direct supervision of assigned staff by establishing priorities, setting performance expectations, and ensuring alignment with departmental and organizational goals.
- Interviews, selects, onboards, develops, and retains high-performing staff. Promotes employee growth and professional development by identifying training opportunities, mentoring staff, and supporting career development.
- Conducts performance evaluations, provides ongoing coaching and constructive feedback, and addresses performance concerns through appropriate corrective action and development planning.
- Performs other duties as assigned.
Requirements
- Education: Bachelor’s degree in Business, Communications, Finance, Political Science, or a related field.
- Licensure: None required. Certified Fund Raising Executive (CFRE) preferred
- Experience: Minimum of five (5) years of fundraising experience; or, in lieu of a degree, seven (7) years of progressively responsible fundraising experience with a strong focus on major gifts. Minimum one (1) year of leadership experience.
- Physical Effort: Must be able to sit, stand, and or walk for an entire workday. Must be able to lift, carry, push, pull, and or twist while holding up to 25 lbs. frequently.
Skills
- Demonstrated success securing 5‑ and 6‑figure gifts and conducting direct, in‑person solicitations. Experience contributing to (or leading) capital initiatives; ability to craft gift tables and cases for support.
- Interpersonal Skills: Proven ability to engage corporate and high
- for any list of duties/requirements/benefits. Use
for prose. We need to preserve all substantive information, not invent or summarize away detail. Remove boilerplate: EEO statement, "Note: This job description is not designed to cover..." maybe that's boilerplate? It's a note about not comprehensive; could be considered boilerplate but it's part of description. Might keep? It's not essential. Probably remove as it's generic. Also "Marginal Job Duties Performs other duties as assigned." That's generic; could be considered boilerplate but it's a duty. Might keep as a bullet under Responsibilities? It's a duty but generic. Might keep as a bullet. We need to format duties as list. Let's extract duties: Essential Job Duties (list): - Development of the organization's comprehensive philanthropy strategy, annual fundraising plan, and major gift goals. - Develop and manage a portfolio of donors, leading cultivation, solicitation, and stewardship efforts to secure major individual and Corporate partnerships. - Implement structured donor engagement strategies, including moves management, pipeline reporting, while collaborating with executive leadership as needed to advance high level donor strategies and increase the level and frequency of major gift commitments - Develop and manage annual major gift revenue goals, campaign objectives, donor pipeline projections, and fundraising forecasts. - Growth Funding Campaign Strategy - Lead planning and execution for multiple concurrent capital priorities to support facility development, new site expansion, and organizational growth (e.g., a building renovation, a site under construction, and an additional site breaking ground). - Lead pre‑campaign planning and readiness efforts, including development of case statements, gift tables, and collateral, and coordination of staff volunteer committees/councils as appropriate. - Manage planning/feasibility processes for capital initiatives, including coordinating internal efforts and partnering with leadership on vendor selection and engagement when external counsel is required. - Revenue Growth & Strategic Partnerships - Develop and implement planned giving strategies and supporting policies to strengthen long-term philanthropic sustainability. - Identify, cultivate, and close DAF (donor‑advised fund) gifts and foundational policies for future endowment growth. - Partner with Growth & Development staff to enhance storytelling, case materials, and donor engagement strategies. - Stewardship, Systems & Infrastructure - Strengthen donor stewardship and retention by creating high‑touch experiences for key donors and corporate partners. - Establish and maintain fundraising systems and infrastructure, including policies, forecasting, reporting, and effective use of customer relationship management tools (e.g., Bloomerang, Raiser’s Edge, etc.) to support transparency and informed decision-making. - Team Leadership & Collaboration - Lead and coach the Fund Development Manager to ensure alignment across events, annual appeals, grants, and major gifts. - Collaborate within the Growth & Development team (Marketing/Comms and Grants & Projects) and with executives to establish foundation funding priorities aligned with organizational fundraising strategy and present annually to the Board as needed. - Develop and convene campaign/volunteer committees to extend reach and influence. - Leadership & Talent Development - Provides strategic leadership and direct supervision of assigned staff by establishing priorities, setting performance expectations, and ensuring alignment with departmental and organizational goals. - Interviews, selects, onboards, develops, and retains high-performing staff. Promotes employee growth and professional development by identifying training opportunities, mentoring staff, and supporting career development. - Conducts performance evaluations, provides ongoing coaching and constructive feedback, and addresses performance concerns through appropriate corrective action and development planning. Marginal Job Duties: Performs other duties as assigned. Now JOB SPECIFICATIONS: Education: Bachelor’s degree in Business, Communications, Finance, Political Science, or a related field. Licensure: None required. Certified Fund Raising Executive (CFRE) preferred Experience: Minimum of five (5) years of fundraising experience; or, in lieu of a degree, seven (7) years of progressively responsible fundraising experience with a strong focus on major gifts. Minimum one (1) year of leadership experience. Skills: Demonstrated success securing 5‑ and 6‑figure gifts and conducting direct, in‑person solicitations. Experience contributing to (or leading) capital initiatives; ability to craft gift tables and cases for support. Interpersonal Skills: Proven ability to engage corporate and high‑net‑worth stakeholders; comfort with C‑suite conversations and complex asks. Physical Effort: Must be able to sit, stand, and or walk for an entire workday. Must be able to lift, carry, push, pull, and or twist while holding up to 25 lbs. frequently. Hours of Work: Full time; Flexible and varied. Ability to work occasional evenings or weekends for donor events, site visits, luncheons, and community activities. Hybrid scheduling and/or telecommuting may be available after training period at manager’s discretion. Travel: Valid Michigan driver's license and reliable transportation. Travel throughout GLBHC's service area required. Evening and weekend travel may be required for fundraising events, community activities, and donor engagement. Now we need to map to sections. Responsibilities: list of essential duties (maybe also marginal). We'll put essential duties as
- . Marginal could be a separate bullet.
Requirements: Education, Licensure, Experience.
Skills: Skills, Interpersonal Skills, Physical Effort? Physical Effort maybe under Requirements? But it's more like a requirement. Could put under Requirements as well. However we have a Skills section for skills. Physical Effort is not a skill but a requirement. Could put under Requirements.
Schedule: Hours of Work (including flexible, occasional evenings/weekends, hybrid scheduling). Also Travel maybe under Schedule? Travel is separate but could be under Schedule? Might be better to have a Travel section but not in allowed headings. Could fold Travel into Schedule as part of work expectations. But the instruction: only use allowed headings. So we can put Travel under Schedule as part of schedule info. Or we could create a separate section but not allowed. So we incorporate Travel into Schedule
. Benefits: none -> omit. Pay: none -> omit. Now we need to ensure we don't include filler like "commensurate with experience". Not present. Now produce HTML:
Responsibilities
- Development of the organization's comprehensive philanthropy strategy, annual fundraising plan, and major gift goals.
- Develop and manage a portfolio of donors, leading cultivation, solicitation, and stewardship efforts to secure major individual and Corporate partnerships.
- Implement structured donor engagement strategies, including moves management, pipeline reporting, while collaborating with executive leadership as needed to advance high level donor strategies and increase the level and frequency of major gift commitments
- Develop and manage annual major gift revenue goals, campaign objectives, donor pipeline projections, and fundraising forecasts.
- Lead planning and execution for multiple concurrent capital priorities to support facility development, new site expansion, and organizational growth (e.g., a building renovation, a site under construction, and an additional site breaking ground).
- Lead pre‑campaign planning and readiness efforts, including development of case statements, gift tables, and collateral, and coordination of staff volunteer committees/councils as appropriate.
- Manage planning/feasibility processes for capital initiatives, including coordinating internal efforts and partnering with leadership on vendor selection and engagement when external counsel is required.
- Develop and implement planned giving strategies and supporting policies to strengthen long-term philanthropic sustainability.
- Identify, cultivate, and close DAF (donor‑advised fund) gifts and foundational policies for future endowment growth.
- Partner with Growth & Development staff to enhance storytelling, case materials, and donor engagement strategies.
- Strengthen donor stewardship and retention by creating high‑touch experiences for key donors and corporate partners.
- Establish and maintain fundraising systems and infrastructure, including policies, forecasting, reporting, and effective use of customer relationship management tools (e.g., Bloomerang, Raiser’s Edge, etc.) to support transparency and informed decision-making.
- Lead and coach the Fund Development Manager to ensure alignment across events, annual appeals, grants, and major gifts.
- Collaborate within the Growth & Development team (Marketing/Comms and Grants & Projects) and with executives to establish foundation funding priorities aligned with organizational fundraising strategy and present annually to the Board as needed.
- Develop and convene campaign/volunteer committees to extend reach and influence.
- Provides strategic leadership and direct supervision of assigned staff by establishing priorities, setting performance expectations, and ensuring alignment with departmental and organizational goals.
- Interviews, selects, onboards, develops, and retains high-performing staff. Promotes employee growth and professional development by identifying training opportunities, mentoring staff, and supporting career development.
- Conducts performance evaluations, provides ongoing coaching and constructive feedback, and addresses performance concerns through appropriate corrective action and development planning.
- Performs other duties as assigned.
Requirements
- Education: Bachelor’s degree in Business, Communications, Finance, Political Science, or a related field.
- Licensure: None required. Certified Fund Raising Executive (CFRE) preferred
- Experience: Minimum of five (5) years of fundraising experience; or, in lieu of a degree, seven (7) years of progressively responsible fundraising experience with a strong focus on major gifts. Minimum one (1) year of leadership experience.
- Physical Effort: Must be able to sit, stand, and or walk for an entire workday. Must be able to lift, carry, push, pull, and or twist while holding up to 25 lbs. frequently.
Skills
- Demonstrated success securing 5‑ and 6‑figure gifts and conducting direct, in‑person solicitations. Experience contributing to (or leading) capital initiatives; ability to craft gift tables and cases for support.
- Interpersonal Skills: Proven ability to engage corporate and high
- . Marginal could be a separate bullet.
Requirements: Education, Licensure, Experience.
Skills: Skills, Interpersonal Skills, Physical Effort? Physical Effort maybe under Requirements? But it's more like a requirement. Could put under Requirements as well. However we have a Skills section for skills. Physical Effort is not a skill but a requirement. Could put under Requirements.
Schedule: Hours of Work (including flexible, occasional evenings/weekends, hybrid scheduling). Also Travel maybe under Schedule? Travel is separate but could be under Schedule? Might be better to have a Travel section but not in allowed headings. Could fold Travel into Schedule as part of work expectations. But the instruction: only use allowed headings. So we can put Travel under Schedule as part of schedule info. Or we could create a separate section but not allowed. So we incorporate Travel into Schedule