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    Major Gifts Officer - San Francisco, United States - Salvation Army

    Salvation Army
    Salvation Army San Francisco, United States

    3 weeks ago

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    Description

    OVERVIEW:

    The Major Gifts Officer is part of the exploratory capital campaign leadership team and is an external-facing relationship manager and fundraiser for high-net-worth individuals.

    This role will help lead the expansion of the major gift program by modeling excellent capital campaigns and major gift prospect fundraising, providing informal coaching, partnering with other fundraisers and the board, and offering strategic input.

    The position will begin with a caseload of 75 prospects which will grow to up to 125 donors with the potential to pledge $500,000 or more spread over multiple years.

    The Major Gifts Officer will play a key role in a potential capital campaign and by extension all major fundraising efforts.


    DUTIES AND RESPONSIBILITIES:


    Models collaborative major gift fundraising by joining existing Army donor relationships in a way that expands donor interests and supports their current relationships with the Army and development staff; similarly, this role will initiate new donor relationships that include other Army leadership, board members, and development staff to broaden the donor experience and deepen commitments.

    Manages a caseload of up to 125 assigned and qualified donors, following the agreed-upon cultivation plan that is specific to each donor and prospect and working, as appropriate, with divisional leadership, campaign counsel, major gift officers, and the board to secure visits with those in their peer networks who are assignedLeads in the one-to-one solicitation, jointly with the Officer(s) and Program Director as needed; oversees gift acknowledgment and stewardship communicationsPartners closely with and act on the advice of development and/or campaign counsel.

    Execute strategies and plans designed by counsel that are adopted by The Salvation Army's leadershipProvides written proposals as needed and collaborates with other Army staff and/or volunteer leadership as appropriateWorks with board and volunteers to identify and meet new potential capital and major prospects.

    Works with the research manager at Territorial Head Quarters (THQ) and local staff to drive prospect research and develop donor profilesPartners closely with The Way Out (TWO) Program Director and other program and development staff to ensure donors receive compelling, accurate, and timely updates and messages about Army programs and outcomesPartners closely with the Director of Development (DoD) and Marketing Director to ensure close collaboration to ensure all fundraising activities support and advance capital major donor strategies while also growing annual operating supportWorks in close collaboration with local officers, program, finance, and fundraising staff to present local Army resource development needs that correspond to where donors and prospects reside, while always being attentive to donor interests and attentive to fiduciary responsibilitiesCommunicate and report to the donor database all significant interactions as requiredKeeps detailed records in all appropriate databases and tracking spreadsheetsEnsures excellent customer service is provided to all donorCommunicates effectively and regularly with Officer leadership on all relevant issues.

    Conducts tours of Salvation Army Facilities with donors and facilitates face-to-face interaction with Division leadershipOther related duties as required


    COMPENSATION:
    $130,000 - $145,000


    EDUCATION AND EXPERIENCE:
    CA driver's license (required)Bachelor's degree or comparable experienceDemonstrated ability to cultivate high-net-worth individuals strategically, following the best practices in major and capital donor cultivationExperience cultivating multiple major and/or capital donors of 6-figures or more as their primary responsibility (5 years)Experience successfully and directly cultivating donors of 7-figures or more


    SKILLS AND ABILITIES:
    Ability to work with a diverse donor base and workforceAbility to maintain the highest level of integrity and confidentialityKnowledge of The Salvation Army programs and ministryProficiency and computer literacy in Microsoft Office, including PowerPoint, Word and Excel, and fundraising databases


    PHYSICAL REQUIREMENTS:
    Ability to lift up to 25 lbs. (usually file boxes)


    EQUIPMENT USED:

    Modern Office Equipment and Relevant SoftwareADA Statement:Qualified individuals must be able to perform the essential duties of the position with or without accommodation.

    A qualified person with a disability may request a modification or adjustment to the job or work environment in order to meet the physical requirements of the position.

    The Salvation Army will attempt to satisfy requests if the accommodation needed is reasonable and no undue hardship would result.


    Acknowledgment of Religious Purposes of The Salvation Army:
    Please note that The Salvation Army has a religious purpose and status as a church.

    We ask our employees that they do nothing to their relationship with The Salvation Army to undermine its religious mission.

    Employees must agree and understand that their services are a necessary part of The Army's religious purposes and their work-related conduct must not conflict with, interfere with, or undermine such religious programs or The Army's religious purposes.


    At-Will:


    Any employment relationship with this organization is of an "at-will" nature, which means that an Employee may resign at any time and the Employer may discharge an Employee at any time with or without cause.

    It is further understood that this "at will" employment relationship may not be changed by any written document or by conduct unless such change is specifically acknowledged in writing by an authorized executive of this organization.

    Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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 c)
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