Executive Director, Research & Relationship Management

• Understands current and future priorities, opportunities, challenges, and constraints that influence decision-making and program direction; coordinates with GW and DAR leadership to develop strategic fundraising plans that yield improved results and build organizational capacity.
• Individually and in collaboration with other DAR staff, performs complex data analyses at both the micro and macro levels and completes special projects to advance the prospect research and relationship management programs.
• Supports Divisional efforts to set and refine appropriate performance metrics for frontline staff across the enterprise and enhances fundraising managers' coaching of frontline staff by providing actionable intelligence and analyses on progress toward goals.
• Intentionally and proactively builds and maintains collaborative relationships with all RRM clients, modeling and establishing behavior, communication, and protocol for all RRM staff for interactions. Acts as the default "face" and "voice" of the department, while actively sharing credit and developing those capabilities among other RRM staff.
• Builds, maintains, and thoughtfully develops a team viewed as a hallmark prospect development shop across the fundraising industry where highly skilled prospect development experts want to work and grow.
• Ensures the highest quality of prospect development deliverables and support for clients from the team by providing quality assurance, training on best practices and creative techniques, guiding strategies, and coaching and supporting staff in their daily work.
• Manages team budget/spending, including evaluating existing and new prospect development tools and managing vendor relationships.

Qualified candidates will hold a Bachelor's degree in an appropriate area of specialization plus 10 years of relevant professional experience, or, a Master's degree or higher in a relevant area of study plus 8 years of relevant professional experience. Degree must be conferred by the start date of the position. Degree requirements may be substituted with an equivalent combination of education, training and experience.

• Comprehensive understanding of the development cycle, with particular knowledge of the role of prospect development within the cycle. Superlative proficiency in Apra's Body of Knowledge and AASP's Best Practices. Working knowledge of organizational fundraising, annual giving, and/or alumni relations is a plus, including how prospect development supports these areas.
• Demonstrated solutions orientation with experience in identifying, evaluating, and recommending solutions and strategies. Skill in developing and overseeing execution of plans with clear vision, goals, strategies, and tactics. Ability to secure buy-in from colleagues across the enterprise.
• Superior project management skills; demonstrated ability to work in a demanding, dynamic environment while maintaining healthy boundaries. Proficiency in negotiating and prioritizing work. Ability to manage multiple and competing priorities, meeting deadlines, and taking responsibility for outcomes.
• Prior management experience with a focus on building and maintaining a cohesive, positive environment; aptitude in delegating work appropriately and providing actionable feedback. Skill in using data to inform strategy, planning, resource allocation, execution, and measurement of activity and performance. Takes initiative to drive self-development and accept constructive feedback and motivates team to do the same.
• Excellent interpersonal skills, including diplomacy required to bring requests/projects of all sizes to completion. Demonstrated ability to develop strategic partnerships with all levels of staff to influence for results. Ability to convey information to multiple audiences in a clear and concise manner.
• Proficient technical skills. Experience working with a relational database (preferably Ellucian Advance), as well as the Microsoft Office and Google suite of products. Demonstrated skill in deciding which technology will drive efficiency and communicate messages/findings most effectively.
• Ability to deal with highly sensitive information, and maintain confidentiality, with a high degree of judgment and discretion. Ability to apply themes from ethics statements by Apra, CASE, and other related associations.

How is pay for new employees determined at GW?

The university is an Equal Employment Opportunity/Affirmative Action employer that does not unlawfully discriminate in any of its programs or activities on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or expression, or on any other basis prohibited by applicable law.