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Rise Against Hunger is on the verge of beginning a new chapter, an exciting phase in our growth, as we work toward the U.N. Sustainable Development Goal of ending hunger by 2030. Our approach is rooted in our 21-year history as an organization that, among other programs, galvanizes volunteers to produce millions of nutritious meals annually to in-country partners around the world. We’ve also developed an ambitious goal for our growth, to implement our pathways to end hunger framework that includes working toward producing 1 billion meals, funding an increasing number of projects that increase local food production and access to food and addressing hunger and poverty from its root causes for a sustainable end to hunger in our lifetime.
The Chief Development Officer is charged with leading an experienced, high-functioning team to secure the resources and partnerships we need to meet these ambitious goals. Rise Against Hunger anticipates total revenues of $25M for 2019; the CDO will oversee the growth in this pipeline by using an outcome-based approach to existing partners and to engage more individual, foundation, and corporate supporters. The major growth target is to build fundraising for the “Empowering Communities” pathway by an additional $10M in yearly revenue by 2022. This position is also a key member of the Executive Leadership team that digs deeply into issues of strategic importance, and must increasingly build thriving links and daily collaboration between their functions.
The Ideal Profile
The ideal candidate will bring demonstrated experience building and growing comprehensive development programs with a team of dedicated professionals. The CDO will also have strengths in strategically growing contributed revenue and will carry a portfolio of individual donor prospects. This Chief Development Officer will be a creative entrepreneur who is comfortable in an environment that requires high-level strategic planning combined with hands-on execution.
This position is meant for a true player/coach in the fundraising (or sales) arena – someone who has been highly successful in engaging and closing through one-on-one conversations, and who can translate those successes into modeling and coaching a team to work a similar relationship-building and results-oriented new business development. Key aspects of the ideal candidate include:
A globally-aware leader with a passion for making the world better – someone who has worked or lived internationally, or sought out exposure to different people and cultures, and igniting a fire to work toward change. This person channels that passion with a strong sense of optimism that even big change is possible, and feels a personal calling to have an even greater impact in this phase of their career.
A deep appreciation for nonprofit culture – understanding that the work we do is serious and that everyone is working incredibly hard to create lasting impact.
A leader in sales or business development – or in fundraising through one-on-one engagements (whether from a staff or board role). This is someone who enjoys telling a great story, listening and engaging with empathy, being bold in making asks, and persisting to get results – with a track record of leading a team to success for over 10 years. In particular, the right candidate has done these things in an entrepreneurial environment, putting effective systems in place that build a culture of data-driven decision-making and performance management, and creating an exciting vision and strategy for the team to follow.
A mentality of coaching and servant leadership – which means prioritizing the sense of team at all levels, while also leading the team by listening, coaching, and empowering them to solve problems and take on greater challenges, to invest in their growth. This is a person who has also prioritized their own personal and professional development and has a lifelong commitment to learning and seeking out feedback.
A silo-buster – who has helped build bridges between teams (and even within them), and knows how to hold the tension between advocating for their own team, and keeping the larger organizational vision as the highest priority. This person may have gained perspective from leading other functional teams in the past, such as marketing, communications, or operations; or has served as an Executive Director or business owner and has seen all the elements at play.
A partnership orientation – with a deep knowledge that we are better together, rather than in competition. This person has created opportunities for mutual partnership between seemingly conflicting groups and is energized by the hard work of collaboration. This is someone who may have played a role in shifting corporate or institutional funding (and culture) into a true partnership model, working toward a common goal.
A love of navigating change – the ideal candidate is someone who thrives in a changing environment, and in helping their team adapt and adjust – in a calm and strategic way. This person has been in high-growth organizations and enjoys helping them mature to handle new levels of complexity and vision.
Responsibilities & Expectations
The Chief Development Officer is responsible for strengthening a fundraising strategy and process that engages and maximizes a portfolio of high-level prospects from all sources, and for providing leadership, direction, and coaching to the team. The major growth target is to build fundraising for the “Empowering Communities” pathway by an additional $10M in yearly revenue by 2022.
This position reports to the Chief Executive Officer (CEO) of Rise Against Hunger and oversees a team of 8-12 staff members who are based around the country. The specific responsibilities of this role fall into these primary areas:
- Development Strategy & Execution (40%) - formulation and implementation of development strategy in support of organizational goals.
- Set and lead strategy for a growing development program, with particular focus on diversifying revenue and increasing large, multi-year giving toward our Empowering Communities program
- Partner with the CEO and guide strategy for his engagement in fundraising activities
- Work with the Board of Directors to leverage their contacts and move them toward more significant engagement with fundraising, along with the Executive Leadership Team
- Provide strategic thinking and direction to strengthen fundraising processes, reporting, and related systems
2. Fundraising Portfolio Management (30%) - responsible for delivering on annual fundraising goal.
- Guide strategic growth of contributed revenue to the organization; serve as high-level visionary while also managing tactical implementation of strategic goals
- Cultivate relationships and giving from high net worth individuals; drive increased individual giving revenue while also leading a dispersed team
- Own a small number of high-level prospects and/or current donors, to contribute to the overall revenue goal, and to model for the team
- Conduct prospect research, analysis and strategy. Plan and strategize about prospect predisposition and visits, including engaging leadership, board members and supporters as needed
- Visit with prospects and make asks, sometimes leading, and sometimes supporting
- Manage prospect follow-up activities, coordinating with the team to close gifts
3. People Leadership & Development (20%) - responsible for leading and coaching the development team to improve capability, capacity and in support of their professional growth and development.
- Recruits, develops, trains and retains highly qualified and passionate staff members and to support organizational objectives
- Consistently provides constructive feedback through 1:1 check-ins and conducts monthly Performance Check-Ins
- Lead the team in identifying and prioritizing prospects to boost fundraising results
- Model effective prospect strategy and engagement, and coaches and prepares others to participate as a team in fundraising visits
- Facilitate regular development team meetings to ensure accountability and progress to fundraising goals
- Provide high-level leadership and coaching to the development team to empower them, and help them stretch and grow, in meeting their fundraising goals
4. Executive Leadership Team (10%) – serves as a valued member of the Executive Leadership Team and provides cross collaborative participation in organizational planning and execution.
- Participate in strategic planning and budgeting toward Rise Against Hunger’s vision and future goals
- Collaborate to identify high-impact programs for funding and opportunities to build partnerships with corporate, foundation and government entities
- Support communication and change management of organizational programs, policies and procedures
- Participate in weekly team meetings and Board meetings as needed
- Work together to build an integrated sales and marketing pipeline and process, creating shared goals across these teams
- Increase links, visibility, and opportunities between community relations / meal packaging teams and fundraising
- Build strong relationships with internal support teams, to ensure effective tools are in place, such as CRM databases, and financial tracking, budgeting and forecasting