development director








$80,000 – $85,000 annually


Bachelor’s degree, Master’s preferred, with a focus in fundraising, communications, public relations, nonprofit management, or a related field.

Alternatively, an equivalent combination of education, training, or experience, preferably in a nonprofit setting.


Position leads and manages the development team.  Direct reports to the position include: Individual Giving Manager, Community Relations Manager, and Institutional Giving Officer.


In partnership with the CEO, the Development Director  plays a critical role in strategy development and implementation plans for the People Serving People’s fund development, marketing, communications, and volunteer and public engagement.

This person will lead a cohesive team to actively engage the community, meet fundraising goals, and advance the organization’s mission. The Development Department at People Serving People houses institutional, individual, and corporate giving; marketing and communications; and volunteer engagement. The Development Director’ s roles encompass fundraising, organizational leadership, and external engagement.


Fund Development

The Development Director has overall fund development and administrative responsibility for the Development Department. This includes responsibilities for individual, institutional, and corporate giving strategy, planning, and implementation.

  • Work closely with the CEO and the Board of Directors to develop a comprehensive fundraising strategy to expand philanthropic support for the organization that aligns with the organization’s mission and goals
  • Plan, direct and implement a comprehensive development program that generates individual, major gift, foundation, and corporate support including annual giving campaigns, major gift solicitations, planned giving, special fundraising events, grants and capital campaigns
  • Build relationships with foundations, individual donors and corporate groups by effectively communicating the vision and needs of People Serving People while sourcing new partners and supporters
  • Cultivate and solicit major and planned gifts from individuals and corporate sponsorships for programs and events
  • Establish systems to build strong relationships with People Serving People’s mission, program activities, and support requirements

Communications and Public and Volunteer Engagement

The Development Director also leads the organization’s external or public communications and engagement work through supporting community relations and volunteer engagement team members.

  • Strategically communicate People Serving People’s mission, vision, and work through various communications vehicles that expand the narrative on family homelessness, share stories with power and integrity, and help people connect to the organization
  • Represent People Serving People as a spokesperson and presenter through community events, donor sponsored events, and other speaking opportunities
  • Develop a marketing and branding plan to ensure that the vision and branding of People Serving People is consistently communicated to current and future donors; provide leadership and implementation of marketing, communications, media relations, website, newsletter, promotional materials, brand management and audience development for People Serving People
  • Provide leadership to People Serving People’s robust volunteer engagement programs
  • Work with the others to maximize relationships with donors, corporations and other stakeholders

Department Leadership

The Development Director leads a tight knit team that helps accomplish the department’s work. The director sets the department’s vision and co-creates goals to drive team success, assisting to help accomplish tasks from time to time, developing team members, and setting up systems for effectiveness and efficiency.

  • Lead and manage the development team’s efforts to implement comprehensive fundraising strategies and to build and nurture relationships with donors, volunteers and other stakeholders
  • Develop detailed multi-year departmental plans and metrics. Present plans to the Senior Leadership Team and the Boards’ Development Committee on an annual basis
  • Proactively provide detailed updates on the department’s progress to the CEO, Sr. Director of Finance, and the Boards’ Development Committee on a quarterly basis
  • Create and execute budgets for entire department
  • Foster a team-orientated approach to fundraising, setting goals, measuring and reporting on successes, and providing leadership in making appropriate adjustments

Organizational Leadership

The Development Director is an organization leader. They contribute to the organization’s strategic priorities, transformation, board and other ad hoc working committees, and engagement in cross-departmental projects.

  • Drive the establishment of a culture of philanthropy throughout the organization
  • Work directly with the other departments to help align program and fund development
  • Work in close partnership with program staff to tightly integrate funding and program development
  • Facilitate effective collaboration and communication between development team members, program and operations staff
  • Member of the Senior Leadership Team
  • Serve on organizational ad hoc working committees related to strategic priorities, Trauma Informed Care, and/or other emergent groups
  • Staff liaison to the Boards’ Development Committee


  • Perform other work-related duties as requested by the CEO


  • 3-5 years relevant experience
  • Minimum 3 years management experience
  • Training, public speaking, and/or facilitation experience and tools
  • Strong racial equity lens and cultural humility
  • Strong adaptive, interpersonal, and written communicator
  • Ability to work independently and collaboratively; with detail orientation and agility


  • Solid computer skills and experience with Microsoft applications
  • Experience using CRM database or equivalent


Fostering Innovation – The ability to develop, sponsor, or support the introduction of new and improved methods, services, products, procedures, or technologies.

Building Collaborative Relationships – The ability to develop, maintain, and strengthen partnerships with others inside or outside the organization who can provide information, assistance, and support.

Entrepreneurial Orientation – The ability to look for and seize beneficial business opportunities; willingness to take calculated risks to achieve organizational goals.

Strategic Thinking – The ability to analyze the organization’s competitive/collaborative position by considering market and industry trends, existing and potential customers (internal and external), and strengths and weaknesses as compared to competitors/collaborators.

Stakeholder Orientation – The ability to demonstrate concern for satisfying one’s external and/or internal stakeholders.

Trauma-Informed – The awareness of and sensitivity to particular problems of disadvantaged children and the specific needs of families and children who are homeless and in crisis.

Interpersonal Skills – Maintains confidentiality; Listens to others without interrupting; Remains open to others’ ideas and tries new things. Has the ability to establish rapport and interact effectively with a wide variety of people including staff, clients and service providers.

Ethics – Treats people with respect; Inspires the trust of others; Works with integrity and ethically; Upholds organizational values.

Tolerance – Has the ability to work with a diverse population.

Teamwork – Balances team and individual responsibilities; Gives and welcomes feedback; Contributes to building a positive team spirit; Puts success of team above own interests; Supports everyone’s efforts to succeed. Contributes to building a positive team spirit; Shares expertise with others.

Adaptability – Is able to adapt to changes in the work environment. Manages competing demands. Changes approach or method to best fit the situation. Able to deal with frequent change, delays, or unexpected events.

Dependability – Follows instructions, responds to management direction; Takes responsibility for own actions; Keeps commitments; Commits to long hours of work when necessary to reach goals; Completes tasks on time or notifies appropriate person with an alternate plan.

Stress Management – Possesses the capacity to maintain personal control and a balanced approach to stressful conditions.


While performing the duties of this job, the employee is regularly required to talk or hear.  The employee is frequently required to stand; walk; sit; use hands to finger, handle or feel and reach with hands and arms.  The employee is occasionally required to climb or balance; stoop, kneel, crouch or crawl and taste or smell.


The noise level in the work environment is usually moderate.

People Serving People is an EEO employer fully committed to attracting, retaining, and promoting the most qualified individual without regard to race, religious creed, color, age, sex, national origin, ancestry, marital status, sexual orientation, disability or any other classification protected by applicable federal, state, or local law. We are dedicated to providing and maintaining an inclusive work environment free from discrimination and harassment, where employees are treated with respect and dignity. Individuals who have experienced homelessness are encouraged to apply.


Please mail or email cover letter and resume to:
Human Resources
614 3rd Street South
Minneapolis, MN 55415