Staff - Non Union

Job Category

M&P - AAPS

Job Profile

AAPS Salaried - Development & Alumni Engagement, Level E

Job Title

Director of Development, Strategic Opportunities

Department

Strategic Opportunities Leadership | Development | Development & Alumni Engagement

Compensation Range

$10,459.67 - $15,675.58 CAD Monthly The Compensation Range is the span between the minimum and maximum base salary for a position. The midpoint of the range is approximately halfway between the minimum and the maximum and represents an employee that possesses full job knowledge, qualifications and experience for the position. In the normal course, employees will be hired, transferred or promoted between the minimum and midpoint of the salary range for a job.

Posting End Date

August 20, 2026

Job End Date

Ongoing

At UBC, we believe that attracting and sustaining a diverse workforce is key to the successful pursuit of excellence in research, innovation, and learning for all faculty, staff and students. Our commitment to employment equity helps achieve inclusion and fairness, brings rich diversity to UBC as a workplace, and creates the necessary conditions for a rewarding career.

Job Summary

This position is responsible for assisting with the preparation and monitoring of unit goals, managing and evaluating design, development, and coordination of projects. Broad responsibility for units operations in Senior Director/Assistant Deans absence. Also responsible for components of a defined development program at an average $20+million level with 10+ staff, or managing resource development activity at an average of $4+million annually and responsibility for dealing with complex, confidential information where consequence of error is high. If position has direct donor contact, metrics are included.



If no direct donor contact, annual targets to be set by work plan goals and objectives.

Organizational Status

• Reports to: One of: Senior Director/Assistant Dean or Executive Director of Development.
• Works with: UBC faculty and staff involved in fundraising including the VP Development, AVP, Development, the President of the University and other senior administrators as appropriate.
• Contacts: Donors and outside community groups and organizations.
• Supervises: May supervise Associate Directors, Development Officers, Development Coordinators, support staff.

Work Performed

• Works closely with the Senior Director/Assistant Dean or Executive Director and senior management to facilitate maximum private and public sector support for the University;
• Assists with the preparation and monitoring of unit goals, manages and evaluates design, development, and coordination of projects;
• May oversee daily operations of the program or unit including: development and implementation of strategies for closing major gift solicitations; coordinating staffing for major gift solicitations.
• Oversees administrative functions of the program or unit including: development and implementation of individual plans for identifying, cultivating, soliciting,
  
  
  
  and stewarding major gift prospects and donors; oversees implementation of appropriate donor recognition; ensuring acknowledgement and stewardship programs are in place;
• Develops and manages a personal portfolio of major gift prospects (75-150) making face-to-face visits (125-200 annually) for the purposes of discovery, cultivation and solicitation (20-25 annually) for prospects at the major gift level (defined as $50,000 and up). Or annual targets to be set by work plan goals and objectives as approved by Executive Director;
• Develops proposals and works with donors to generate gifts for priority projects;
• Manages the donor pipeline, ensuring that appropriate strategies are in place and acted on;
• Involved in managing and motivating staff; may also be responsible for: planning and approving career development for staff, hiring, training and terminating staff, conducting performance reviews to ensure annual benchmarks and performance goals are achieved;
• Mentors and develops fundraising staff, including working with them to develop strategy for donor cultivation and solicitation, "making the ask";
• Generates donor/prospect solicitation materials and correspondence;
• Performs other related duties as required.

Consequence of Error/Judgement

The position is a critical point of contact for donors and university staff in relation to development activities. The Director of Development is expected to make decisions and recommendations impacting the overall development program of the unit. Incorrect interpretation or communication of university policy and procedures or lack of tact, diplomacy or sensitivity in dealing with major donors and senior administrators could potentially result in damaged relationships and credibility, leading to the potential loss of these donations.

This position is also critical in advising and ensuring proper interpret