Executive Director of Development, Rutgers School of Medicine

Reporting to the Vice President (VP) of Development for Rutgers Health, the Executive Director of Development (EDOD) will lead all aspects of the fundraising enterprise for the future Rutgers School of Medicine (RSM) and is responsible for taking philanthropic support to new heights. The EDOD will lead and inspire a dedicated team of fundraisers, partnering closely with the founding Dean, key faculty leaders, and colleagues across Rutgers University Foundation. Together, they will shape a transformative development program that positions the future RSM for long-term philanthropic success.

The future Rutgers School of Medicine will result from the successful integration of the New Jersey Medical School and the Robert Wood Johnson Medical School. The school will be situated on co-equal campuses in both Newark and New Brunswick and be among the largest medical schools in the nation. Learn more here

Essential Functions

• Create and execute a comprehensive development program that supports the future RSM
• Drive strategies to achieve divisional objectives, team metrics, and individual targets for both engagement and fundraising
• Supervise, mentor, and evaluate a fundraising team focused on meeting long-term and short-term divisional goals
• Self-manage a major and principal gift portfolio to raise significant philanthropic investments in the future RSM

• Build meaningful partnerships with faculty and clinical teams to support the future RSM development program
• Serve as a member of the Rutgers Health Development Office Senior Management Team, participating in strategic planning, budgeting, and decision-making for the Rutgers Health development program
• Other development-related duties as assigned by the VP and founding Dean

Competency Aptitudes 

Leadership

• Lead and execute a comprehensive department/project/program strategy
• Lead a complex and/or multiple comprehensive fundraising units
• Demonstrate ability to successfully manage and lead a team (and/or staff volunteers) in a way that maximizes potential of each team member
• Demonstrate a high level of discernment and ownership of a department and/or

Autonomy

• Manage teams who are responsible for delivering resources and revenue from a major gift donor/prospect portfolio at or above an established level, and meet a personal fundraising goal
• Manage a team, volunteers, relationships, or projects with minimal oversight
• Set goals, manage budgets, and meet deadlines for themselves and the team

• Manage a personal major gift donor/prospect portfolio with a primary focus on securing gifts at or above the $500K level and a personal fundraising goal of $2M+ annually
• Demonstrate initiative with clarity of purpose and alignment with RUF organizational

Complexity

• Able to partner with other leadership across the organization
• Effectively collaborate with your supervisors and University partners across the enterprise
• Able to create, deploy and execute projects with increasing levels of autonomy
• Set direction and approach in partnership with founding Dean’s vision
• Able to adapt to changing situations and different fundraising partners

Strategy

• Demonstrate an ability to set priorities and determine strategy for multiple units/departments including staffing and budgets
• Develop strategy with input of cross-functional teams to negotiate and influence solutions
• Develop and submit written proposals, budgets and other collateral materials as needed for securing significant philanthropic investments
• Manage the employee experience for a department/program
• Demonstration of aligning donor intent to university priorities

Education and/or Experience

Bachelor's degree and/or 10+ years of professional experience in fundraising, alumni relations, non-profit organizations, event planning, higher education, or related fields.

Working Conditions

This position requires clarity of focus while juggling complex projects or deadlines with little physical effort. Will work evenings, weekends, or odd hours to meet resource-raising commitments. Typical working conditions with an absence of disagreeable elements. This position requires some early mornings and late evenings to accommodate meetings, travel, events, and external constituents’ schedules.

Workplace Arrangements

This is classified as an office-centric hybrid position. Colleagues working under an office-centric hybrid arrangement have a primary workstation in a university or foundation location and are in the office between one and five days a week. The frequency with which they are present in the office depends on their role and function and the interdependency of other functions.

Compensation and Benefits
The position is budgeted for an annual salary of $154,000. In addition to salary, Rutgers University Foundation offers: 

• Office-centric hybrid work schedule
• Comprehensive medical
• Comprehensive no cost dental, and no cost vision insurance for employee and dependents
• 403(b) plan with matching employer contribution
• Accrual of three weeks of annual vacation time, in addition to five wellness days and fifteen sick days per year
• Nine holidays, as well as four floating holidays
• Significant tuition reductions
• Professional development is highly valued at the Rutgers University Foundation, where employees are encouraged to look across the organization to develop new skills and abilities for professional career progression.
• $40 monthly cell phone reimbursement

Equal Employment Opportunity 

It is Foundation policy to provide equal employment opportunity to all its employees and applicants. The Foundation prohibits discrimination against any employee or applicant for employment because of race, color, religion, creed, age, sex, national origin, ancestry, marital status, familial status, disability, sexual orientation, gender identity, gender expression, veteran status, genetic information, and any other characteristics protected by applicable state, federal and/or local laws. Equal employment opportunity applies to hiring, placement, transfer, promotion, demotion, recruitment, advertising or solicitation for employment, treatment during employment, rates of pay or other forms of compensation, selection for training, layoff, or termination.