Staff - Non Union

Job Category

M&P - AAPS

Job Profile

AAPS Salaried - Development & Alumni Engagement, Level F

Job Title

Senior Director, Regional & Global Development

Department

Senior Leadership 3 | Development | Development & Alumni Engagement

Compensation Range

$11,705.58 - $18,265.42 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

July 6, 2025

Note: Applications will be accepted until 11:59 PM on the Posting End Date.

Job End Date

The Senior Director, Regional & Global Development, will play a pivotal role in advancing the long-term strategic direction of a complex Development & Alumni Engagement (DAE) program. Reporting to the Executive Director, Development, the Senior Director will refresh and implement development strategies to meet key priorities, including overseeing leadership travel and visit programs, and shaping a plan to support an annual fundraising target of over $5 million.

This role will lead the creation of a regional and global prospect strategy, identifying high-value opportunities that require engagement from senior administration. The Senior Director will also have the opportunity to refine the unit’s mandate and goals in response to an evolving geopolitical landscape.

The successful candidate will bring extensive experience in strategic planning, operations, communications, and inclusive leadership. A strong track record in major or principal gifts fundraising, along with outstanding relationship-building skills, sound judgment, and discretion, are essential for success in this role.

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 Description Summary

Responsible for leading the execution of the long-term strategy for a complex Development & Alumni Engagement (DAE) program responsible for fundraising $5 million to $12 million. To formulate and execute short and intermediate term plans; ensuring alignment with the department as well as UBC s overall DAE strategy. To ensure continued growth of DAE programs, to maximize operational efficiencies and resource development activity and to cultivate exceptional stakeholder and employee satisfaction.

Organizational Status

Reporting to either a Senior Director or an Executive Director, DAE. In the Campus Based program, there is a joint report to the Dean This position has primary accountability for Development within a DAE program and as such is responsible for developing strong working relationships with:

• donors, alumni, outside community group leaders and corporate executives;

• key stakeholders, strategic partners and senior University administration such as the University President;

• senior management within DAE as well as other related disciplines (i.e., AVP and VP level);

• the Dean and / or senior management of the faculty or program they are responsible for;

• DAE peers and direct reports; and

• UBC faculty and staff involved in DAE activities.

Work Performed

To develop and operationalize Development strategies for a complex DAE program and to ensure the department as well as UBC meets strategic objectives.

• Formulates and executes short and intermediate term strategies for a complex DAE program responsible for fundraising $5 million to $12 million annually; Ensures strategies are concretely linked to the department and UBC s long-term strategy;

• Manages program growth leading to the successful fulfillment of strategic objectives;

• Ensures solicitation conversion rates attainted at the industry measured norms of 65% and that gift conversion rates will have a low composition of revocable gifts and a high pledge fulfillment rate Provides fundraising advice and strategy to senior University administration and faculty;

• Assesses donor characteristics and creates a donor appropriate plan.

• Manages the human, financial and operational objectives of the program including:

• developing and implementing a comprehensive plan for identifying, cultivating and stewarding major gift prospects and donors as well as for implementing major gift strategies (e.g., strategies range from a minimum of $100K up to multi-million gifts);

• coaching and motivating staff and volunteers to achieve program objectives (e.g., fundraising goals);

• understanding and successfully navigating the philanthropic industry (i.e., locally, regionally and globally);

• contributing to the DAE s objective to maximize private and public sector support for the University;

• developing and implementing a targeted donor communications, recognition and stewardship program; and

• developing proposals for key fundraising initiatives and priority projects as appropriate.

• Formulates the annual operating budgets for the program consistent with UBC s established financial guidelines and business planning process;

• Implements DAE and UBC related processes, policies, systems and practices within the program that maximize operational efficiencies and competitive advantage;

• Oversees the delivery of alumni activities / objectives that impact the success of the program; and

• Responsible for personally developing and managing a major gifts portfolio in support of funding priorities and meeting fundraising goals.

To lead and manage a team responsible for executing the Development strategy within the program.

• Identifies strategies and key performance goals and acts as an advisor to direct reports (as well as supporting staff and volunteers); works to overcome challenges and barriers and minimize risk;

• Sets performance targets and measures, monitors and manages overall performance of the program and direct reports;

• Ensures there is a comprehensive and effective succession management strategy in place for the program; identifies succession role requirements and high potential talent and actively develops key talent;

• Builds the capabilities of the team to enhance ability to achieve financial and operating strategy; hires appropriately, leverages the talents of the function and takes corrective action where necessary; and

• Other duties as required, within the classification of this position.

Consequence of Error/Judgement

• Position is considered high profile for the department and is a critical point of contact for donors, alumni, community leaders, staff, volunteers and strategic partners as well as for UBC senior management, executives and key University administration (e.g., University President) as it relates to Development and alumni activities;

• Decisions and recommendations have a direct and significant impact (i.e., fiscally, legally as well as reputational) on the success of the Development activities (average program level of $5 million up to $12 million) as well as the DAE department as a whole and the reputation of the University;

• Work is highly complex and involves a high degree of independent judgment;

• Work involves non-routine situations where established procedures do not always apply and problem resolution requires making modifications to existing processes, approaches or methodologies;

• Incorrect interpretation or communication of University policy and procedures or lack of tact, diplomacy or sensitivity when dealing with donors, alumni, the external community or senior administrators will negatively impact working relationships and may lead to the loss of a donation and / or reputation; and

• For example, the position is critical in advising and ensuring proper interpretation and implementation of academic and fiscal policies for fundraising, senior administrators, and development staff. With responsibility for a program raising an average of $5 million dollars, if inappropriate advice, incorrect interpretation or improper financial analysis were conveyed to major donors or senior University administrators, millions of dollars could be incorrectly administered or unavailable for disbursement. UBC could be in direct violation of CRA guidelines.

• The incumbent participates in decisions concerning the planning, organization and utilization of staff, staff selection and job performance reviews.

Supervision Received

• Work is performed within general authority according to broad objectives receiving little to no direction;

• Positions at this level work independently with discretion relating to donor negotiations, policy administration and interpretation, and administrative responsibilities; and

• Work is reviewed for attainment of objectives and effectiveness of results.

Supervision Given

• Positions at this level have direct responsibility for the performance of up to 8 employees including career and senior level employees;

• Positions are responsible for determining the plans for the program Development activities based on defined department goals; and

• Responsible for providing general direction to staff with an emphasis on the execution of plans and delivery of objectives.

Minimum Qualifications

At least 10 years of related work experience in a senior fundraising position or the equivalent combination of education and experience including:

• experience developing and successfully executing a major gift fundraising program of moderate complexity, preferably in an academic environment;
• at least 8 years of experience leading and developing career and professional level employees;
• experience liaising and building relationships with donors, senior managers and strategic partners (internal and external); and
• ability to assess opportunities and risks for complex and sensitive gift agreements.

Willingness to respect diverse perspectives, including perspectives in conflict with one’s own;
Demonstrates a commitment to enhancing one’s own awareness, knowledge, and skills related to equity, diversity, and inclusion.

Preferred Qualifications

• Advanced interpersonal skills to support the building of strong relationships with diverse groups of people (internally as well as externally);
• Advanced negotiations skills with the ability to influence decisions to achieve objectives while maintaining policy and best practice;
• Diplomatic problem solving and negotiations skills to resolve issues within own area and / or across functional areas;
• Strong understanding of industry best practices as well as practices within other large / complex institutions;
• Has achieved a high level of notoriety within industry for fundraising achievements;
• Advanced conceptual abilities and proven ability to implement high standards;
• Excellent knowledge of UBC procedure and policy;
• Experience managing the performance of direct reports through a performance management process;
• Experience managing multiple projects with multiple deadlines;
• Strong understanding of accounting and budgeting principles; and
• Strong understanding of legislation and regulations as they apply to own area.