Assistant Vice President Individual Giving/Campaign Director

Reporting to the VP for Advancement, the AVP is responsible for overseeing the staff of major and planned giving, donor relations, prospect management and research. The AVP is responsible for growing the pipeline for major and planned giving; planning and implementing a comprehensive donor relations program; executing targeted strategies and solicitation for major and leadership gift prospects; providing fundraising support to senior staff, board members and other leadership volunteers; planning and managing events in support of a growing major gift fundraising program; in consultation with the VP, develop campaign time line and strategies for the upcoming campaign. This key position offers a unique opportunity to be part of an ambitious and transformational campaign in support of complex initiatives.

Oversee Major and Planned Giving department and prospect management and research, in order to lead them in their efforts to raise $10M-$12M per year; personally manage a prospect pool of approximately 75 individuals with the capacity to make contributions to the college of $250,000 ; fully leverage data to develop ongoing research and prospect analytics related to annual goals and progress across major and planned giving, and prospect and proposal management; establish strong working relationships with senior administrators and other senior colleagues on campus.

Oversee a centralized donor relations and stewardship program/office; develop and implement strategic outreach and programming for all major gift donors ($50,000 ) as well as annual fund donors of $1,000 . Develop comprehensive and personalized acknowledgement process and communications for donors to Wheaton College.

In collaboration with and direction from the VP for Advancement, provide strategy and project management for the leadership phase of the campaign as well as the active public phase of the campaign; produce calendar for campaign milestones ensuring campaign implementation stays on track; work closely with the VP, Campaign Cabinet, trustees, and other college leaders to execute campaign strategy and support leadership volunteers in their work to ensure the successful completion of fundraising goals.

Direct authority to make decisions on the following: employee hiring, disciplinary action, work assignments and priorities, and conduct employee performance evaluations.

Performs all other duties and responsibilities as assigned or directed by the supervisor.
This may include attendance of and participation in required training for the role.

Number of staff supervised – more than 10.

Travel once per month.

7-10 years experience, Bachelor’s degree required,
Higher education advancement; independent school advancement;
Demonstrated progression of responsibility and success in fundraising
Managing fundraisers, and executing engagement, cultivation and solicitation programs.

Microsoft Office (Excel, Outlook, PowerPoint, Word) and Google Workspace.
Prefer an intermediate knowledge of Blackbaud Raisers Edge NXT.

Master’s degree preferred.
Note: Experience may substitute for some of the education above.

Bringing to the role a sense of urgency combined with strong strategic and organizational acumen, the AVP/Campaign Director will help grow the major and planned giving pipeline, ensure innovative and personal stewardship of all major donors, keep the pre-campaign preparation on track and productive as well as the active campaign planning progressing with a high level of visibility and momentum (when appropriate) that engenders a sense of excitement, optimism, and confidence in achieving the varied campaign goals. The AVP/Campaign director should have at least 7-10 years of experience in higher education advancement or independent school advancement and be able to demonstrate progressive areas of responsibility including but not limited to overseeing and managing people and programs in individual giving at the leadership or major giving levels, stewardship, prospect management, dashboard creation, and volunteer management.

To attract and retain the most talented individuals, Wheaton College maintains a flexible and competitive staff compensation and benefits program.

When determining and establishing hiring rates or recruitment ranges for a position, the College considers a number of factors including the budget for the position, the range of the grade, the external market for the position or similar positions, level and scope of responsibilities, required education, skills and relevant experience as well as internal equity. All salary offers must have the prior approval of the Office of Human Resources.

The anticipated hiring or recruitment range for this position is $130,000-$140,000.

The salary for this position will be commensurate with the qualifications, education and experience.

Sitting, repetitive hand motion (such as typing), hearing, listening, talking, and standing. Office environment/no specific or unusual physical or environmental demands.

Wheaton is a private coeducational liberal arts college within easy
commuting distance of Boston and Providence. We have nearly 1,700
undergraduates from 40 U.S. States and more than 70 countries. Nearly 23%
of our undergraduates are U.S. students of color and 11% are international
citizens. Wheaton College is an equal opportunity/affirmative action
employer and does not discriminate against any individual or group on the
basis of gender, sexual orientation, gender identity or expression, age,
race, color, religion, national origin, veteran status, genetic
information, or disability. In a continuing effort to maintain and enrich
an intellectually diverse learning environment, the Department and the
College actively encourages applications from women and members of
underrepresented groups.

No

508-286-8206

careers@wheatoncollege.edu

To prevent the infection and spread of COVID-19 and as an integral part of our public health and safety measures, Wheaton College requires that all successful applicants hired provide proof of full vaccination and one booster for COVID-19 at the time of employment, unless an exemption from this policy is requested and approved. Applicants believing that they need an accommodation of this policy because of a disability, medical condition, or sincerely-held religious belief should inform the Office of Human Resources after an offer of employment is extended.