Chief Development Officer

By joining the San Diego Center for Children, you will empower children and families through transformative mental health care and educational services.  Our vision is to inspire a world where children and families live joyful, healthy lives.  We serve over 1,000 people every day - are you ready to make an impact?  

Join us - and work with purpose!  

POSITION BENEFITS

• Team-oriented, Multidisciplinary Approach
• Ongoing, High-Level Learning and Development Opportunities 
• Culturally Diverse Environment 
• Joint Commission Accredited Organization 
• Comprehensive Health Insurance (Medical, Dental, Vision, Pet)
• Retirement Savings Plan: 403(b) - With Employer Match Up To 3%
• Generous Paid Time Off (Vacation, Sick Leave, Holidays)
• Wellness Programs
• EAP - Employee Assistance Program
• Employee Discounts For Those Pursuing a Higher Education
• Employee Discounts
• Employee Recognition Program
• Opportunities for Career Advancement
• May Be Eligible For State or Federal Loan Forgiveness Programs For Work With Underserved Populations
• All Offsite Programs Have a Bonus Structure

SUMMARY

The Chief Development Officer (CDO) is a member of the San Diego Center for Children’s senior executive leadership team and serves as the organization’s principal executive leader responsible for advancing philanthropic revenue, institutional relationships, and long-term resource development in support of the Center’s mission and strategic priorities.

The CDO provides visionary and strategic leadership for a comprehensive development program encompassing major gifts, individual giving, corporate and foundation relations, government and institutional funding, planned giving, special campaigns, donor engagement and stewardship, and other philanthropic revenue strategies. The CDO is accountable for developing and executing a comprehensive, multi-year resource development strategy aligned with the organization’s strategic plan, financial objectives, programmatic priorities, and long-term vision.

This is an enterprise-level leadership position, not simply the senior position within the Development Department. The CDO is expected to think beyond the traditional boundaries of fundraising and actively contribute to broad organizational strategy, business planning, financial sustainability, program development, community positioning, and institutional growth. The CDO serves as a strategic counselor and trusted advisor to the President & CEO and works closely with the Board of Directors, particularly its development and governance leadership, to cultivate the relationships, resources, visibility, and partnerships necessary to advance the Center’s mission. The successful candidate will be an independent, strategic thinker who can translate organizational vision into measurable objectives and independently drive execution with limited day-to-day oversight. The CDO is expected to anticipate opportunities and challenges, make sound executive-level recommendations, establish priorities, mobilize people and resources, and consistently hold the Development function accountable for measurable results.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Enterprise Strategy & Executive Leadership:

• Serve as a key member of the President & CEO’s senior executive leadership team, contributing to enterprise-wide strategic planning, decision-making, organizational growth, financial sustainability, community partnerships, and long-term institutional priorities.
• Partner with the President & CEO and senior executive team to align the organization’s mission, vision, strategic priorities, and financial objectives with comprehensive philanthropic and revenue-development strategies.
• Serve as a strategic advisor to the President & CEO on philanthropic strategy, donor relationships, institutional reputation, emerging opportunities, and organizational risks, proactively developing recommendations and solutions.
• Develop and maintain a long-term vision for philanthropic growth and institutional resource development, ensuring alignment with broader organizational strategies and future priorities.
• Establish clear priorities, goals, performance measures, and accountability structures for the Development function to support organizational objectives and measurable results.
• Exercise independent executive judgment and accountability in advancing strategic initiatives, making informed decisions, and achieving organizational and development goals with limited day-to-day supervision while keeping the President & CEO appropriately informed.

Board Leadership & Governance Partnership:

• Serve as a senior executive partner to the Board of Directors and its committees on matters related to philanthropy, institutional growth, community engagement, and organizational sustainability.
• Develop and maintain strong relationships with Board members, strategically engaging them as ambassadors, advocates, and philanthropic partners while leveraging their relationships and influence to advance the Center’s priorities.
• Collaborate with the President & CEO and Board leadership to establish fundraising expectations, priorities, and measures of success, equipping Board members with the strategies, messaging, and resources necessary for effective donor and stakeholder engagement.
• Prepare and present strategic development plans, performance reports, revenue forecasts, major opportunities, and emerging risks to the Board of Directors and appropriate committees.

Development Strategy & Philanthropic Leadership:

• Provide executive oversight and implement a comprehensive, multi-year development strategy integrating major gifts, individual giving, corporate and foundation support, government funding, planned giving, special campaigns, events, donor stewardship, and other philanthropic opportunities.
• Establish annual and multi-year philanthropic revenue goals aligned with the Center’s strategic priorities, financial requirements, and long-term institutional funding objectives.
• Lead the identification, cultivation, solicitation, and stewardship of major donors and institutional prospects, maintaining a high-level portfolio of philanthropic partners and personally managing priority relationships and solicitations.
• Develop and oversee strategies to secure transformational and principal-level gifts, major campaigns, capital initiatives, endowment opportunities, and other significant philanthropic investments supporting organizational growth and sustainability.
• Develop and maintain a strategic prospect pipeline, prioritizing resources and funding opportunities that align with the Center’s evolving organizational needs and long-term objectives.
• Cultivate and maintain strong relationships with individuals, corporate, foundation, government, and community stakeholders to advance the Center’s mission and philanthropic priorities.

Organizational Growth & Cross-Functional Collaberation:

• Collaborate with the President & CEO and senior executive team to identify organizational growth opportunities requiring philanthropic investment, strategic partnerships, or external resources.
• Partners with program, clinical, finance, operations, communications, and other executive leaders to align the Center’s programs, financial objectives, and organizational priorities with compelling philanthropic opportunities.
• Provide strategic guidance on how organizational decisions may impact donor relationships, philanthropic opportunities, community perception, institutional reputation, and long-term sustainability.
• Foster an organization-wide culture of philanthropy, ensuring that fundraising is recognized as a shared responsibility and that the Development function serves as a strategic partner across departments.

Executive Management of the Development Function:

• Provide executive leadership and oversight of the Development Department, ensuring the organizational structure, talent, resources, systems, and processes necessary to achieve departmental objectives.
• Recruit, retain, develop, coach, and evaluate Development staff while establishing clear roles, performance expectations, measurable outcomes, and accountability.
• Foster a departmental culture of collaboration, innovation, professionalism, and results, delegating responsibilities effectively while maintaining executive accountability for departmental performance.
• Establish and oversee development policies, procedures, and operational systems while managing the department’s annual budget and strategically allocating resources to support organizational growth.
• Utilize data, revenue forecasting, prospect pipeline analysis, donor intelligence, and performance metrics to evaluate progress, strengthen departmental effectiveness, and inform executive decision-making.

Donor, Foundation & Corporate Relations:

• Develop and oversee strategies to identify, cultivate, solicit, and maintain strong relationships with individual donors, corporations, foundations, government agencies, and other institutional funding partners.
• Oversee the development and submission of compelling grant proposals and funding requests, ensuring opportunities are strategically evaluated and aligned with the Center’s organizational priorities.
• Establish comprehensive donor stewardship and recognition strategies, ensuring appropriate acknowledgment, reporting, and communication to strengthen long-term relationships, engagement, and retention.
• Develop strategies for planned giving, endowment development, bequests, gifts-in-kind, trusts, and other sophisticated philanthropic vehicles in partnership with appropriate professional advisors.

Communications, External Relations & Institutional Positioning:

• Partner with the President & CEO, senior leadership, and communications and marketing teams to strengthen the Center’s external positioning, institutional reputation, and relationships with philanthropic, civic, corporate, healthcare, government, and community stakeholders.
• Oversee development-related communications, donor materials, proposals, presentations, and external messaging to effectively communicate the Center’s mission, impact, strategic priorities, outcomes, and long-term vision while ensuring consistent institutional messaging.
• Serve as a visible senior representative of the Center within the broader San Diego community, participating in civic, philanthropic, corporate, community, and professional events to strengthen institutional relationships and advance organizational priorities.

Special Initiatives & Institutional Campaigns:

• Lead the philanthropic strategy for major organizational initiatives, including capital projects, program expansion, strategic investments, special initiatives, and other enterprise priorities.
• Assess the philanthropic feasibility of major institutional initiatives and advise the CEO and Board regarding funding opportunities, challenges, and timing.
• Develop and execute campaign strategies as appropriate, including campaign planning, feasibility assessment, leadership recruitment, prospect strategy, solicitation strategy, and stewardship.
• Coordinate internal and external resources necessary to execute significant philanthropic initiatives.

Performance & Accountability:

The CDO will be accountable for measurable organizational and philanthropic outcomes, including:

• Achievement of annual and multi-year philanthropic revenue goals, including growth and diversification of the Center’s funding sources.
• Development and management of a strong major-gift and institutional prospect pipeline, including growth in major and transformational gifts.
• Donor acquisition, retention, engagement, and stewardship, including the development of sustainable individual, foundation, corporate, and government funding relationships.
• Successful execution of strategic campaigns and special initiatives aligned with the Center’s organizational priorities and long-term sustainability.
• Development team performance, retention, and professional growth, supported by effective systems, infrastructure, and accountability measures.
• Effective engagement of the Board and executive leadership in advancing philanthropic strategies and organizational objectives.

Leadership Competencies:

The successful candidate will demonstrate:

• Strategic Vision & Enterprise Thinking: Ability to develop long-term strategies for institutional growth and sustainability while contributing to broader organizational priorities beyond the Development function.
• Executive Judgment & Independent Leadership: Ability to assess complex information, evaluate risks and opportunities, establish priorities, and make sound executive decisions with limited day-to-day oversight.
• Strategic Influence & relationship Leadership: Ability to influence senior leaders, Board members, donors, and community stakeholders while building strong, lasting relationships that advance the Center’s mission.
• Results Orientation: Demonstrated ability to establish measurable goals, translate strategic initiatives into action, and consistently achieve organizational and philanthropic objectives.
• Collaboration & Board Partnership: Ability to work effectively across departments, serve as a trusted executive partner, and provide strategic guidance and recommendations to the CEO and Board of Directors.
• Executive Communication: Exceptional written, verbal, presentation, negotiation, and interpersonal communication skills, including the ability to communicate complex information effectively.
• Adaptability & Innovation: Ability to anticipate changing conditions, identify emerging opportunities, and adapt organizational strategies to support continued growth and sustainability.
• Financial Acumen: Strong understanding of nonprofit financial models, revenue diversification, philanthropic economics, budgeting, forecasting, and long-term financial sustainability.
• Other duties as assigned. 

SUPERVISORY RESPONSIBILITIES

Provides executive leadership and strategic direction for the Development Department and is responsible for the recruitment, supervision, performance management, professional development, and retention of Development staff and leaders. The CDO is responsible for ensuring that the Development Department has the appropriate organizational structure, talent, systems, resources, and accountability mechanisms to achieve institutional revenue and strategic objectives.

LANGUAGE SKILLS

Ability to read, analyze, and interpret complex documents, including financial reports, strategic plans, philanthropic proposals, legal documents, and regulatory materials. Ability to respond effectively to sensitive inquiries or concerns from donors, regulatory agencies, and community stakeholders. Ability to develop compelling written communications, including executive reports, grant proposals, donor correspondence, and speeches. Ability to effectively and persuasively present complex or sensitive information to executive leadership, Boards of Directors, donors, and public groups. Demonstrated ability to adapt communication styles to diverse audiences while exercising professionalism, discretion, and sound judgment.

REASONING ABILITY

Ability to apply logical, analytical, and strategic thinking to complex organizational, financial, and operational challenges. Ability to evaluate risks and opportunities, interpret complex information, and develop sound recommendations. Demonstrated ability to exercise independent judgment, solve problems involving abstract and concrete variables, and make informed decisions that support organizational goals, financial sustainability, and long-term growth.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. The employee frequently is required to stand, walk, and sit. The employee must occasionally lift and/or move up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, and ability to adjust focus.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is occasionally exposed to outside-weather conditions. The noise level in the work environment is usually moderate.

DIVERSITY STATEMENT

The San Diego Center for Children is committed to:

• Actively recruiting, retaining, and supporting diverse staff at all levels of the organization.
• Ensuring that diverse perspectives are included in the development and implementation of policies, practices and services, and that individuals feel empowered to advance our mission within an atmosphere of trust, safety, and respect.
• Encourage and provide access to professional development in order to deliver equitable and culturally informed services to the population we serve.

Qualifications

MINIMUM REQUIREMENTS:

• Bachelor’s degree from an accredited college or university required.
• Minimum of 10 years of progressively responsible experience in nonprofit development, advancement, philanthropy, institutional advancement, or a related field, including significant senior leadership experience.
• Proven success developing and executing comprehensive philanthropic strategies, cultivating and managing sophisticated donor and prospect relationships, and securing significant and transformational gifts from individuals, foundations, corporations, and/or government sources.
• Significant experience leading, developing, and managing high-performing teams.
• Proven ability to collaborate effectively with CEOs, senior executive teams, Boards of Directors, and other high-level stakeholders while managing complex initiatives involving multiple internal and external stakeholders.
• Strong financial and business acumen, including departmental budget management and understanding of organizational financial objectives.
• Exceptional written, verbal, presentation, and interpersonal communication skills, with demonstrated ability to exercise independent judgment and operate effectively with significant autonomy.

PREFERRED QUALIFICATIONS:

• Advanced degree preferred.
• Experience in a nonprofit, healthcare, behavioral health, education, human services, or other mission-driven environment strongly preferred.
• Experience with strategic planning, organizational development, and/or enterprise-level strategy preferred.