Annual Giving, Donor Relations/Stewardship, Major Gifts
4 Year Degree
JOB TITLE: Director of Legacy Planning
Department: Institutional Advancement
Job Status: Active
FLSA Status: Exempt
Reports To: Chief Advancement Officer
Grade/Level: Executive Director
Amount of Travel Required: 65 %
Job Type: Full-Time
Positions Supervised: None
Work Schedule: Varies
The Director of Legacy Planning will help create a culture of generosity at Patrick Henry Family Services. Reporting to the Chief Advancement Officer, the Director leads strategic efforts in identifying, cultivating, engaging, and maintaining strong relationships with philanthropic donors among individuals and ministry partners.
Reasonable Accommodations Statement To accomplish this job successfully, an individual must be able to perform, with or without reasonable accommodation, each essential function satisfactorily. Reasonable accommodations may be made to help enable qualified individuals with disabilities to perform the essential functions.
Plan and direct private fundraising initiatives, including individual giving programs, ministry partners, and strategic events.
Cultivate long-term relationships with prospective donors through individual visits, personalized correspondence and participation in cultivation, engagement, and stewardship activities. Educate donors and match their interest with the needs and priorities of PHFS.
Identify and fully leverage interlocking opportunities and shared goals among ministry programs. Help educate and coach colleagues throughout PHFS on all priorities.
Engage in the Institutional Advancement goal-setting process for fundraising and engagement metrics.
Effectively and responsibly steward budgetary and other resources.
Serve as a collaborative partner to all ministries at PHFS.
Strive to foster strategic, effective, and collaborative best practices in fundraising.
Collaborate seamlessly with Marketing for institutional success by synergizing research, integrating messaging, and sharing information.
Develop annual operating plan for increasing support from individual donors.
Create engagement strategies, gift ideas, messaging, and a Case for Support – from challenges to matches to fund philanthropic opportunities.
Form and leverage cross-functional teams of colleagues, volunteers, and senior leaders toward closure of major and planned giving at PHFS.
Raise a minimum of $360,000 per fiscal year to begin through private sector funding.
Grow this figure by 25% per fiscal year for five years.
Accountability - Ability to accept responsibility and account for his/her actions.
Communication, Oral - Ability to communicate effectively with others using the spoken word.
Communication, Written - Ability to communicate in writing clearly and concisely.
Decision Making - Ability to make critical decisions while following company procedures.
Diversity Oriented - Ability to work effectively with people regardless of their age, gender, race, ethnicity, religion, or job type.
Ethical - Ability to demonstrate conduct conforming to a set of values and accepted standards.
Goal Oriented - Ability to focus on a goal and obtain a predetermined
Management Skills - Ability to organize and direct oneself and effectively supervise others.
Team Builder - Ability to convince a group of people to work toward a goal.
Time Management - Ability to utilize the available time to organize and complete work within given deadlines.
SKILLS & ABILITIES
Best practices in Annual Giving, Major Gifts, and Planned Giving
Best practices in donor relations, marketing, and communications including Social Media
Solutions for marketing Major and Planned Gifts
Nonprofit fundraising and customer relationship management software such as: Raiser’s Edge, Donor Perfect, SalesForce
Planned Giving software such as Crescendo Interactive
Basic technological skills: using computers, fax machines, and telephones as well as troubleshooting
Excellent interpersonal skills to interact with leadership, clients, donors and peers
Basic business skills
Listening skills: determining organizational needs and donor's abilities
Excellent driving record
To assist in the development and implementation of an effective donor-centered fundraising program.
To effectively communicate orally, in writing, text messages, and emails.
To report necessary information in a clear, concise, and accurate manner
To build rapport with potential donors and other stakeholders
To work within a professional office team setting and maintain a professional appearance
To make informed, objective decisions with integrity
Requires spiritual maturity to pray with and encourage donors in our ministry-first approach to cultivating relationships
Experience: Five years or more in non-profit fundraising and management. Demonstrated success building highly effective teams. Excellent communication skills including ability to make persuasive presentations and influence donors to give generously.
Certification & Licenses: CFRE preferred
Other Requirements: Valid driver's license
N (Not Applicable) Activity is not applicable to this position.
O (Occasionally) Position requires this activity up to 33% of the time (0 - 2.5+ hrs/day)
F (Frequently) - Position requires this activity from 33% - 66% of the time (2.5 - 5.5+ hrs/day)
C (Constantly) - Position requires this activity more than 66% of the time (5.5+ hrs/day)
Vision (Near, Distance, Color, Peripheral, Depth) - For reading and driving
Sense of Sound - For answering, listening, and speaking to others on the phone or in person
Sense of Smell - For safety in the detection of hazardous fumes and/or smoke
Sense of Taste - N/A
Sense of Touch - For handling tools and materials and accomplishing activities of everyday living
Ability to wear Personal Protective Equipment (PPE)
Sense of Balance - For standing and walking
WORK ENVIRONMENT: Professional office environment. Frequent travel to philanthropic donors’ homes and businesses. Occasional overnight travel.
The company has reviewed this job description to ensure that essential functions and basic duties have been included. It is intended to provide guidelines for job expectations and the employee's ability to perform the position described. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate. This document does not represent a contract of employment, and the company reserves the right to change this job description and/or assign tasks for the employee to perform, as the company may deem appropriate.
About Patrick Henry Family Services
Patrick Henry Family Services is a non-profit, interdenominational Christian ministry serving children and families since 1961.
At the very center of Patrick Henry, Family Services is a motivation by its staff and stakeholders to know and glorify our great God by living out His priorities and passions in this world. “We love because He first loved us” (I Jn. 4:19). That is our essence, our reason for being, our strength, and hope. Apart from that, we would be one more organization that is doing good but only in our own power, endurance and conviction.
We believe we are able to know the heart and mind of God, the Creator of all things, through the provision of Scripture. The Bible contains His special revelation to humankind that reflects His essential truths for salvation and godly living. It is primarily from scripture that we know how we should live in this world.
Out of this core motivation and understanding of timeless truth derives our purpose and mission. Because Scripture is replete with God’s deep love for the fatherless and the vulnerable (Dt. 10:18, Ps. 68:6, Ps. 146:9, Js. 1:27) and our own experience as not being left as orphans (Jn 14:18), PHFS believes that... caring for this population reflects His heartbeat and our Christian responsibility as individuals and His Church. Additionally, when we care for the broken individuals and families, we are, in a small way, testifying to the One who graciously redeemed us.
As such, engaging like-minded people as staff and trustees who also embrace our common motivation and organization mission is critical for maintaining our faith-based mission and vision. Organizations who lose their way do so most often because of changes in staffing and board members that no longer consistently reflect the original faith-centered motivation. It is the first domino to fall creating a chain reaction that almost inevitably changes the central motivation, and ultimately the organizational purpose, mission, and vision.