Details: Competitive salary
Recent decades have seen great progress in children’s health, thanks in large measure to the support of philanthropists. They have provided the resources to advance research, improve the delivery of care and ensure that every child who needs medical attention receives it regardless of the family’s ability to pay. Whether these advances are sustained and built upon will continue to depend on the generosity of philanthropists. Securing their support will depend on the ability of fundraisers to ignite donors’ passions, present compelling cases for support, and steward the goodwill and resources that make medical miracles possible.
The Woodmark Group works at the heart of this challenge. Woodmark is a nonprofit organization whose members are 26 prominent children’s hospital in the United States and Canada. Woodmark supports each hospital’s efforts to increase the capacity of its fundraising staff through collaborative learning efforts. Members develop and share best practices, benchmark performance and engage subject-matter experts to reveal what outcomes are possible. Together, Woodmark members aspire to lead in the development of philanthropy to improve the health of children everywhere. They are pursuing the goal of collectively raising $2 billion in charitable contributions by 2020 to support their hospital’s mission.
The Woodmark Group is located in Seattle, Washington. It has a full-time staff of three: executive director, director of learning and learning coordinator. Several long-time contractors assist in executing various work plans. A board of directors, comprised of nine chief development officers from among the hospital membership, set organizational vision and policy.
Providing best-in-class education, learning and professional-development programs for member-hospitals’ fundraising teams is one of Woodmark’s strategic goals. To achieve the goal, Woodmark Group is seeking a director of learning to lead and implement strategic efforts. The director will develop annual learning plans and programs, direct their implementation and conduct evaluations to ensure the strategy is achieving its stated desired outcomes. Among the outcomes desired is to develop strong leaders and teams, equipped with the knowledge and skills to create outstanding donor experiences that lead to philanthropic success.
The director of learning’s mission is to lead the development and delivery of a learning strategy to build the knowledge and skills of Woodmark members, resulting in their increased capacity to foster exceptional donor experiences that inspire major and principal gifts. Functioning in a role that is both strategic and tactical, the director of learning oversees the development, implementation, evaluation and adjustment of all learning programs and resources, with the support of the learning coordinator. Current learning programs and resources include:
· an annual conference – the Woodmark Summit – open to all practitioners,
· an annual forum exclusively for chief development officers,
· an online knowledge and collaboration platform (“Woodmark Exchange” or “WE”),
· an annual meeting for senior associates (a senior member of each hospital’s team, whose participation is designated by the chief development officer),
· thirteen cohorts for select fundraising specialties, meeting virtually on a quarterly basis and once a year in person, and
· ad hoc in-person gatherings on specific subjects of interest to the membership.
The director of learning will report to Woodmark’s executive director and also have accountability to the Chair of Learning, a member of Woodmark’s board of directors.
The director of learning will:
· Create and deliver an annual learning plan that addresses established priorities;
· Increase participation in all of the Woodmark Group’s learning programs;
· Increase content available on Woodmark’s online knowledge platform; · Increase use of the online knowledge platform by Woodmark members.
· Implement a stakeholder evaluation process that supports continuous program improvement.
Domain expertise – Possesses a deep understanding of the not-for-profit sector, membership organizations, board governance and practice of fund-raising.
Leadership - Uses social influence to maximize the efforts of others to achieve collaborative goals.
Strategic thinking – Able to discern challenges and communicate the big picture in an inspiring way. Intellectually curious. Determines opportunities and challenges through comprehensive analysis of past, current and emerging trends. Creates concrete, practical and actionable plans.
Analytical skills – Able to structure and process qualitative or quantitative data and draw accurate conclusions. Exhibits a probing and insightful approach.
Organization and planning – Plans, organizes and schedules in a productive manner. Focuses on key priorities.
Attention to detail – Does not let important details slip through the cracks or derail a project.
Proactivity – Anticipates needs, respects timelines and meets deadlines. Acts without being told what to do. Brings new ideas to the organization. Independent thinker.
Honesty / Integrity – Does not cut corners ethically. Earns trust and maintains confidences. Does what is right, not just what is politically expedient. Speaks plainly and truthfully.
Enthusiasm – Exhibits passion and excitement for this work. Has a can-do attitude.
Calm under pressure / adaptable – Maintains composure and ability to think critically when faced with unexpected or disruptive situations. Copes effectively with complexity and change.
Listening skills – Lets other speak and seeks to understand their viewpoints.
Communication – Speaks and writes clearly and effectively without being overly verbose or talkative. Maintains this standard in all forms of communication, particularly e-mail, since Woodmark staff works with its members remotely most of the time. Strong presentation skills. Ability to command an audience.
Teamwork – Reaches out to members and coworkers and cooperates to establish overall collaborative working relationship. Pitches in without being asked when circumstances require all hands on deck.
Self-sufficiency – Works comfortably in a small-team setting. At ease without an assistant. Has mastery of the MS Office suite, and learns new technologies quickly. Comfortable scheduling and running meetings with multiple remote stakeholders.
Openness to criticism and ideas – Often solicits feedback and reacts calmly to correction, input and criticism.
Persuasion – Influences ideas, beliefs, behaviors and decisions without direct authority.
Medical and vision coverage, disability insurance, 403(b) contributions, and competitive leave time.
Minimum Education Required
How To Apply
Interested candidates should email a résumé and cover letter to:
The Woodmark Group
Full consideration will be given to applications received by November 30. All applications will be acknowledged via an email receipt, and will be held confidentially within the search committee. Consideration will be given to applications as soon as they are received, and interviewing will begin in December.
The Woodmark Group is an equal opportunity employer. We will not discriminate and will take affirmative action measures to ensure against discrimination in employment, recruitment, advertisements for employment, compensation, termination, upgrading, promotions, and other conditions of employment against any employee or job applicant on the bases of race, color, gender, national origin, age, religion, creed, disability, veteran's status, sexual orientation, gender identity or gender expression.