Director, Development Performance & Strategy Enablement - Remote

American Chemical Society•Atlanta, GA

2d•$140,000 - $157,000•Remote

About The Position

The Director, Development Performance & Strategy Enablement will build systems and processes that help the Development Pillar attract, grow, and retain the talent required for strategy enablement. This role will inform and activate a comprehensive strategy that standardizes the "ACS Way" of fundraising, modernizes the Development Pillar training infrastructure, and contributes to building a specialized, high-performing culture. This role will drive elevation of the Development Pillar employer brand to make ACS the premier destination for top philanthropic talent. This role is 100% remote

Requirements

10+ years of progressive fundraising or sales leadership preferably within a large, complex nonprofit or a highly matrixed corporate sales environment with a background in talent management, organizational development, or sales enablement.
Strong understanding of the mechanics of modern fundraising (mass market acquisition, major gift portfolios, campaign cycles) to ensure talent strategies are directly linked to revenue outcomes.
Proven experience navigating organizations through significant structural and cultural transitions, with a high degree of empathy and resilience.
Demonstrated ability to influence and partner effectively with C-suite executives, HR partners, and frontline staff.
Ability to lead and scale a small, agile team to produce outsized enterprise impact.

Responsibilities

Design a single Performance Framework to eliminate inconsistent goals and metrics across regions and teams using a unified, transparent performance framework tailored to the specific KPIs of specialized channels (Major Gifts, Corporate, Community Events, etc.). Work with Development Operations and Data Analytics to ensure performance metrics are directly linked to pipeline health, portfolio value, and verifiable revenue forecasting.
Drive effective onboarding experience to ensure all new hires receive consistent, high-quality training on the enterprise growth strategy, core fundraising fundamentals, and the "Total Mission" investment approach. Build shared playbooks and structured curriculum for frontline staff, focusing specifically on transitioning staff from transactional event management to high-value relationship building.
Partner with the CDO, Strategy team, and POD partners to execute the transition toward specialized frontline roles, helping managers navigate the shift to higher spans of control (from 1:3 to 1:6) by defining clear expectations and reducing administrative drag. Equip mid-level and senior managers with the coaching skills necessary to actively guide their teams, manage change fatigue, and drive pipeline velocity.
In partnership with POD and Development Leadership Team, identify and drive Pillar-specific culture attributes necessary to create desired Pillar culture. Act as a change champion for the pillar, ensuring that staff feel supported, heard, and aligned with the overarching vision.
Maintain a seamless, tightly integrated partnership with the Development Pillar's POD partners. Collaborate to benchmark industry data, address recruiting/retention headwinds, and build compensation architectures that appropriately reward specialized, high-performing fundraisers. Cultivate a compelling "employer brand" for the ACS Development Pillar to be used for talent attraction to highlight our mission, the scale of our ambition, and our commitment to professional growth to attract top-tier, specialized talent from across the nonprofit and corporate sectors.