Chief Development Officer

Organization Description

Children’s Law Center believes every child should grow up with a strong foundation of family, health and education and live in a world free from poverty, trauma, racism and other forms of oppression. Our more than 100 staff – together with DC children and families, community partners and pro bono attorneys – use the law to solve children’s urgent problems today and improve the systems that will affect their lives tomorrow. Since our founding in 1996, we have reached more than 50,000 children and families directly and multiplied our impact by advocating for city-wide solutions that benefit hundreds of thousands more.

Guided by our strategic priorities, Children’s Law Center has a bold vision to expand our impact. To turn our vision into reality, we must grow our philanthropy, deepen donor relationships, and strengthen our fundraising capacity.

Job Summary

Children’s Law Center seeks a strategic, visionary, and accomplished Chief Development Officer (CDO) to lead the organization’s philanthropic efforts and development team. Reporting directly to the CEO, the CDO will work closely with the Board of Directors, key stakeholders, and a team of dedicated development professionals to achieve ambitious fundraising goals that align with CLC’s mission and strategic plan. The CDO is a key member of CLC’s leadership team, collaborating across the organization to strengthen our culture of philanthropy and advance our mission.

This is a unique opportunity for an innovative and results-oriented fundraising professional to lead a development department poised for growth. The CDO will spearhead both annual and campaign efforts to increase revenue through individual, corporate, and foundation giving, and deepen relationships with major donors.

Supervisory Responsibilities

• Directly supervises the Major Gift Officer, the Director of Corporate and Individual Philanthropy and the Development Operations Manager.
• Provide tools, resources and training to support and hold direct reports accountable to:
  • Role expectations (job requirements).
  • Supervisory obligations for supervisors.
  • Compliance with programmatic requirements.
• Provide timely feedback to direct reports (coaching, appreciation and evaluation).
• Partner with and support direct reports on their professional development and promotion readiness.
• Partner with Program Director or supervisor and HIRED:
  • When progressive discipline is appropriate.
  • When accommodation or other deviations from standard performance are warranted.
• Bring in Program Director or supervisor:
  • If there are conflicts among staff.
  • If direct report requests or supervisor believes modification of job function is needed.
  • If direct report requests or supervisor believes deviation from organizational policy is needed.
• Keep PD/SS apprised of:
  • High performing direct reports.
  • Direct reports ready for promotion.
  • Direct report failing to perform adequately.
• Spot and raise up trends on morale, culture, programmatic and organizational issues.
• Support and strengthen a positive work culture.

Role Responsibilities

Development Strategy and Oversight (20%)

• Craft annual and multi-year development strategies aligned with organizational goals, in collaboration with staff leaders.
• Regularly assess the effectiveness of development strategies, refining and enhancing approaches as needed.
• Develop and manage the development budget, tracking progress against revenue goals and ensuring fiscal responsibility.
• Leverage data and analytics to evaluate fundraising performance and report progress to stakeholders.

Team Optimization (40%)

• Lead and inspire the development team as a guide, motivator, and fully engaged participant.
• Optimize team structure, roles, responsibilities, and performance metrics to align with strategic objectives.
• Dedicate time weekly to ensure directors and their teams are aligned, productive, and supported.
• Provide ongoing coaching, training, and professional development for team members, especially directors.
• Facilitate effective team meetings, follow-up, and internal communication to maintain alignment with organizational priorities.
• Foster a culture of collaboration, innovation, and excellence within the development team.

Leadership (20%)

• Support and partner with the CEO, board members and other key staff and volunteer leaders in developing and implementing a culture of philanthropy.
• Serve as a thought leader on philanthropy to staff and board leadership, particularly during communications, programmatic and budget discussions.
• Support the CEO in their fundraising efforts, including strategizing fundraising engagement, donor cultivation, and meeting preparation.
• Equip the Board of Directors, Emeritus Board, and other volunteer leaders with the tools, training, and confidence needed for successful fundraising engagement.
• Facilitate active Board involvement in donor cultivation, solicitation, and stewardship efforts.
• Create compelling presentations for leadership groups, demonstrating expertise in fundraising strategy and execution.
• Provide personalized coaching and group support for volunteer leaders to enhance their fundraising capabilities.

Prospect and Donor Engagement (20%)

• Manage a personal portfolio of 15–20 key donor and funder prospects, cultivating relationships and securing transformational gifts.
• Develop and execute tailored engagement strategies for high-value donors and prospects to build long-term relationships.
• Serve as a thought partner and strategist for team members on donor and prospect engagement efforts.
• Proactively identify and introduce key prospective supporters, leveraging internal suggestions and external philanthropic networks.
• Represent the organization as an ambassador at networking events, enhancing visibility and building partnerships.

Qualifications

• Passion for advancing the well-being of low-income children and families and a strong.
• Innovative, strategic thinker with demonstrated success in creating and implementing effective development plans and strategies.
• Commitment to the organization’s mission and values.
• Strong interpersonal skills to build and nurture relationships with donors, community leaders, board members, and partners.
• Energetic, tenacious, and team-oriented professional with a “roll up your sleeves” attitude and willingness to be held accountable for specific results.
• Experience building and leading a team of 5+ people is strongly desired.
• Experience working with cross-functional teams and leading through influence in an entrepreneurial, fast-paced environment.
• Proven ability to optimize team structure, set clear goals, and produce measurable results.
• Proven experience leading teams through change, including the ability to develop and implement change management strategies that drive adoption, minimize disruption, and foster a culture of adaptability.
• Experience managing capital or special campaigns preferred.
• Familiarity with the Washington, DC funding landscape is a plus.

Required Skills and Experience

• At least 10 years of progressive nonprofit fundraising experience, with a proven track record of securing major gifts and leading successful development strategies.
• Demonstrated ability to develop and execute comprehensive fundraising plans with a focus on major gifts, campaigns, and innovative donor engagement.
• Strong management and leadership skills, with the ability to build, develop, and motivate a high-performing team.
• Excellent written and oral communication skills, with the ability to articulate complex ideas to diverse audiences.

Organizational Competencies

• Cultural Humility – an openness to self-reflection and to understanding and respecting other cultural experiences and points of view and viewing individuals as experts in their own culture and experiences.
• Giving and Receiving Feedback – the ability to be self-reflective, give and receive appreciative, coaching, constructive, interpersonal and evaluative feedback.
• Conflict Management – a process which is designed to guide individuals and groups from the moment of conflict to the implementation of an identified solution. This process incorporates skills and techniques, including recognizing points of conflict, identifying the facts and feelings involved to get to the root of the issue, investigating equitable solutions, implementing and evaluating solutions, and supporting and guiding others throughout the process.

Hybrid Working Conditions

Children’s Law Center is currently operating on a hybrid work schedule. Employees are required to work in-person from Children’s Law Center’s office a minimum of two days per week. At least one of these days must be either Tuesday or Wednesday. The hybrid work schedule is subject to change based on organizational needs and/or best practices for health and safety. Hybrid work expectations may vary depending upon role responsibilities.

Work Authorization

Applicants must be authorized to work for any employer in the U.S. Children’s Law Center is unable to sponsor or take over sponsorship of an employment visa at this time.

Background Checks

Candidates who receive a conditional offer of employment will be subject to a background check.

EEO

Children’s Law Center is an Equal Opportunity Employer. We are committed to equal employment opportunities for all applicants and existing employees. We evaluate qualified applicants without regard to ancestry, age, color, disability, genetic information, gender identity, gender expression, marital status, military or veteran status, national origin, race, religion, sex, sexual orientation, and any other basis protected by federal, state, or local law, ordinance, or regulation. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. We invite you to visit our website to learn more about our company and our career opportunities (https://childrenslawcenter.org/get-involved/careers/).

DEI Statement

Children’s Law Center is dedicated to building a world that is inclusive in approach and has equal opportunities and equitable outcomes for all. Our organization is committed to developing and supporting a robustly diverse, equitable, inclusive and anti-racist community, where all members can create and feel a sense of belonging. Through our collective deliberate efforts, we work toward racial and social justice for children and families in DC.

Join us in empowering children and families to thrive. Together, we can make a lasting difference in the lives of those who need it most.