Manager, Strategic Initiatives

Staff - Non Union

Job Category

M&P - AAPS

Job Profile

AAPS Salaried - Development & Alumni Engagement, Level D

Job Title

Manager, Strategic Initiatives

Department

DAE App Sci

Compensation Range

$8,305.08 - $12,952.33 CAD Monthly

The Compensation Range is the span between the minimum and maximum base salary for a position. The midpoint of the range is approximately halfway between the minimum and the maximum and represents an employee that possesses full job knowledge, qualifications and experience for the position. In the normal course, employees will be hired, transferred or promoted between the minimum and midpoint of the salary range for a job.

Posting End Date

July 21, 2025

Note: Applications will be accepted until 11:59 PM on the Posting End Date.

Job End Date
- This position is expected to be filled by _promotion/reassignment_ and is included here to inform you of its vacancy at the University. _

At UBC, we believe that attracting and sustaining a diverse workforce is key to the successful pursuit of excellence in research, innovation, and learning for all faculty, staff and students. Our commitment to employment equity helps achieve inclusion and fairness, brings rich diversity to UBC as a workplace, and creates the necessary conditions for a rewarding career.

Job Summary

The incumbent of this position is responsible for managing ongoing operations of development programs and/or resource development activities at a total program level of an average of $5+ million. As a Manager of Development, the incumbent coordinates and integrates operational efforts in all areas that affect fundraising in support of the overall fundraising program, and may be expected to personally raise major gifts in support of established funding priorities.

Responsible for managing much of the liaison with other development and alumni engagement portfolio units; responsible for managing the strategy for the prospect pipeline; responsible for planning and reporting. Will work directly with senior university administration and manage complex relationships with multi-unit stakeholders.

Annual targets to be set by workplan goals and objectives. If position has direct donor contact, metrics and financial goals are included as per the annual work plan.

Organizational Status

Reports to: One of: Director/Assistant Dean or Executive Director of Development.

Works with: UBC faculty and staff involved in fundraising including the VP, Development and Alumni Engagement, AVP Development, the President of the University and other senior administrators as appropriate.

Contacts: Donors and outside community groups and organizations.

Supervises: May supervise Development Officers, Development Coordinators and support staff.

Work Performed
- Works closely with the Director/Assistant Dean or Executive Director of Development, and senior management to facilitate maximum private and public sector support for the University;
- Oversees administrative operations of the unit, including: strategic administrative planning, overall workflow and information flow, including donations reporting, and records and the unit s budget;
- Responsible for managing complex relationships involving donors, other campus units, other DAE units and colleagues and maintaining communications that are critical to the success of the fundraising program;
- Manages the liaison between the Faculty/unit and other development and alumni engagement portfolio units (i.e. Research, Prospect Management);
- Oversees implementation of appropriate donor recognition; ensuring acknowledgement and stewardship programs are in place;
- May develop and manage a personal portfolio of major gift prospects making face-to-face visits for the purposes of discovery, cultivation and solicitation strategies for prospects at the major gift level (defined as $50,000 and up);
- May oversee and/or develop proposals and may work with donors to generate gifts for priority projects;
- Manages strategy for the donor pipeline, ensuring that donor records are up to date, and is expected to be
- Manages and motivates staff, responsible for hiring, training and terminating staff, conducts annual staff evaluations, performance reviews, ensuring benchmarks and performance goals are achieved;
- Plans and approves professional development for unit staff, reviews annual benchmarks and performance goals across the unit to ensure these are achieved;
- Performs other related duties as required.

Consequence of Error/Judgement

The position is a critical point of contact for donors and university staff in relation to development activities. The Manager is expected to make decisions and recommendations impacting a total development program of $5+ million. Incorrect interpretation or communication of university policy and procedures or lack of tact, diplomacy or sensitivity in dealing with major donors and senior administrators could potentially result in damaged relationships and credibility, lea