Director of Development, Faculty of Science

Staff - Non Union

Job Category

M&P - AAPS

Job Profile

AAPS Salaried - Development & Alumni Engagement, Level E

Job Title

Director of Development, Faculty of Science

Department

DAE Science

Compensation Range

$10,459.67 - $15,675.58 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

October 18, 2026

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

Job End Date

Ongoing

Science is foundational. Long before someone becomes an engineer, a physician, a kinesiologist, or a forester, they begin with science: a teacher, a lab, a question that is nurtured rather than dismissed. We are seeking a Director who understands that funding science education and research means investing in the pipeline for many of the professions that shape our world, and who brings genuine enthusiasm to that work.

Reporting to and working closely with the Assistant Dean, the Director will help lead a talented development team while personally managing a $4M portfolio of leadership-level donors. The role contributes to a $13M Development and Alumni Engagement program in support of the Faculty's $27M annual goal, a target the team works toward collectively.

What we are looking for

We are seeking a dynamic leader who is motivated by challenge and comfortable operating as a self-starter. The ideal candidate brings genuine curiosity about scientific research and the ability to translate that enthusiasm into compelling cases for support.

This individual will have demonstrated success building meaningful relationships within industry, with the credibility and judgment to identify the right partners, earn their trust, and convert shared interest into sustained investment.

As a leader, this person will be equally comfortable mentoring fundraisers who benefit from structure and clear process as they are challenging experienced major gift officers to think more ambitiously. They will be motivated primarily by the success of the team rather than by individual achievement, while still maintaining strong personal accountability for their own portfolio and goals.

Given that many of our initiatives span multiple faculties and units, strong collaborative instincts are essential. We are looking for someone who navigates complexity and ambiguity comfortably, brings creative and analytical problem-solving to their work, and is able to read a pipeline critically while never losing sight of the relationships at its core.

Finally, this is a team that works hard and values genuine collegiality. We are looking for someone who brings energy and a sense of humour to the work, alongside the rigour it demands.

What you will do

Working in close partnership with the Assistant Dean, the Director will help operationalize fundraising strategy across the Faculty and advance leadership gift account strategies that require senior administration engagement. The Director will also contribute to building the alumni and donor relationships that support an active multi-year campaign.

As second-in-command on the team, the Director will provide day-to-day leadership and mentorship to a group of career fundraisers, adapting their approach to the needs of each individual, whether that calls for coaching, structure, or a trusted sounding board.

This is an opportunity for someone who wants to help build a high-performing fundraising program, not simply maintain one, and who recognizes science as essential infrastructure behind many of the careers that shape our communities.

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

This position is responsible for assisting with the preparation and monitoring of unit goals, managing and evaluating design, development, and coordination of projects. Broad responsibility for unit's operations in Senior Director/Assistant Dean's absence. Also responsible for components of a defined development program at an average $20+million level with 10+ staff, or managing resource development activity at an average of $4+million annually and responsibility for dealing with complex, confidential information where consequence of error is high. If position has direct donor contact, metrics are included. If no direct donor contact, annual targets to be set by work plan goals and objectives.

Organizational Status

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

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

Contacts: Donors and outside community groups and organizations.

Supervises: May supervise Associate Directors, Development Officers, Development Coordinators, support staff.

Work Performed

• •Works closely with the Senior Director/Assistant Dean or Executive Director and senior management to facilitate maximum private and public sector support for the University;
• •Assists with the preparation and monitoring of unit goals, manages and evaluates design, development, and coordination of projects;
• •May oversee daily operations of the program or unit including: development and implementation of strategies for closing major gift solicitations; coordinating staffing for major gift solicitations.
• •Oversees administrative functions of the program or unit including: development and implementation of individual plans for identifying, cultivating, soliciting, and stewarding major gift prospects and donors; oversees implementation of appropriate donor recognition; ensuring acknowledgement and stewardship programs are in place;
• •Develops and manages a personal portfolio of major gift prospects (75-150) making face-to-face visits (125-200 annually) for the purposes of discovery, cultivation and solicitation (20-25 annually) for prospects at the major gift level (defined as $50,000 and up). Or annual targets to be set by work plan goals and objectives as approved by Executive Director;
• •Develops proposals and works with donors to generate gifts for priority projects;
• •Manages the donor pipeline, ensuring that appropriate strategies are in place and acted on;
• •Involved in managing and motivating staff; may also be responsible for: planning and approving professional development for staff, hiring, training and terminating staff, conducting performance reviews to ensure annual benchmarks and performance goals are achieved;
• •Mentors and develops fundraising staff, including working with them to develop strategy for donor cultivation and solicitation, “making the ask”;
• •Generates donor/prospect solicitation materials and correspondence;
• •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 Director of Development is expected to make decisions and recommendations impacting the overall development program of the unit. 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, leading to the potential loss of these donations.