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Development Director Jobs in Beaverton, OR (NOW HIRING)

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$42.1K

$96.1K

$161.3K

How much do development director jobs pay per year?

As of Sep 3, 2026, the average yearly pay for development director in Beaverton, OR is $96,123.00, according to ZipRecruiter salary data. Most workers in this role earn between $72,800.00 and $112,900.00 per year, depending on experience, location, and employer.

What does a development director do?

A Development Director is responsible for overseeing fundraising and resource development efforts within an organization, typically a nonprofit. They create and implement strategies to secure financial support, manage donor relationships, lead fundraising campaigns, and often supervise development staff. Their goal is to ensure the organization has the funding needed to achieve its mission and objectives. Development Directors also work closely with executive leadership and the board of directors to align fundraising goals with the organization's overall strategy.

What does a development director do?

A development director is responsible for fundraising strategies and initiatives to help promote the business and operations of nonprofit organizations, educational institutions, and hospitals. As a development director, your job duties include reaching out to potential benefactors, maintaining relationships with existing donors, devising new strategies for fundraising, and organizing fundraising events. These events may consist of benefit concerts, dinners, parties, and special events. Collaborating with company management is also a regular part of your job. Depending on the organization, your exact duties may vary.

What are the key skills and qualifications needed to thrive as a development director, and why are they important?

To thrive as a Development Director, you need expertise in fundraising strategy, donor relations, and nonprofit management, often supported by a relevant degree or CFRE certification. Familiarity with donor management systems (like Salesforce or Raiser’s Edge) and CRM platforms is typically required. Exceptional communication, leadership, and relationship-building skills set top performers apart in this role. These abilities are crucial for driving organizational growth, securing funding, and building lasting partnerships essential to the nonprofit’s mission.

How does a development director typically collaborate with other departments to achieve organizational goals?

A Development Director frequently works cross-functionally with teams such as marketing, finance, and program management to align fundraising strategies with organizational objectives. This collaboration often involves coordinating on campaigns, sharing donor insights, and ensuring consistent messaging across platforms. Strong communication and teamwork skills are essential, as the Development Director serves as a bridge between departments to maximize impact and foster a culture of philanthropy throughout the organization.

What is the difference between Development Director vs Fundraising Manager?

AspectDevelopment DirectorFundraising Manager
Primary FocusOversees overall fundraising strategies, donor relations, and development initiativesExecutes specific fundraising campaigns and manages donor outreach
ResponsibilitiesStrategic planning, team leadership, major gift cultivationEvent planning, donor communication, campaign execution
CredentialsBachelor’s or Master’s in Nonprofit Management, Fundraising, or related fields; experience in leadership rolesBachelor’s degree; experience in fundraising or development roles often preferred
Work EnvironmentNonprofit organizations, charities, educational institutionsNonprofit organizations, charities, fundraising agencies

The Development Director typically holds a strategic leadership role, overseeing the entire development department and long-term fundraising goals. In contrast, the Fundraising Manager focuses on executing specific campaigns and managing day-to-day donor activities. Both roles require similar credentials and work in similar environments, but the Development Director has broader responsibilities and higher-level oversight.

More about Development Director jobs

What are the most commonly searched types of Development jobs in Beaverton, OR?

The most popular types of Development jobs in Beaverton, OR are:

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The top searched job categories for Development Director jobs in Beaverton, OR are:

What cities near Beaverton, OR are hiring for Development Director jobs?

Cities near Beaverton, OR with the most Development Director job openings:

Development Director jobs near you
Infographic showing various Development Director job openings in Beaverton, OR as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $96,123 per year, or $46.2 per hour.

Senior Director, Global Talent & Organizational Development Practices

SupportFinity™

Beaverton, OR • On-site

$120 - $160/hr

Other

Posted 28 days ago

Job description

Senior Director, Global Talent & Organizational Development Practices Who You Will Work With

You’ll report to the Chief Talent Officer and work closely with Business Leaders and teammates across the Talent & OD function, HR Leadership Team, People Solutions and Employee Communications as well as external partners.

Who We Are Looking For

The Talent & Organizational Development (OD) team ensures we have the organization and capable diverse talent required to create and deliver the future of Nike. We work at all altitudes, engaging in strategy, practice design and activation and operations, with a focus on increasing consistency in how we work with business leaders across the enterprise. Our Talent & OD practices team are evolving as we are facing a dynamic marketplace which Nike’s leaders must navigate to drive business growth.

  • Bachelor's Degree in Industrial/Organizational Psychology, Talent Management, Leadership/Organizational Development or related field. Will accept any suitable combination of education, experience and training.
  • Master's or Doctorate Degree is preferred.
  • Minimum 10 years of demonstrable experience in in-house leadership in talent management for large and sophisticated multinational organizations.
  • Minimum 5 years’ experience working at senior levels as an HR COE Leader or HR Business Partner.
  • Demonstrated aptitude in talent assessment, leadership development, selection and talent management.
  • Experienced leader of teams.
  • Advanced influencing skills; strong ability to develop high-profile and collaborative relationships across teams up and down the organization.
  • Ability to think strategically and to creatively solve problems, while also willing to drive work across the finish line.
  • Ability to establish an independent view, make decisions, and motivate others, especially during difficult situations or on tough organizational issues.
What You Will Work On
  • Along with your team, you will create practices integrated across the Talent & OD org (OD, Strategic Workforce Planning, TM, TA, L&D), including the tools, frameworks, methodologies, principles and recommendations on how we select, identify, attract, assess and develop talent at Nike.
  • Enable all employees to have a meaningful career and drive critical business outcomes (including Leadership Assessments, Performance Management, Careers & Mobility, Talent & Succession Planning). You will incorporate insights from industry best practices, COE partners, and Business HR on Nike business needs to the design and creation of practices across Talent & OD.
  • Shape Nike’s point of view on workplace innovation and the future of work by anticipating emerging trends in how work is done and translating them into scalable, enterprise-ready Talent & OD practices. This includes defining the skills and capabilities required for Nike’s future business models, evolving career architectures and talent marketplaces, and enabling new ways of working through experimentation, pilots, and data-informed insights.
  • Partner closely with Business, HR, and external thought leaders to ensure Nike remains agile, skills-forward, and positioned to attract, develop, and deploy talent in a rapidly changing work environment.
  • Ensure alignment of Talent & OD Practices initiatives with other HR and Talent & OD initiatives (e.g. OD, SWP, TA, L&D, TM, Executive Development). You will recommend practices that ensure integrity so that employees experience a fair and objective process with appropriate sensitivity to confidentiality, diversity and consistency. You will monitor effectiveness of practices using scorecards and metrics and adjust strategies accordingly.
  • Define the Talent & OD Practices organization and align the resources to build a high performing and diverse team in addition to partnering with key stakeholders across HR, business teams, and with external consultants as needed.
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