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Development Director Jobs in Kent, OH (NOW HIRING)

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Development Director information

See Kent, OH salary details

$36.9K

$84.2K

$141.3K

How much do development director jobs pay per year?

As of Sep 4, 2026, the average yearly pay for development director in Kent, OH is $84,238.00, according to ZipRecruiter salary data. Most workers in this role earn between $63,800.00 and $98,900.00 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

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What cities near Kent, OH are hiring for Development Director jobs?

Cities near Kent, OH with the most Development Director job openings:

Development Director jobs near you
Infographic showing various Development Director job openings in Kent, OH as of August 2026, with employment types broken down into 1% As Needed, 84% Full Time, 13% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $84,238 per year, or $40.5 per hour.

Director Leadership & Employee Development

FirstEnergy

Akron, OH • On-site

Full-time

Medical, Dental, Vision, Life, Retirement

Re-posted 27 days ago

FirstEnergy rating

7.8

Company rating: 7.8 out of 10

Based on 73 frontline employees who took The Breakroom Quiz

35th of 53 rated energy and utility

Job description

FirstEnergy at a Glance 

 
We are a forward-thinking electric utility powered by a diverse team of employees committed to making customers' lives brighter, the environment better and our communities stronger. 

FirstEnergy(NYSE: FE) is dedicated to integrity, safety, reliability and operational excellence. Headquartered in Akron, Ohio, FirstEnergy includes one of the nation's largest investor-owned electric systems, more than 24,000 miles of transmission lines that connect the Midwest and Mid-Atlantic regions, and a regulated generating fleet with a total capacity of more than 3,500 megawatts. 

 
About the Opportunity 
This is an open position with FirstEnergy Service Co., a subsidiary of FirstEnergy Corp. [FEU] 

This is a full-time, on-site position in any FirstEnergy location in OH, NJ, PA, WV/MD including: Akron, OH; Holmdel, NJ; Morristown, NJ; Reading, PA, Charleston, WV, Williamsport, MD

The executive leadership position is responsible for leading the strategy, design and implementation of leadership and employee development programs.  These programs build leadership capability, strengthen organizational effectiveness, and support talent growth at FirstEnergy.  Areas of focus include internally designed leadership development programs for emerging and experienced leaders, employee development resources, career progression initiatives, and enterprise processes that support continuous learning and Individual Development Plans (IDPs)

 
Responsibilities include: 

  • Provide strategic leadership and direction for enterprise leadership and employee development programs across FirstEnergy.
  • Lead the design, development, implementation, and continuous improvement of leadership and employee development curricula and learning experiences.
  • Oversee programs supporting aspiring leaders, supervisors, managers, directors, and executive leaders, as well as employee development initiatives and career growth resources.
  • Manage and develop a team of learning and development professionals responsible for instructional design, facilitation, program management, and leadership development delivery.
  • Establish enterprise standards and governance for leadership and employee development programs, learning design, facilitation quality, and program evaluation.
  • Partner with business leaders, Human Resources, and functional stakeholders to assess organizational capability needs and align development strategies to business priorities.
  • Drive the use of modern learning methodologies, adult learning principles, instructional design practices, and technology-enabled learning solutions.
  • Develop and monitor program goals, metrics, budgets, and effectiveness measures to ensure business impact and continuous improvement.
  • Support employee development strategies through development resources, career-pathing initiatives, Individual Development Plans (IDPs), leadership tools, and enterprise learning experiences.
  • Develop and maintain enterprise leadership development resources, tools, workshops, and experiential learning opportunities, including support for leadership offsites, retreats, and organizational development events.
  • Foster a culture of continuous learning, leadership accountability, and employee growth across the organization.

Qualifications: 

Minimum Requirements:

  • Bachelor's degree in Human Resources, Organizational Development, Leadership Development, Education, Business, Psychology, or related field.
  • Minimum of 10 years of progressively responsible experience in learning and development, leadership development, talent development, training, or organizational development.
  • Minimum of 5 years of leadership experience managing teams, programs, and organizational initiatives.
  • Experience designing, developing, and implementing leadership and employee development programs within a complex organization.
  • Working knowledge of instructional systems design methodologies, including the ADDIE model and adult learning principles.
  • Demonstrated ability to lead cross-functional initiatives and influence stakeholders at all organizational levels.
  • Strong communication, facilitation, consulting, and relationship management skills.

Preferred Qualifications:

  • Master's degree in Organizational Development, Leadership Development, Human Resources, Education, Business Administration, or related field.
  • Experience within the energy, utility, manufacturing, industrial, or other highly regulated industries with a mix of represented and non-represented employees.
  • Working knowledge of the Systematic Approach to Training (SAT) methodology.
  • Experience leading enterprise leadership development strategies and large-scale employee development initiatives.
  • Experience managing instructional design, facilitation, and program management teams.
  • Experience leveraging learning technologies, digital learning platforms, and modern learning strategies to enhance workforce capability.

  • Experience designing and supporting enterprise leadership resources and development experiences, including leadership retreats, workshops, facilitation materials, executive presentations, and leadership engagement events.

    Benefits, Compensation & Workforce Diversity
    At FirstEnergy, employees are key to our success. We depend on their talents to meet the challenges of our changing business environment. We are committed to rewarding individual and team efforts through our total rewards philosophy which includes competitive pay plus incentive compensation, a company-sponsored pension plan, 401(k) savings plan with matching employer contribution, a choice of medical, prescription drug, dental, vision, and life insurance programs, as well as skills development training with tuition reimbursement. Please visit our website at www.firstenergycorp.com to learn more about all of our employee rewards programs. FirstEnergy proudly supports workforce diversity. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex, sexual orientation, gender identity, age, status as a protected veteran, or status as a qualified individual with a disability. No recruiters or agencies without a previously signed contract. Unable to sponsor or transfer H-1B visas at this time.
    Safety
    Safety is a core value for FirstEnergy and is essential to all of our business activities. We ensure employees have the tools, information, and processes to perform their duties in a manner that assures safety for themselves, their co-workers, our customers and the public. Our goals are to provide a safe work environment, to maintain an accident-free, injury-free workplace, and to promote and maintain public safety. To meet these goals, we dedicate ourselves to achieving world-class safety standards.
    Position Classification
    Exempt
    FirstEnergy Human Resources Team

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