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Development Director Jobs in Manchester, NH (NOW HIRING)

AgeSpan

Director of Development

Lawrence, MA · Hybrid

The Director of Development (DOD) is responsible for leading the development, implementation, coordination, and expansion of AgeSpan's fundraising program. The DOD works closely with the Chief ...

AgeSpan

Director of Development

Lawrence, MA · On-site

$123K - $133K/yr

The Director of Development (DOD) is responsible for leading the development, implementation, coordination, and expansion of AgeSpan's fundraising program. The DOD works closely with the Chief ...

AgeSpan

Director of Development

Lawrence, MA · On-site

$123K - $133K/yr

The Director of Development (DOD) is responsible for leading the development, implementation, coordination, and expansion of AgeSpan's fundraising program. The DOD works closely with the Chief ...

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All JobsDevelopment JobsDevelopment Director JobsDevelopment Director Jobs in Manchester, NH

Development Director information

See Manchester, NH salary details

$39.5K

$90.1K

$151.2K

How much do development director jobs pay per year?

As of Aug 3, 2026, the average yearly pay for development director in Manchester, NH is $90,107.00, according to ZipRecruiter salary data. Most workers in this role earn between $68,300.00 and $105,800.00 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 jobs pay 500,000 a year in the US?

Development Directors in large organizations or corporations can earn $500,000 or more annually, especially with bonuses, profit sharing, and extensive experience. High-level executive roles such as Chief Development Officer or similar senior leadership positions in nonprofit or corporate sectors also have the potential for such compensation, often requiring advanced skills, strategic planning, and a strong network.

How much money should a development director raise?

A development director's fundraising goals vary depending on the organization size and sector, but they typically aim to raise several million dollars annually for nonprofits or large projects. Success often depends on skills in donor relations, strategic planning, and use of fundraising tools. Setting realistic targets aligned with organizational needs is essential for effective performance.

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 does a Director of Development do?

A Director of Development oversees fundraising efforts, builds relationships with donors, and develops strategies to support an organization’s financial growth. They often manage a team, coordinate campaigns, and utilize tools like CRM systems to track progress, ensuring the organization meets its funding goals.

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.

Is being a BDM a stressful job?

A Business Development Manager (BDM) role can be stressful due to targets, client negotiations, and workload management. Success often depends on strong communication, time management, and resilience, with some roles involving high-pressure environments and performance metrics.
More about Development Director jobs
What are the most commonly searched types of Development jobs in Manchester, NH? The most popular types of Development jobs in Manchester, NH are:
What job categories do people searching Development Director jobs in Manchester, NH look for? The top searched job categories for Development Director jobs in Manchester, NH are:
What cities near Manchester, NH are hiring for Development Director jobs? Cities near Manchester, NH with the most Development Director job openings:
Development Director jobs near you
Infographic showing various Development Director job openings in Manchester, NH as of July 2026, with employment types broken down into 1% As Needed, 85% Full Time, 12% Part Time, and 2% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $90,107 per year, or $43.3 per hour.

Talent Development Director

Brooks Automation

Chelmsford, MA • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 13 days ago

Job description

Brooks is a leading provider of automation solutions with over 40 years of experience in the semiconductor industry, offering precision robotics, integrated automation systems, and contamination control solutions that empower chip manufacturers worldwide. Our product portfolio includes a range of automation solutions, including robots, vacuum systems, and atmospheric robots for semiconductor manufacturing (www.brooks.com).
Are you looking for a place where you can be part of a transformation? Join us at Brooks Automation and be a part of a dynamic organization that is shaping the future of technology.
Talent Development Director
Job Description
Brooks is seeking a Director-level Talent Development leader to translate enterprise talent, culture, and leadership priorities into a practical operating plan that strengthens leadership capability, improves execution discipline, and embeds Brooks' High Performance Culture into how leaders manage the business.
  • Translate executive direction into clear workstreams, milestones, governance routines, tools, and metrics.

  • Partner with executive leadership, HR business partners, and business leaders to improve OKR quality, leadership routines, development planning, talent reviews, manager effectiveness, and accountability.

  • Own the talent development roadmap and execution routines needed to deliver measurable improvement in leadership effectiveness and business execution.

Key Responsibilities
Talent Development Strategy & Operating Plan
  • Translate enterprise priorities into annual and quarterly operating plans with clear workstreams, owners, milestones, success measures, and governance routines.

  • Set and manage the talent development roadmap for HPC adoption, leadership capability, OKR discipline, development planning, talent reviews, and performance enablement.

  • Build scalable tools, playbooks, sessions, templates, and routines that improve execution discipline, coaching quality, and manager consistency.

Leadership, Culture & Performance Enablement
  • Embed HPC behaviors into leadership routines, performance conversations, talent processes, development plans, and team operating rhythms.

  • Strengthen OKR quality by improving focus, clarity, measurable outcomes, alignment, and follow-through.

  • Partner with HR and business leaders to identify leadership, performance, accountability, or behavior gaps and convert them into targeted interventions.

  • Coach and facilitate with leaders and managers using specific examples tied to Brooks Behaviors, OKR execution, and business priorities.

Program Leadership & Governance
  • Establish a regular governance cadence for roadmap reviews, OKR quality reviews, talent review follow-up, development plan progress, and leadership routine adoption.

  • Track metrics that show adoption, effectiveness, execution discipline, and leadership accountability.

  • Use data and feedback to identify risks, assess progress, and adjust priorities, tools, routines, or interventions.

  • Prepare concise insights and recommendations for senior leadership discussions.

Business Partnership & Change Leadership
  • Serve as a trusted partner to HR and business leaders by translating talent and culture expectations into practical business execution.

  • Influence across functions by aligning stakeholders, clarifying trade-offs, resolving barriers, and escalating risks appropriately.

  • Reinforce enterprise expectations by making commitments visible, following up consistently, and ensuring owners act on agreed priorities.

  • Build credibility through judgment, clear communication, constructive challenge, and consistent follow-through.

What Success Looks Like
  • A clear annual and quarterly talent development operating plan is in place, with visible owners, milestones, governance routines, and measurable outcomes.

  • Brooks has a more consistent management system for leadership routines, OKR discipline, accountability, development planning, and talent review follow-up.

  • HPC expectations are embedded into practical leader behaviors, performance conversations, team routines, and talent processes.

  • Leaders and managers improve in setting priorities, making trade-offs, coaching employees, following through, and holding teams accountable.

  • Talent development tools and routines are practical, scalable, and used by HR business partners and business leaders without constant central intervention.

  • Senior leadership has clearer visibility into leadership capability themes, execution risks, adoption progress, and recommended actions.

Qualifications & Experience
  • 10+ years of experience in talent development, organizational effectiveness, leadership development, performance enablement, HR strategy, or a related discipline.

  • Experience converting senior leadership vision into operating plans, roadmaps, governance routines, and measurable outcomes.

  • Success leading enterprise-wide or function-wide talent, culture, performance, or leadership initiatives in complex, matrixed organizations.

  • Strong knowledge of OKRs, performance management, leadership development, talent review, succession planning, engagement, and behavior-based culture frameworks.

  • Proven ability to build scalable tools, processes, playbooks, and routines that improve execution, accountability, and leader effectiveness.

  • Ability to engage credibly with senior leaders while driving execution at the working level.

  • Strong facilitation, communication, coaching, stakeholder management, and data-informed decision-making skills.

  • Prior Director-level experience preferred, or demonstrated readiness to operate at Director-level scope, complexity, influence, and accountability.

Why This Role Is Different
  • This is a Director-level builder/operator role, not a traditional talent program role.

  • The role turns enterprise talent and culture priorities into a practical operating system that changes how leaders manage, execute, and develop people.

  • Success depends on improving leadership discipline, OKR quality, accountability, and adoption of Brooks' High Performance Culture in everyday management routines.

Compensation
Base Salary Range: $148,351.35 USD to $200,710.65 USD
Factors which may affect starting pay within this range may include geography/market, skills, education, experience and other qualifications of the successful candidate.
This position is also eligible for an annual discretionary bonus.
Benefits
At Brooks, we offer the following benefits for this position, subject to applicable eligibility requirements:
  • Medical, Dental, Vision and Disability Insurance
  • 401(k) Plan
  • Exempt employees are provided company paid holidays and Flexible Vacation to enjoy personal time off and incidental sickness.

Have a question about our benefits and compensation package? Your recruiter can share more with you during the hiring process.
Work Location & Flexibility
At Brooks, we aim to foster a collaborative and engaging environment while offering flexibility where possible. Work arrangements may include a mix of in-office and remote work, depending on the nature of the role and business needs. Specific expectations will be shared during the interview process.
Brooks is committed to fostering a diverse and inclusive workplace and proudly serves as an equal-opportunity employer. We welcome all qualified applicants regardless of race, color, religion, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, or any other legally protected characteristics.
Diversity enhances our innovative capabilities and strengthens our ability to serve our customers and communities effectively. At Brooks Automation, we celebrate the unique experiences and perspectives each individual brings, believing they are essential to our collective success. Join us in building a workplace where every team member is valued and can thrive.
For applicants with disabilities requiring accommodations, don't hesitate to get in touch with talentattraction@brooks.com or call +1 (978) 262-2400 to discuss your needs.
Review EEO Law & EEO Statement.
Brooks Automation participates in E-Verify® to confirm eligibility for employment in the United States. For more details, visit www.dhs.gov/E-Verify. E-Verify® is a registered trademark of the U.S. Department of Homeland Security.

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