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Development Director Jobs in Simsbury, CT (NOW HIRING)

Icarehn

Director of Census Development

Manchester, CT · On-site

$120 - $180/hr

iCare Health Network is seeking a Director of Census Development . This position is responsible for leading the strategy for census growth in the care centers and day-to-day admissions needs to ...

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Development Director information

See Simsbury, CT salary details

$41.1K

$93.7K

$157.3K

How much do development director jobs pay per year?

As of Aug 18, 2026, the average yearly pay for development director in Simsbury, CT is $93,736.00, according to ZipRecruiter salary data. Most workers in this role earn between $71,000.00 and $110,100.00 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.

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Cities near Simsbury, CT with the most Development Director job openings:

Development Director jobs near you
Infographic showing various Development Director job openings in Simsbury, CT as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $93,736 per year, or $45.1 per hour.

Director of Learning and Development

General Court of the Commonwealth of Massachusetts

Springfield, MA • On-site

Full-time

Posted 26 days ago

Job description

The Department of Developmental Services (DDS) is seeking an innovative, collaborative, and mission-driven leader to serve as the Director of Learning and Development for the Central/West Region. This position provides strategic leadership in the design, development, implementation, and evaluation of regional learning initiatives that strengthen workforce competency, leadership capacity, and organizational performance.

The Director of Learning and Development serves as the region's instructional design expert, applying evidence-based adult learning principles and instructional design methodologies to develop engaging, accessible, and impactful learning experiences that support DDS employees across all disciplines.

Working collaboratively with regional leadership, the statewide Learning and Development Office, subject matter experts, and program staff, the Director ensures learning initiatives align with the agency's mission, strategic priorities, regulatory requirements, and commitment to person-centered supports.

Duties and Responsibilities (these duties are a general summary and not all Inclusive):

Strategic Learning Leadership

  • Develop and implement a comprehensive regional learning and development strategy that supports workforce excellence and organizational priorities.
  • Assess organizational learning needs through data analysis, stakeholder engagement, performance metrics, and operational trends.
  • Translate organizational goals into measurable learning strategies that improve employee performance and service delivery.
  • Serve as a trusted advisor to regional leadership regarding workforce development, succession planning, and organizational learning.

Instructional Design and Curriculum Development

  • Lead the design, development, revision, and evaluation of high-quality learning programs utilizing adult learning theory, instructional design models, and evidence-based instructional practices.
  • Develop blended learning solutions, including instructor-led training, virtual learning, e-learning, microlearning, job aids, performance support tools, and competency-based curricula.
  • Ensure instructional materials are engaging, accessible, inclusive, and aligned with learning objectives and organizational standards.
  • Apply learning science principles to maximize learner engagement, retention, knowledge transfer, and performance improvement.

Learning Program Management

  • Oversee regional onboarding and New Employee Orientation (NEO) programming while ensuring consistency with statewide expectations.
  • Establish quality assurance processes for curriculum development, instructional delivery, and learning outcomes.
  • Evaluate learning effectiveness using participant feedback, performance data, knowledge assessments, and operational outcomes to continuously improve programs.
  • Manage multiple learning initiatives simultaneously while ensuring timely implementation and high-quality deliverables.

Leadership Development

  • Design and facilitate leadership development programs that strengthen supervisory, management, and executive competencies.
  • Support emerging leaders through coaching, mentoring, and competency-based development initiatives.
  • Partner with regional leadership to identify future workforce development priorities and succession planning opportunities.

Collaboration and Consultation

  • Partner with area offices, state-operated programs, clinical staff, quality enhancement personnel, and administrative leadership to identify learning priorities and performance gaps.
  • Collaborate with subject matter experts to translate complex operational and clinical content into effective instructional materials.
  • Foster strong partnerships with statewide Learning and Development leadership to ensure consistency, innovation, and alignment across the agency.

Supervision and Team Leadership

  • Provide leadership, supervision, coaching, and professional development to regional Learning and Development staff.
  • Promote a culture of continuous learning, innovation, accountability, and collaboration.
  • Monitor workload, project timelines, and resource allocation to ensure efficient operations.

Continuous Improvement and Innovation

  • Stay current on trends in instructional design, learning technologies, adult education, organizational development, and workforce training.
  • Recommend innovative learning solutions that enhance employee engagement and improve organizational effectiveness.
  • Utilize learning analytics and performance data to drive continuous improvement and demonstrate the impact of learning initiatives.

Please Note:

This position is located in the Regional Office in Springfield, MA

Schedule: 9:00am - 5:00pm

Days Off: Sunday/Saturday  

Flexibility required to meet the needs of the program/area office.

About the Department of Developmental Services: 


The mission of the Department of Developmental Services (DDS) is to create innovative and genuine opportunities for individuals with intellectual and developmental disabilities including Autism Spectrum Disorder to participate fully and contribute meaningfully to their communities as valued members. DDS serves over 43,000 vulnerable individuals throughout their lifetimes, providing a spectrum of day, employment, and residential supports. The agency directly oversees and manages $3 billion in public funds ($2.7B operating budget) and approximately 5,500 staff, the largest state employee workforce of any agency in the Massachusetts executive branch of government.

For more information about our agency and programs visit: www.mass.gov/dds 

Pre-Hire Process:

Education and license/certification information provided by the selected candidate(s) is subject to the Massachusetts Public Record Law and may be published on the Commonwealth's website.

       Education, licensure, and certifications will be verified in accordance with the Human Resources Division's Hiring Guidelines.

Recommended candidates must successfully complete pre-employment screening which includes:

       Disabled Persons Protection Commission (DPPC) Abuse Registry Search:  https://www.mass.gov/info-details/dppc-abuser-registry

       Criminal background check (CORI) by regulations set forth by the Executive Office of Health and Human Services. http://www.mass.gov/hhs/cori

       National Background Checks, Chapter 234 of the Acts of 2014, conduct fingerprint-based check. https://www.mass.gov/lists/dds-fingerprint-background-checks

ADA Reasonable Accommodation:

If you require a reasonable accommodation with the application/interview process, please contact us at: EOHHS Candidate ADA Requests

For technical help with MassCareers, including logging into your profile and/or resetting your password, please call the Employee Service Center at 617-979-8500 for assistance.

For questions regarding this requisition, please contact the Executive Office of Health and Human Services Human Resources at 1-800-510-4122 Ext. #4.

First consideration will be given to those applicants that apply within the first 14 days.
 
Applicants must have at least (A) five years of full-time, or equivalent part-time, professional, administrative, supervisory or managerial experience in business administration, business management, public administration, financial management, or professional experience in a particular specialty (i.e. scientific, professional, or technical),  and (B) of which three years must have been in a supervisory or managerial capacity, or (C) any equivalent combination of the required experience and the substitutions below.
 
Incumbents may be required to have a current and valid motor vehicle driver's license at a class level specific to assignment.
 
Substitutions:
I. A Bachelor's or higher degree with a major in business administration, business management, public administration, financial management, or degree related directly to the specialty may be substituted for one year of the required (A) experience.
II. A Graduate or higher degree with a major in business administration, business management, public administration, financial management, or degree related directly to the specialty may be substituted for two years of the required (A) experience.
 

Salary placement is determined by a combination of factors, including the candidate's years of directly related experience and education, and alignment with our internal compensation structure as set forth by the Human Resources Division's Hiring Guidelines. For all bargaining unit positions (non-management), compensation is subject to the salary provisions outlined in the applicable collective bargaining agreement and will apply to placement within the appropriate salary range.

Comprehensive Benefits

When you embark on a career with the Commonwealth, you are offered an outstanding suite of employee benefits that add to the overall value of your compensation package. We take pride in providing a work experience that supports you, your loved ones, and your future.

Want the specifics? Explore our Employee Benefits and Rewards!

An Equal Opportunity / Affirmative Action Employer.  Females, minorities, veterans, and persons with disabilities are strongly encouraged to apply.

The Commonwealth is an Equal Opportunity Employer and does not discriminate on the basis of race, religion, color, sex, gender identity or expression, sexual orientation, age, disability, national origin, veteran status, or any other basis covered by appropriate law.  Research suggests that qualified women, Black, Indigenous, and Persons of Color (BIPOC) may self-select out of opportunities if they don't meet 100% of the job requirements.  We encourage individuals who believe they have the skills necessary to thrive to apply for this role.

Apply