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Development Director Jobs in Torrington, CT (NOW HIRING)

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$40K

$91.2K

$153K

How much do development director jobs pay per year?

As of Sep 7, 2026, the average yearly pay for development director in Torrington, CT is $91,196.00, according to ZipRecruiter salary data. Most workers in this role earn between $69,100.00 and $107,100.00 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.

More about Development Director jobs

What are the most commonly searched types of Development jobs in Torrington, CT?

The most popular types of Development jobs in Torrington, CT are:

What job categories do people searching Development Director jobs in Torrington, CT look for?

The top searched job categories for Development Director jobs in Torrington, CT are:

What cities near Torrington, CT are hiring for Development Director jobs?

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

Development Director jobs near you
Infographic showing various Development Director job openings in Torrington, CT as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 18% Part Time, and 2% Contract. Highlights an 86% Physical, 3% Hybrid, and 11% Remote job distribution, with an average salary of $91,196 per year, or $43.8 per hour.

Director Of Organizational Development

State of Connecticut - DOT Bureau of Administration

Newington, CT • On-site

$110 - $160/hr

Other

Posted 13 days ago

Job description

Introduction

The State of Connecticut Department of Transportation (DOT), Bureau of Finance and Administration,Office of Workforce Administration, is currently recruiting for a Director of Organizational Development. This position is located in the DOT Headquarters in Newington, CT.The Director of Organizational Development is responsible for ensuring employee training, professional development, and all workforce development and learning opportunities are aligned to achieve the strategic priorities of the Department.

WE CAN OFFER YOU
  • Our new State Employee Benefits Overview page!
  • Professional growth and development opportunities.
  • A healthy work/life balance to all employees.
  • Working for an award winning agency! CTDOT has been recently awarded the Employer of the Year award by the Connecticut Society of Civil Engineers (CSCE) and named the Women’s Transportation Seminar (WTS) CT Employer of the Year for 2024!
POSITION HIGHLIGHTS
  • Monday - Friday
  • Full Time, 40 hours per week
  • First Shift, 8:00 am to 4:30 pm
  • Location: 2800 Berlin Turnpike, Newington, CT
  • This position is eligible to apply for telework after successful completion of the working test period, and thereafter, in accordance with the Telework Policy. Learn more about the Telework Policy.
THE ROLE

As the Director of Organizational Development, this role partners with senior leadership to design, implement, and evaluate programs that support the continuous learning and growth of all CTDOT employees, through employee engagement, career pathways, learning management systems, knowledge management, workforce analytics, and external outreach initiatives. This position reports to the Chief of Workforce Administration and oversees the Division of Learning and Workforce Development which includes Staff Development, the Operational Training Unit, and the Workforce Development Unit.

In this position, the Director of Organizational Development is expected to:
  • Advance initiatives that improve workplace culture and safety, fostering an environment where employees can thrive and grow professionally within the Department
  • Ensure compliance with relevant training standards
  • Analyze workforce insights and translate data into continuous improvement and development strategies
  • Evaluate and identify opportunities to improve the effectiveness of safety programs, employee onboarding and skill development, and learning pathways
  • Recommend and oversee the implementation of policies, procedures and training programs to bridge compliance gaps, organizational goals, and leadership development
  • Stay updated with the latest employee education and training technologies for diverse learners and working environments
  • Provide oversight for the coordination and execution of the annual leadership conference and all-employee learning opportunities
  • Support organizational change-efforts by identifying areas of opportunity to address gaps and improve organizational performance and communications
ABOUT US

As one of Connecticut’s largest State agencies, DOT employs approximately 3,300 individuals statewide in five bureaus. CTDOT is guided by its mission to improve lives through transportation. Our infrastructure and transit systems are essential to the safety and mobility of Connecticut residents, and our work strengthens both economic and community development. CTDOT is committed to fostering a workforce that reflects the communities it serves, and individuals with broad-ranging backgrounds and life experiences are encouraged to apply.

Selection Plan

In order to be considered for this job opening, you must be a current State of CT employee, who has worked for the state for at least six (6) months of full-time service or full-time equivalent service, absent any applicable collective bargaining language, and meet the Minimum Qualifications as listed on the job opening. You must specify your qualifications on your application.

EXAMPLES OF DUTIES
  • Directs staff and operations of a unit;
  • Coordinates, plans and manages organizational and/or workforce development initiatives;
  • Formulates program goals and objectives;
  • Develops, implements and evaluates program policies, goals and objectives;
  • Interprets and administers pertinent laws;
  • Evaluates staff;
  • Prepares or assists in preparation of unit budget;
  • Maintains contact with individuals who might impact initiatives, plans, and programs;
  • Facilitates succession planning and develops organizational strategic plans;
  • Leads development of organizational strategic plans and/or workforce initiatives;
  • Provides consultative services to agency leaders in developing and conducting training needs analysis, organizational and/or workforce assessment and evaluation;
  • Facilitates dialogue around organizational systems to unify agency values and principles;
  • Develops and enhances systems for planning, measurement and performance evaluation as well as ongoing program monitoring;
  • Present progress reports on initiatives to agency leadership;
  • Monitors performance improvement through use of best practices and metrics;
  • Leads the recruitment and hiring of staff, including outreach, interview and selection;
  • May lead lean operational or process improvement initiatives and results based metric;
  • May evaluate contracted consultants;
  • May assist in development of agency policy, program priorities, legislation and regulations;
  • Performs related duties as required.
KNOWLEDGE, SKILL AND ABILITY
  • Considerable knowledge of and ability to apply management principles and practices;
  • Relevant state and federal laws, statutes and regulations;
  • Relevant agency policies and procedures;
  • Current organizational and/or workforce development principles and practices;
  • Current behavioral science methodologies;
  • Quality management principles and techniques;
  • Internal consultant practices;
  • Knowledge of human resources management;
  • Considerable interpersonal skills;
  • Oral and written communication skills;
  • Considerable ability to manage group processes;
  • Ability to assess training needs and determine objectives.
MINIMUM QUALIFICATIONS - GENERAL EXPERIENCE

Ten (10) years of professional experience in organizational or workforce development, quality management, organizational performance improvement or human resources management.

MINIMUM QUALIFICATIONS - SPECIAL EXPERIENCE

Two (2) years of the General Experience must have been at the full advanced working level, with responsibility for planning, developing, coordinating and implementing quality planning processes and organizational and/or workforce development programs for the purpose of improving organizational efficiency and effectiveness.

NOTE: Organizational development is defined as analysis and diagnosis of an organization for planned change efforts, development and execution of successful planned change efforts, creation of a high performance organizational culture, leadership development and quality management which supports the agency’s purpose, vision and mission.

Workforce development is defined as a people-first approach to upskilling workers for long-term success.

For state employees this experience is interpreted at the level of an Organizational Development Specialist.

MINIMUM QUALIFICATIONS - SUBSTITUTIONS ALLOWED
  • College training may be substituted for the General Experience on the basis of fifteen (15) semester hours equalling one-half (1/2) year of experience to a maximum of four (4) years for a Bachelor's degree.
  • A Master's degree in organizational development, organizational leadership, organizational theory and/or behavior, human resources management or a closely related field may be substituted for one (1) additional year of the General Experience.
  • A doctoral degree in organizational development, organizational studies, organizational learning or a closely related field may be substituted for one (1) additional year of the General Experience.
  • For state employees two (2) years of experience as a Director of Staff Development may be substituted for the General Experience.
PREFERRED QUALIFICATIONS
  • Experience organizing, monitoring, and tracking assignments, projects, and/or priorities to completion
  • Experience with workforce development
  • Experience overseeing programs related to training, adult learning, and leadership development
  • Experience working with stakeholders, collecting feedback, and building consensus across functional teams
  • Experience with organizational strategic planning and communications
Conclusion

AN AFFIRMATIVE ACTION/EQUAL OPPORTUNITY EMPLOYER The State of Connecticut is an equal opportunity/affirmative action employer and strongly encourages the applications of women, minorities, and persons with disabilities.

ACKNOWLEDGEMENT

As defined by Sec. 5-196 of the Connecticut General Statutes, a job class is a position or group of positions that share general characteristics and are categorized under a single title for administrative purposes. As such, a job class is not meant to be all-inclusive of every task and/or responsibility.

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