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Director Process Development Jobs in Washington (NOW HIRING)

Sparks Group

Sr Director, Development

Arlington, VA · On-site +1

... Director, Development. This individual will play a critical leadership role in building and ... Evaluate current fundraising operations and identify opportunities to improve processes, increase ...

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Kelly Services

Director of Development

Lanham, MD

$500K/yr

Job Title: Director of Development Location: Lanham, MD (Hybrid) Salary: $110,000-$125,000 ... Requests for accommodation related to our application process can be directed to the Kelly Human ...

Kelly Services

Director of Development

Lanham, MD

$500K/yr

Job Title: Director of Development Location: Lanham, MD (Hybrid) Salary: $110,000-$125,000 ... Requests for accommodation related to our application process can be directed to the Kelly Human ...

Sol Systems

Director of Development

Washington, DC · On-site

$140K - $150K/yr

Sol Systems is seeking a well-rounded Director of Development capable of executing projects in both ... Experience using AI to improve work processes and productivity. Location & Hours: This is a ...

Greystar

Director, Development

Arlington, VA

Manages the due diligence process on land opportunities and develops documentation and ... Manages the detailed development budget, makes FF&E selections and approves fitness center, pool ...

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See Washington salary details

$48.7K

$93.5K

$183.5K

How much do director process development jobs pay per year?

As of May 30, 2026, the average yearly pay for director process development in Washington is $93,550.00, according to ZipRecruiter salary data. Most workers in this role earn between $62,300.00 and $110,400.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a Director of Process Development, and why are they important?

To thrive as a Director of Process Development, you need deep expertise in process engineering, project management, and a strong background in chemistry, biochemistry, or a related field, often supported by an advanced degree. Familiarity with process modeling software, statistical analysis tools, and industry-specific quality standards such as GMP or Six Sigma certifications is typically required. Exceptional leadership, strategic thinking, and cross-functional communication skills set top performers apart in this role. These abilities are essential for driving efficient process innovation, ensuring regulatory compliance, and leading teams toward operational excellence.

How does a Director of Process Development typically collaborate with cross-functional teams to drive project success?

As a Director of Process Development, you will regularly work alongside R&D, Quality Assurance, Manufacturing, and Regulatory Affairs teams to ensure new processes are scalable, compliant, and align with business goals. This collaboration often involves leading cross-departmental meetings, aligning on project milestones, and troubleshooting process bottlenecks together. Strong communication and leadership skills are crucial, as you’ll be responsible for integrating feedback, managing diverse perspectives, and ensuring that project deliverables are met on time and within budget.

What does a Director of Process Development do?

A Director of Process Development is responsible for overseeing the design, implementation, and optimization of processes within an organization, typically in manufacturing, biotech, or pharmaceutical industries. They lead teams to develop efficient, cost-effective, and scalable processes for producing products or delivering services. This role often involves coordinating cross-functional teams, ensuring regulatory compliance, and driving continuous improvement initiatives. The Director also collaborates with R&D, quality, and production departments to bring new products from concept to commercial scale.

What job pays 400,000 a year without a degree?

A Director of Process Development typically requires advanced technical skills and experience, and such high salaries are usually associated with executive roles that often require a degree. However, some specialized roles in sales, entrepreneurship, or certain trades can reach or exceed this level without formal higher education, especially with proven expertise and industry success.

What is the difference between Director Process Development vs Process Engineer?

AspectDirector Process DevelopmentProcess Engineer
CredentialsBachelor's/Master's in Engineering or related field, often with leadership experienceBachelor's or Master's in Engineering or related field
Work EnvironmentStrategic planning, team leadership, cross-department collaborationHands-on process design, optimization, and troubleshooting
Industry UsageCommonly used in biotech, pharma, and manufacturing industriesUsed across similar industries for process development and improvement

The main difference is that the Director Process Development oversees strategic process initiatives and manages teams, while the Process Engineer focuses on executing process improvements and technical tasks. The director role involves higher-level planning and leadership, whereas the engineer role is more hands-on and technical.

What are the most commonly searched types of Process Development jobs in Washington? The most popular types of Process Development jobs in Washington are:
What are popular job titles related to Director Process Development jobs in Washington? For Director Process Development jobs in Washington, the most frequently searched job titles are:
What job categories do people searching Director Process Development jobs in Washington look for? The top searched job categories for Director Process Development jobs in Washington are:
What cities in Washington are hiring for Director Process Development jobs? Cities in Washington with the most Director Process Development job openings:
Director Process Development jobs near you
Director of Development

Director of Development

College Success Foundation

Washington, DC • On-site

$135K/yr

Full-time

This job post has expired 1 day ago. Applications are no longer accepted.

Job description

Our Mission: We coach and support students from low socioeconomic backgrounds to prepare for and graduate from college as transformational leaders in order to forge a just and equitable society.
College Success Foundation believes in respecting, upholding, and reflecting diversity and is committed to becoming an anti-racist organization. By leading with equity, and utilizing an anti-racist lens in our work, we center diversity, equity, and inclusion in everything we do. We believe students win when we have a high-performing culture that is committed to eliminating barriers to student achievement. Our passion is fostering educational equity, making college accessible and affordable to underserved students from low-income families.
POSITION SUMMARY: The Director of Development at College Success Foundation-DC (CSF-DC) plays a crucial role in enhancing the CSF-DC fundraising efforts to support its mission of promoting educational equity and success among underserved communities. This position will lead a comprehensive development program that includes annual giving, major gifts, grants, planned giving, corporate partnerships, special events, and broad-based donor engagement. The Director will work closely with the Executive Director and collaborate with CSF-DC leadership and staff to design and implement inclusive fundraising strategies that align with the organization's values of diversity, equity, and inclusivity. This role is vital in fostering a culture of philanthropy that emphasizes the importance of supporting diverse communities and ensuring that our fundraising practices are reflective of our commitment to antiracism.
PRIMARY DUTIES AND RESPONSIBILITES
The items listed in this section are the primary duties and responsibilities for this job and do not represent an exhaustive list. Our organization is dynamic and therefore duties may change based on business necessity; however, any new duties will remain within the scope of the job.
  • Collaborate with the Executive Director, Deputy Executive Director (Programs & Student Services), CSF President and CEO, the CSF-DC Board of Directors, senior staff, and key volunteer leadership to establish and achieve equitable annual and long-term fundraising goals and strategies.
  • Design and implement comprehensive fundraising strategies that significantly increase revenue from individuals, foundations, corporations, government agencies, and other diverse funding sources, prioritizing equity in outreach and engagement.
  • Serve as a strategic partner to the Executive Director in Board relations, including enhancing Board engagement in fundraising efforts and ensuring materials and reports reflect our commitment to inclusivity.
  • Lead the development, execution, and evaluation of innovative revenue generation models that align with CSF-DC's programs, ensuring these efforts are equitable and accessible to all communities served.
  • Cultivate, solicit, and steward major donors and prospects, working collaboratively with senior leadership and Board members to secure contributions that reflect a commitment to racial and socio-economic equity.
  • Represent CSF-DC to external audiences, including peer organizations, philanthropic partners, and sector convenings, to increase visibility and support for our mission, emphasizing our engagement with historically marginalized communities.
  • Oversee the development and management of grant proposals and contracts, ensuring timely compliance with all reporting and stewardship requirements, while maintaining transparency and accountability in our fundraising practices.
  • Collaborate with College Success Foundation on national and multisite fundraising strategies, facilitating shared learning and alignment with our mission and values.
  • Establish and monitor key performance indicators (KPIs) for fundraising performance and donor engagement; provide regular updates to leadership and the Board, ensuring an inclusive approach to assessing progress.
  • Partner in annual budgeting and planning processes to align fundraising goals and strategies with CSF-DC's programmatic needs and financial sustainability.
  • Develop revenue projections and contingency plans to mitigate risks associated with fundraising, addressing historical inequities in funding sources.
  • Partner with program and finance teams to translate impact data into compelling fundraising narratives and proposals that resonate with diverse donors.
  • Provide leadership, mentorship, and professional development to the Development Team, fostering an inclusive environment that values diverse perspectives and experiences.
  • Collaborate with the Executive Director and CSF-DC Leadership Team to ensure cohesive communication and integrated fundraising strategies that uphold our commitment to a strong, mission-aligned brand.
  • Oversee the administration of Salesforce (or other CRM systems) for donor records and stewardship, ensuring data integrity and adherence to best practices in equity-focused fundraising.
  • Foster an organizational culture of philanthropy that encourages participation from staff, leadership, and Board members in development efforts, promoting shared accountability for fundraising success and reflecting our commitment to equity and justice.

QUALIFICATIONS
Education and Experience
The items listed below are the minimum requirements for the job and are relevant to this position. The organization values both work experience and education and realizes that individuals take different paths to acquire knowledge.
Any equivalent combination of education and experience that provides the necessary qualifications to successfully perform the duties of the position will be considered.
  • Minimum eight (8) years of relevant professional experience including fundraising, events, institutional philanthropy, and non-profit board development.
  • Minimum five (5) years prior supervisory or management experience.
  • Bachelor's degree.

Knowledge and Skills
  • Demonstrated experience in nonprofit fundraising, particularly in major gifts, annual giving, corporate and foundation relations, grant proposal development, donor stewardship, and special events, with a strong track record of soliciting and securing major gifts.
  • Ability to develop and execute comprehensive, multi-year fundraising strategies. Strong business, political, and organizational acumen, and sound judgment to effectively prioritize development initiatives to meet revenue objectives.
  • Strong financial management skills, including experience in budgeting, revenue forecasting, and maintaining fiscal accountability within fundraising programs.
  • Exceptional relationship-building and interpersonal skills with the ability to engage diverse stakeholders, including donors, Board members, senior leadership, staff, and external partners. Experience managing a diverse portfolio of prospects effectively.
  • Excellent written and verbal communication skills, including proposal writing, donor outreach, and presentations to executive-level audiences. Capable of articulating a compelling case for support in a competitive fundraising environment.
  • Demonstrated leadership experience, including managing development staff and consultants. Ability to work independently while fostering collaboration across various teams within the organization.
  • Proficiency with donor/constituent management systems (e.g., Salesforce) and strong working knowledge of Microsoft Office (Word, Excel, PowerPoint, Outlook).
  • High level of organization and attention to detail, and ability to manage multiple priorities in a fast-paced environment using proactive problem-solving and decision-making skills.
  • Commitment to ethical fundraising practices and the ability to work effectively with diverse communities while supporting an inclusive and respectful organizational culture.
  • Willingness to attend and participate in community, donor, and CSF/CSF-DC events, including occasional evenings and weekends.
  • Ability to travel as needed, including but not limited to periodic visits to the CSF National office in Washington State, with travel commitments potentially up to 75% of the time.

PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an employee to successfully perform the primary duties and responsibilities of this job. The College Success Foundation is committed to fostering an organizational culture that is diverse, equitable, and inclusive. Therefore, if a reasonable accommodation is required to fully participate in the interview process or to perform the primary duties and responsibilities of this role, please contact Human Resources.
While performing the duties of this job, the employee is regularly required to:
  • Operate office equipment such as a computer and printer/copier.
  • Communicate information and ideas to create understanding and exchange accurate information.
  • Sitting or standing for extended periods of time.
  • Frequently lift and/or move up to 10 pounds, and occasionally lift and/or move up to 50 pounds.
  • Perceive, inspect, and assess data at close range.

WORK ENVIRONMENT
  • This position requires Washington state residents if assigned in a Washington based location. If this position is assigned in a District of Columbia based location the resident must reside in the District of Columbia.
  • Job may allow for hybrid work arrangements.
  • Uses collaborative software for communicating with others and attending virtual meetings.
  • Occasional travel is required, including some evening and weekend events.
  • Reliable transportation is required.

CONDITION OF EMPLOYMENT
The position may change based upon the needs of the program and/or organizational needs and available funding. In compliance with federal and state regulations, College Success Foundation maintains a drug free environment and all successful applicants must pass a drug screen prior to hire.
The statements contained herein reflect general details as necessary to describe the principal functions of this job, the level of knowledge and skill typically required, and the scope of responsibility but should not be considered an all-inclusive listing of work requirements. Individuals may perform other duties as assigned, including work in other functional areas to cover absences or relief, to equalize peak work periods, or otherwise to balance the workload.

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