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Foundation Manager Jobs in Michigan (NOW HIRING)

WorkSolved Staffing

Foundation Foreman

Fremont, MI

$35 - $40/hr

Foundation Foreman $35-$40/hr | Direct Hire | 50%+ Travel WorkSolved Staffing is hiring a ... Complete timekeeping and communicate with management * Train and mentor crew members * Maintain ...

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Foundation Manager information

See Michigan salary details

$24K

$71.2K

$119.8K

How much do foundation manager jobs pay per year?

As of Jul 27, 2026, the average yearly pay for foundation manager in Michigan is $71,189.00, according to ZipRecruiter salary data. Most workers in this role earn between $43,600.00 and $101,500.00 per year, depending on experience, location, and employer.

What is the difference between Foundation Manager vs Grant Coordinator?

AspectFoundation ManagerGrant Coordinator
Required CredentialsBachelor's degree; experience in nonprofit managementBachelor's degree; experience in grants or fundraising
Work EnvironmentNonprofit organizations, foundationsNonprofits, educational institutions, government agencies
Employer & Industry UsageFoundations, charitable organizationsNonprofits, grant-making agencies
Common Search & ComparisonYesYes

The Foundation Manager oversees the overall operations, strategy, and funding initiatives of a foundation, focusing on long-term goals and stakeholder relationships. The Grant Coordinator primarily manages the grant application process, monitors grant compliance, and assists in securing funding. While both roles require nonprofit experience and similar credentials, the Foundation Manager has broader responsibilities, whereas the Grant Coordinator specializes in grants management.

What are some common challenges faced by Foundation Managers in balancing administrative duties with mission-driven initiatives?

Foundation Managers often juggle a variety of responsibilities, including overseeing grant processes, managing budgets, and ensuring regulatory compliance, all while advancing the foundation’s mission. One common challenge is balancing the necessary administrative work—such as reporting and documentation—with strategic activities like building community partnerships and measuring impact. Staying organized and effectively delegating tasks within the team are key to maintaining this balance. Additionally, Foundation Managers must continually adapt to changing funding landscapes and stakeholder expectations, making flexibility and strong communication skills essential for success.

What are the key skills and qualifications needed to thrive as a Foundation Manager, and why are they important?

To thrive as a Foundation Manager, you need expertise in nonprofit management, fundraising, grant writing, and a relevant degree such as in business, public administration, or a related field. Familiarity with donor management systems, CRM software, and financial reporting tools is typically required. Strong leadership, relationship-building, and strategic communication skills set top candidates apart. These competencies are essential for effectively managing resources, fostering donor relationships, and maximizing the foundation's impact.

What are Foundation Managers?

Foundation Managers are professionals responsible for overseeing the operations, administration, and strategic direction of foundations, which are nonprofit organizations that support charitable causes. They manage grant-making processes, ensure compliance with legal and financial regulations, and work closely with board members and stakeholders to fulfill the foundation's mission. Foundation Managers also develop fundraising strategies, monitor program effectiveness, and often represent the foundation at public events. Their role is crucial in ensuring that the foundation's resources are used efficiently and effectively to achieve philanthropic goals.
What are the most commonly searched types of Foundation jobs in Michigan? The most popular types of Foundation jobs in Michigan are:
What cities in Michigan are hiring for Foundation Manager jobs? Cities in Michigan with the most Foundation Manager job openings:
Foundation Manager jobs near you
Infographic showing various Foundation Manager job openings in Michigan as of July 2026, with employment types broken down into 1% As Needed, 77% Full Time, 16% Part Time, and 6% Contract. Highlights an 93% Physical, 2% Hybrid, and 5% Remote job distribution, with an average salary of $71,189 per year, or $34.2 per hour.

director of advancement/foundation

orsa credit union

Plymouth, MI • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 5 days ago

Job description

Our Purpose

To create joy and ignite Michiganders’ Impossible Dreams.



Shared Commitments

At orsa, our commitments start with our purpose and are guided by our vibrantly lived values. We walk together toward strategic ends, galvanized by regenerative leadership and a growth orientation which moves us toward our human potential, so that we can support Michiganders in shaping the life they desire.



Role Purpose

The director of advancement/foundation serves as architect of our foundation’s financial growth. This role owns the creation and ongoing iteration of a comprehensive resource development strategy, fueling orsa foundation’s philanthropic mission through traditional fundraising and growth-bound, product-related credit union revenue.


This role leads at the intersection of orsa foundation and orsa credit union’s shared impact and growth, cultivating foundation donors, credit union members, and impact partners eager to contribute to a future where all Michigan communities are just, thriving, and vibrant.


Primary Responsibilities

As an impact-driven team, our work is collaborative and dynamic. This role, like all positions at orsa, will be counted on to perform a variety of tasks as directed by leadership. Some of the core deliverables for this role are:


Role-Specific Contributions

  • Grow giving from existing and potential members through engagement with the foundation as donors, credit union members, and promoters of orsa’s shared social impact.
  • Lead and proactively define revenue strategy to achieve life changing impact for Michiganders leveraging the credit union and foundation’s programs, products, and grants.
  • Drive a culture of connection to giving at orsa for members and team members.


Strategic Leadership

  • Design and implement a multi-year advancement strategy that integrates charitable giving and credit union core business-related revenue.
  • Establish annual revenue goals across individual, corporate, and institutional sources.
  • Identify and shape opportunities to convert the credit union’s individual and business members to foundation donors.
  • Collaborate with teams across the credit union to support storytelling, product development, extend impact, and drive strategic outcomes.
  • Provide regular reporting on pipeline development, performance metrics, and revenue outcomes.


Traditional Fundraising

  • Lead all aspects of fundraising including corporate sponsorships, event strategy, campaigns, major gifts, and grants.
  • Build and manage a portfolio of high-capacity donors and prospects.
  • Develop compelling cases for support that connect the foundation’s grantmaking to measurable community impact.
  • Build and lead donor tracking, stewardship, recognition, and engagement programs.


Credit Union Growth Revenue

  • Create and execute strategies to attract mission-aligned members, partners, and depositors that support credit union impact lending and social impact goals.
  • Partner with leaders across the credit union to identify, build, and foster foundation revenue tied to the credit union’s growth.
  • Cultivate relationships with institutions, businesses, and individuals interested in socially responsible financial participation.
  • Educate stakeholders on the role of deposits in expanding the credit union’s social impact lending.


Relationship Management & Partnerships

  • Serve as a primary ambassador for the foundation to donors and sponsors.
  • Foster and strengthen partnerships between credit union leaders and community stakeholders.
  • Represent the foundation and credit union at events, presentations, and community forums.


Operations & Leadership

  • Lead the implementation of a foundation donor CRM.
  • Support credit union teams in tracking impact deposits.
  • Develop and manage advancement budgets and revenue projections.
  • Ensure compliance with regulatory, ethical, and reporting standards.


  • Perform other duties as directed by leadership.

Qualification and Competency Requirements

As an organization focused on creating belonging, we appreciate that outstanding team members have different roads to excellence. Therefore, we don’t compromise on capability but are capability but use qualifications as guidelines. Typically, we’d expect a director of advancement/foundation to have built capabilities through experiences that would include a minimum of:


  • Education: Bachelor’s degree in social work, community development, business, nonprofit management, or related field.
  • Work Experience: Minimum 7 years of progressive leadership experience in fundraising or advancement positions.
  • Industry Experience: Nonprofit, healthcare, or higher education fundraising; foundation leadership.

Preferred Qualifications and/or Competencies

  • Education: Master’s degree in business administration, social work, or related field.
  • Work Experience: Experience with member or affinity group engagement and fundraising.
  • Industry Experience: Credit union or financial services community impact experience.
  • Professional Credentials and/or Certifications: Certified Fund Raising Executive (CFRE) or Credit Union Development Educator (CUDE).

The outcome of experience is our priority, so proficiency will be evaluated over means of acquiring it. Necessary competencies include:


Leadership

At orsa, whether we serve as managers, lead cross-functional teams or initiatives, or simply lead ourselves, we are all leaders. The following leadership competencies are expected of all team members within a leadership capacity.


  • Core Adaptive Capabilities: Systems thinking, pattern recognition, scenario planning and learning agility.
  • Human Centered Leadership: Empathy, emotional intelligence, psychological safety, inclusive leadership, purpose-drive motivation.
  • Strategic Thinking & Innovation: Horizon planning, breakthrough thinking, calculated risk taking, experimentation mindset.
  • Execution in Ambiguity: Decisive action despite uncertainty, agile implementation, resource flexibility, change leadership.
  • Technology & Data Fluency: Digital acumen, data literacy, ecosystem thinking, ethical technology use.

Functional

  • Relationship Development & Stewardship: Establish and grow relationships both internally with collaborators and externally with donors and members in service of financial outcomes for the foundation and credit union.
  • Donor Management & Engagement: Demonstrate deep knowledge of both donor databases and strategies to engage and delight donors.
  • Cross-functional Communications & Storytelling: Fosters communication and collaboration across disciplines and stakeholder groups with expert storytelling through writing, speaking, and presentations.
  • Financial & Business Acumen: Translates business and impact outcomes, forecast revenue, and budget based on projections.

Work Model and Conditions: Hybrid

This position works in-office where working conditions, lighting, temperature, audio, and workspace are all sufficient. This position also works from home, where an appropriate work environment is required. Work requires the ability to constantly operate a computer and the ability to read, type, and communicate. Work may require the ability to move work-related supplies weighing up to 10-15 pounds.


The hybrid classification provides the opportunity to flex with purpose, empowering team members to work in locations best suited for work and life. In that spirit, those in a hybrid role are encouraged to maintain a commutable proximity to their primary work location because:

  • The organization expects hybrid team members to attend certain meetings in person
  • Managers may require onsite work to support outcomes
  • Work model classification is subject to change


As a team member of orsa, you’ll enjoy:

  • Comprehensive medical, dental, and vision plans
  • Generous paid time off package for all full-time team members 
  • Up to 12-weeks paid paternity/maternity leave
  • Lifestyle Accounts to help with your personal wellbeing
  • Family Health Benefits
  • Paid time off to observe all Federal Holidays
  • Flexible work options depending on position
  • A generous 401k match
  • Numerous employee engagement activities
  • Community Resource Groups
  • Paid time off for occasions such as volunteering, caregiving, and family events


Contact/application information:

If this description appeals to you, please submit an application! A member of orsa’s talent acquisition team will be in contact with you shortly!



Equal Employment Opportunity Policy:

orsa credit union is an equal opportunity employer (M/F/D/V). We recruit, employ, train, compensate, and promote without regard to race, religion, creed, color, national origin, age, gender, gender identity or expression, sexual orientation, marital status, disability, veteran status, or any other basis protected by applicable Federal, State or local laws. 



Disclaimer:

This job posting highlights some of the most critical responsibilities and requirements of the position. There may be additional duties and responsibilities that are not listed above. A Talent Acquisition Specialist will be sure to discuss the role in further detail should your application be selected to move forward.


Please note that orsa credit union does not involve Artificial Intelligence (AI) when evaluating applications. Applications for this position are reviewed by a member within the Talent Acquisition team. We are dedicated to providing an equitable and thorough review of all submissions and look forward to additional connection as the recruitment process continues!