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Resource Development Director Jobs in Kansas (NOW HIRING)

Aeromotive

HR Director

Lenexa, KS · On-site

HR Director Reports To: CEO, CFO Location: Lenexa, KS (onsite) Direct Reports: HR Coordinator ... Leadership & Team Development * Directly supervise and develop the HR Coordinator, providing ...

Aeromotive

HR Director

Lenexa, KS · On-site

$120K - $130K/yr

HR Director Reports To: CEO, CFO Location: Lenexa, KS (onsite) Direct Reports: HR Coordinator ... Leadership & Team Development * Directly supervise and develop the HR Coordinator, providing ...

Aeromotive

HR Director

Lenexa, KS · On-site

$120K - $130K/yr

This position directly supervises the HR Coordinator and is responsible for the development ... for direct reports. Identify opportunities to expand HR capabilities and support future ...

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Resource Development Director information

See Kansas salary details

$41.9K

$89.3K

$139.1K

How much do resource development director jobs pay per year?

As of Sep 3, 2026, the average yearly pay for resource development director in Kansas is $89,329.00, according to ZipRecruiter salary data. Most workers in this role earn between $66,900.00 and $109,700.00 per year, depending on experience, location, and employer.

What is a resource development director?

Resource Development Directors are professionals responsible for creating and implementing strategies to secure funding and other resources for an organization, often within nonprofits or educational institutions. Their duties typically include fundraising, donor relations, grant writing, and building partnerships with individuals, foundations, and corporations. They play a crucial role in ensuring the financial sustainability and growth of their organizations by identifying new opportunities and cultivating long-term relationships with supporters.

How does a resource development director typically collaborate with other departments to achieve fundraising goals?

A Resource Development Director works closely with departments such as marketing, communications, and program management to align fundraising strategies with organizational goals. They often coordinate with the communications team to create compelling campaign materials and with program leads to understand funding needs and impact stories. Regular cross-departmental meetings and joint planning sessions are common, ensuring unified messaging and effective donor engagement. This collaborative approach helps maximize fundraising opportunities and fosters a culture of shared responsibility for organizational growth.

What are the key skills and qualifications needed to thrive as a resource development director, and why are they important?

To thrive as a Resource Development Director, you need expertise in fundraising strategy, donor relations, and financial management, often supported by a degree in nonprofit management or related fields. Familiarity with donor management systems, grant databases, and fundraising platforms is typically required. Strong leadership, relationship-building, and persuasive communication are crucial soft skills for success in this role. These competencies are vital for securing funding, building lasting partnerships, and driving the mission of the organization forward.

What is the difference between Resource Development Director vs Fundraising Manager?

AspectResource Development DirectorFundraising Manager
CredentialsBachelor's degree; often advanced degrees in nonprofit management or related fieldsBachelor's degree; experience in fundraising or nonprofit work
Work EnvironmentStrategic planning, overseeing development teams, high-level donor relationsExecuting fundraising campaigns, donor outreach, event planning
Employer & IndustryNonprofits, educational institutions, healthcare organizationsNonprofits, charities, community organizations
Search & Comparison IntentUnderstanding leadership roles in resource developmentLearning about fundraising roles and responsibilities

The Resource Development Director focuses on strategic planning, managing development teams, and high-level donor relations, while the Fundraising Manager handles campaign execution, donor outreach, and event planning. Both roles are vital in nonprofit organizations but differ in scope and responsibilities.

What are the most commonly searched types of Resource Development jobs in Kansas?

The most popular types of Resource Development jobs in Kansas are:

What cities in Kansas are hiring for Resource Development Director jobs?

Cities in Kansas with the most Resource Development Director job openings:

Resource Development Director jobs near you

Director of Human Resources

MID-AMERICA NAZARENE UNIVERSITY

Olathe, KS • On-site

Full-time

Re-posted 11 days ago

Job description

Job Summary: Under the direction of the Vice President for Finance, plan, organize and oversee the university human resources management functions, including employee relations, strategic planning, legal compliance, compensation administration, payroll, HRIS, and faculty and staff planning and development. This position is a resource for all levels of the organization regarding employment, compensation, employee performance, benefits and other employee related issues. In addition, this position acts as liaison for university Risk Management issues with the carrier and various departments on campus.
Essential Duties and Responsibilities:
HR Related Duties and Responsibilities
  • Plan, organize and oversee the university human resources management functions, including employee relations, strategic planning, legal compliance, compensation administration, HRIS and faculty and staff planning and development.
  • Plan, coordinate and assist with employee relations and training activities; provide information to applicants and employees with human resources questions; conduct investigations related to human resources issues as appropriate.
  • Identify issues and recommend improvements for effective Human Resources functions including benefit renewal, plan design changes, Employee Handbook and university policies and procedures.
  • Plan, organize and implement compensation administration practices and procedures. This includes monitoring, setting and changing pay ranges for staff personnel, running reports for annual budget process, and coordinating pay increases/promotions.
  • Develop, organize and implement performance management process.
  • Administer and oversee recruitment process. An active member of the Diversity Advisory Committee (DAC).
  • Plan, coordinate and oversee activities related to benefits administration. Such as: benefit renewal, coordinate with providers for problem resolution, and disseminate changes to the campus personnel.
  • Plans, organizes and implements events connected to employee recognition, benefit enrollment and wellness activities, as well as Administrative Staff Assembly meetings (ASA).
  • Works with the Faculty and Staff development director regarding training opportunities for staff. This includes being a member of the Faculty Welfare Committee.
  • Manages Communication staff (the University Receptionist) to ensure that the university phone and reception area runs efficiently and effectively.
  • Responsible to maintaining HR and Communication annual budget and expenses.
  • Manage HR and communication staff.
  • Explores all opportunities to maintain budgeted funds and cost saving initiatives in benefits, staffing and other areas within this position's span of control.

Payroll Related Duties and Responsibilities
  • Manage payroll staff to ensure proper payment process and all legal compliance of payroll payments for all University employees.
  • Audits reports (maintains compliance) on federal withholding, state withholding, unemployment compensation as well as payroll edits each pay period.
  • Facilitates improvements in payroll operations/functions by assisting in the development and maintenance of computer systems used in payroll operations.
  • Completes salary survey information as needed and annually for the Integrated Postsecondary Education System (IPEDS).
  • Ensures that MNU is collecting deductions from employees accurately and processes the invoices for benefit carriers and other vendor payments in a timely manner.

Risk Management Duties and Responsibilities
  • Liaison for university Risk Management issues with the carrier and coordinates renewal reporting and processes with the VP for Finance.
  • Works with other departments regarding Risk Management issues such as Facility Services. Reports liability claims to the carrier and works with departments with required areas of improvement.
  • Serves on the Emergency Operations Plan (EOP) committee.
  • Coordinates and reports worker compensation claims with the injured party and the carrier.
  • Oversees approval and education for those employees, including students, that drive MNU vehicles and equipment.

Qualifications/Skills Required:
  • General understanding of basic accounting and payroll processing.
  • Demonstrated and proven ability in the understanding/knowledge of all legal requirements for payroll and Human Resources compliance.
  • Excellent interpersonal and communication skills with the ability to relate to a diverse clientele and all levels within MNU.
  • Detailed oriented with strong attention to detail with the ability to problem solve effectively and quickly
  • Ability to be personally supportive of the Christian character and mission of the University to encourage and sustain mission-fit personnel recruiting.
  • Solid computer skills including Microsoft Office Products.
  • Excellent listening and analytical skills to manage and guide others through conflict resolution and management. This includes skills to discern when issues can be resolved or when they need to be moved to a higher level.

Education and/or Experience:
  • Bachelor's required; Master's degree preferred.
  • Minimum of 5 years of demonstrated ability and experience in payroll and Human Resources, 3 years of experience in higher education is preferred
  • Experience using payroll software and ability to understand/adapt to various computer software programs.

Physical Demands: The physical demands are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Work Environment: Work environment characteristics are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
MidAmerica is very much interested in reviewing applications from qualified members of traditionally underrepresented groups in America, including women and racial and ethnic minorities. MidAmerica Nazarene University policy prohibits discrimination on the basis of race, gender, age, color, creed, national or ethnic origin, marital status, or disability in the recruitment and admission of students and in the operation of all university programs, activities, and services.
*Christian faith and employment at MidAmerica Nazarene University: MidAmerica Nazarene University is an expression of the Church of the Nazarene. It reserves the right to prefer employees on the basis of religion (Title VII, Section 702-703, U.S. Civil Rights Act of 1964). Preferred candidates demonstrate a strong commitment to the Christian faith, active participation in a local church, and a philosophy of Christian higher education consistent with the Wesleyan tradition.
Read the university's full Non-Discrimination/Equal Employment Opportunity Statement at www.mnu.edu/employment.

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