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Resource Development Director Jobs in Seattle, WA

Plymouth Housing Group

Director of Innovation

Seattle, WA · On-site

$136K - $154K/yr

The Director works closely with Finance, Resource Development, and QIH leadership to ensure grant opportunities are thoughtfully vetted, well-coordinated, and connected to internal program needs.

Taylor Farms

Major Gifts Officer

WA · On-site

$85K - $92K/yr

Development Director Atlas Free is on a mission to end sex trafficking and exploitation. Our work ... Strong relationships with them mobilize the resources required to dismantle trafficking and expand ...

Taylor Farms

Major Gifts Officer

WA · Remote

$73K - $95K/yr

Development Director Atlas Free is on a mission to end sex trafficking and exploitation. Our work ... Strong relationships with them mobilize the resources required to dismantle trafficking and expand ...

Atlas Free

Major Gifts Officer

WA · On-site

$81K - $106K/yr

Development Director Atlas Free is on a mission to end sex trafficking and exploitation. Our work ... Strong relationships with them mobilize the resources required to dismantle trafficking and expand ...

Hksinc

Office Director

Seattle, WA · On-site

The Office Director is accountable for the success of the office. The Office Director is an ... talent/resource development * Sustainable design accreditation preferred * Familiarity in the ...

City of Tukwila

Development Engineering Manager

Tukwila, WA · On-site

$67.19 - $90.06/hr

The Development Engineering Manager, under the direction of the Community Development Director and ... request to Human Resources at humanresources@tukwilawa.gov. * Plans, organizes, directs, and ...

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Resource Development Director information

See Seattle, WA salary details

$53.5K

$114.1K

$177.6K

How much do resource development director jobs pay per year?

As of Sep 3, 2026, the average yearly pay for resource development director in Seattle, WA is $114,051.00, according to ZipRecruiter salary data. Most workers in this role earn between $85,400.00 and $140,100.00 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 Seattle, WA?

The most popular types of Resource Development jobs in Seattle, WA are:

Resource Development Director jobs near you

Director, Organization Development

Microsoft

Redmond, WA • On-site

Full-time

Re-posted 26 days ago

Microsoft rating

8.5

Company rating: 8.5 out of 10

Based on 132 frontline employees who took The Breakroom Quiz

80th of 247 rated software companies

Job description

Overview
We are hiring a Director, Organization Development. This is a high-impact role for an organization development practitioner who can help shape how the People team works, leads, and delivers through one of its most consequential periods of transformation. The Director, Organization Development will bring strategic depth, practical judgment, and a bias for action-translating organizational theory, diagnostics, and data into clear choices, fast learning, and durable behavior change across leaders, teams, and systems.
This leader will partner with senior People leaders to make complex organizational opportunities easier to see, understand, and act on. They will diagnose where structures, decision rights, leadership practices, culture, capabilities, and ways of working are enabling progress-or getting in the way-and will turn those insights into interventions that leaders can actually use. Success requires someone who is as comfortable facilitating difficult executive conversations as they are building pragmatic roadmaps, sequencing change, and helping teams move from intent to execution.
The candidate will be energized by work that sits at the intersection of strategy, organization design, leadership effectiveness, culture, and change. They will bring credibility with senior leaders, OD experience, and a grounded understanding of what it takes to make transformation stick inside a large, global, matrixed company. Rather than offering theory alone, this leader will help the organization make better tradeoffs, align around the work that matters most, and build the capability to deliver with greater clarity, speed, and impact.
This role also includes management responsibilities and will require a leader who builds trust, develops talent, sets a high bar for quality and impact, and creates the conditions for others to do meaningful, transformative work.
Microsoft's mission is to empower every person and every organization on the planet to achieve more. As employees we come together with a growth mindset, innovate to empower others, and collaborate to realize our shared goals. Each day we build on our values of respect, integrity, and accountability to create a culture of inclusion where everyone can thrive at work and beyond.
Responsibilities
Change Design and Orchestration
  • Guides HR and business leaders through complex, large-system organizational transformation efforts with urgency, clarity, and sound judgment-helping teams quickly understand what matters most and where action is needed.

  • Leads the creation of practical, end-to-end change plans that move from diagnosis to action quickly and responsibly. Develops communication, engagement, and implementation plans that improve business outcomes, manages schedules and budgets, evaluates progress, and adjusts the approach as new information emerges.

Leadership and Team Effectiveness
  • Rapidly assesses leadership and team effectiveness issues, distinguishes signal from noise, and designs practical interventions that improve alignment, decision quality, accountability, and execution against strategic objectives.

  • Connects leadership and team effectiveness work to the broader Microsoft ecosystem, using metrics and leader insight to monitor progress, identify risks early, and keep interventions focused on the outcomes that matter most.

Organizational Capability
  • Provides timely organizational capability insights that inform strategic execution and decision making. Defines long-term capability needs while identifying near-term actions leaders can take to strengthen processes, talent, ways of working, and operating discipline.

Organizational Design
  • Provides executive counsel on organizational models and system analyses, balancing thoughtful design with the need to make timely decisions and move work forward.

  • Designs and leads organization design efforts-such as information flow, governance, goals and metrics, process redesign, restructuring, and culture activation-that make strategy easier to execute and improve organizational outcomes.

Organizational Diagnosis
  • Engages business leaders to gather the right data quickly, validate organizational diagnostics, and determine what must be understood deeply versus what can be acted on now. Partners with peers and analytics teams to improve data quality, insight generation, and decision readiness.

  • Partners across the People team to understand the full organizational system, pressure-test insights, and connect diagnostics to broader business, talent, culture, and technology implications.

  • Applies rigorous diagnostic frameworks and data-based assessment techniques without letting analysis slow action. Synthesizes qualitative and quantitative information, identifies the highest-leverage insights, frames clear recommendations, and proposes OD interventions that can be implemented and measured.

  • Identifies gaps, conflicts, and misalignments in strategy execution and leader or employee behaviors, then recommends practical corrections that help the organization stay aligned to its priorities.

Organizational System Consulting
  • Builds a clear case for action, gains ownership for the path forward, and mobilizes internal and external resources with appropriate speed and discipline. Manages prioritization and resource allocation based on the work that will create the greatest organizational impact.

  • Leads practical, action-oriented dialogues with People leaders about organizational needs, choices, and tradeoffs to drive adoption of recommendations. Works alongside HRBPs and direct reports to keep organization, culture, and leadership work active with leaders throughout the year.

  • Contracts, leads, and coaches HR partners and direct reports to design cohesive intervention plans for complex situations-such as system redesign, leadership development, or strategic workforce planning-where technical, political, global, or adaptive dynamics must be managed.

  • Provides coaching and targeted advisory support that strengthens leadership capability, accelerates diagnostic work, and enables OD interventions to take hold.

Strategy Clarity and Alignment
  • Applies deep understanding of business goals, gaps, and opportunities to help executive teams quickly clarify strategy, make tradeoffs, align priorities, and translate direction into practical organizational choices that improve business results and culture.

  • Monitors strategy clarity and solution alignment across the organization, surfaces tangible examples of misalignment, and guides leaders in making the choices needed to improve business and culture outcomes.

People Management
  • Builds and leads a high-performing team by setting clear expectations, developing talent, modeling sound judgment, and creating an environment where people can move with ownership, speed, and accountability.

Other
  • Embody our culture and values

Qualifications
Required/minimum qualifications
  • Doctorate in Human Resources, Industrial-Organizational Psychology, Business, Organizational Development, or related field AND 7+ years experience in organizational development, human resources, business, or related experience
    • OR Master's Degree in Human Resources, Industrial-Organizational Psychology, Business, Organizational Development, or related field AND 10+ years experience in organizational development, human resources, business, or related experience
    • OR Bachelor's Degree in Human Resources, Psychology, Business, Organizational Development, or related field AND 12+ years experience in organizational development, human resources, business, or related experience
    • OR experience in organizational development, human resources, business, or related equivalent experience.

  • 8+ years formal or informal leadership experience.

  • 3+ years people management experience.

Additional / Preferred Qualifications
  • 9+ years of experience across consulting, program design, organizational design, strategic planning/execution, change management, Human Resource Business Partner (HRBP), Human Resources (HR), or equivalent experience.

  • 10+ years of formal or informal leadership experience.

  • 5+ years of people management experience.

Organization Development M6 - The typical base pay range for this role across the U.S. is USD $130,900 - $277,200 per year. There is a different range applicable to specific work locations, within the San Francisco Bay area and New York City metropolitan area, and the base pay range for this role in those locations is USD $165,600 - $303,600 per year.
Certain roles may be eligible for benefits and other compensation. Find additional benefits and pay information here:
https://careers.microsoft.com/us/en/us-corporate-pay
This position will be open for a minimum of 5 days, with applications accepted on an ongoing basis until the position is filled.
Microsoft is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, citizenship, color, family or medical care leave, gender identity or expression, genetic information, immigration status, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran or military status, race, ethnicity, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable local laws, regulations and ordinances. If you need assistance with religious accommodations and/or a reasonable accommodation due to a disability during the application process, read more about requesting accommodations.

What Microsoft employees say

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About Microsoft

Sourced by ZipRecruiter

Our infrastructure is comprised of a large global portfolio of more than 100 datacenters and 1 million servers. Our foundation is built upon and managed by a team of subject matter experts working to support services for more than 1 billion customers and 20 million businesses in over 90 countries worldwide. With environmental sustainability and optimization at the forefront of our datacenter design and operations, we continue to grow and evolve as we meet the ever-changing business demands that hold Microsoft as a world-class cloud provider.

Industry

Computer and computer peripheral equipment and software wholesalers

Company size

10,000+ Employees

Headquarters location

Redmond, WA, US

Year founded

1975

Social media

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