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Resource Development Manager Jobs in Iowa (NOW HIRING)

iSpace Environments

Business Development

Des Moines, IA · On-site

$95K - $110K/yr

... issues • Negotiate resource allocation and project prioritization • Monitor competitive ... Manages difficult or emotional customer situations. Meets commitments. Responds promptly to ...

iSpace Environments

Business Development

Des Moines, IA

$95K - $110K/yr

... resource allocation and project prioritization Monitor competitive landscape, clients' business ... Manages difficult or emotional customer situations. Meets commitments. Responds promptly to ...

Amcor plc

Human Resource Manager

Manchester, IA · On-site

The Human Resources Manager will oversee employee relations, compensation and benefits administration, payroll, recruitment, training and development, performance management, and workforce planning.

Amcor

Human Resource Manager

Manchester, IA

The Human Resources Manager will oversee employee relations, compensation and benefits administration, payroll, recruitment, training and development, performance management, and workforce planning.

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Resource Development Manager information

See Iowa salary details

$34.8K

$70.8K

$110.4K

How much do resource development manager jobs pay per year?

As of Jul 16, 2026, the average yearly pay for resource development manager in Iowa is $70,830.00, according to ZipRecruiter salary data. Most workers in this role earn between $49,800.00 and $78,000.00 per year, depending on experience, location, and employer.

How does a Resource Development Manager typically collaborate with other departments within an organization?

Resource Development Managers frequently work cross-functionally, partnering with teams such as marketing, finance, and program management to align fundraising strategies with organizational goals. They often coordinate with program staff to understand funding needs and with communications teams to craft compelling donor materials. Building strong relationships across departments is key to ensuring that resource development initiatives are both effective and well-integrated, ultimately supporting the organization's mission.

Is there a demand for HR managers?

There is consistent demand for HR managers across various industries due to the need for workforce planning, employee relations, and compliance. Organizations seek skilled professionals with knowledge of HR software, employment laws, and strategic planning to support business growth and employee engagement.

What qualifications do you need to be a development manager?

A development manager typically needs a bachelor's degree in a relevant field such as business, nonprofit management, or related areas. Experience in fundraising, project management, and strong communication skills are also essential, with many roles preferring or requiring a master's degree or professional certifications in development or management. Knowledge of donor relations, strategic planning, and proficiency with development tools can enhance qualifications.

Is a resource manager a good job?

A resource development manager is a professional responsible for planning, acquiring, and managing resources to support organizational goals. The role often requires strong project management, communication skills, and knowledge of resource allocation tools. It can be a rewarding career for those interested in strategic planning and organizational efficiency.

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

AspectResource Development ManagerFundraising Coordinator
CredentialsBachelor's degree, experience in development or fundraisingAssociate's or Bachelor's degree, entry-level experience
Work EnvironmentStrategic planning, team collaboration, donor relationsEvent planning, donor outreach, campaign support
Employer & Industry UsageNonprofits, educational institutions, healthcareNonprofits, community organizations, charities

The Resource Development Manager focuses on strategic planning, building donor relationships, and managing development teams, while the Fundraising Coordinator handles event execution, donor outreach, and campaign support. Both roles are essential in nonprofit fundraising efforts but differ in scope and responsibilities.

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

To thrive as a Resource Development Manager, you need expertise in fundraising strategies, donor relations, and project management, often supported by a bachelor’s degree in business, nonprofit management, or a related field. Familiarity with donor management software, CRM systems, and grant-writing platforms is typically required. Outstanding communication, relationship-building, and strategic planning skills set top performers apart in this role. These abilities are crucial because they drive sustainable funding, foster strong donor partnerships, and ensure the success of organizational initiatives.

What does a resource development manager do?

A resource development manager is responsible for planning, coordinating, and implementing strategies to secure funding, resources, or support for an organization or project. They often work with donors, partners, and stakeholders, and may use tools like grant management software to track progress and ensure compliance. Strong communication, fundraising skills, and knowledge of the organization's mission are essential for success in this role.

What are Resource Development Managers?

Resource Development Managers are professionals responsible for identifying, acquiring, and managing resources—such as funding, materials, partnerships, and talent—that support an organization's growth and operations. They often work in non-profit organizations, educational institutions, and some businesses, focusing on fundraising, grant writing, and relationship-building. Their role involves strategic planning, networking, and communication to ensure the organization has the resources it needs to achieve its mission and objectives.
What are the most commonly searched types of Resource Development jobs in Iowa? The most popular types of Resource Development jobs in Iowa are:
What are popular job titles related to Resource Development Manager jobs in Iowa? For Resource Development Manager jobs in Iowa, the most frequently searched job titles are:
What job categories do people searching Resource Development Manager jobs in Iowa look for? The top searched job categories for Resource Development Manager jobs in Iowa are:
Resource Development Manager jobs near you
HR Manager - Ophthalmology

HR Manager - Ophthalmology

University of Iowa

Iowa City, IA • On-site

Full-time

Re-posted 26 days ago

University Of Iowa rating

6.9

Company rating: 6.9 out of 10

Based on 85 frontline employees who took The Breakroom Quiz

408th of 555 rated colleges and universities

Job description

The Human Resource Manager (PGA4; 5A) directs the administrative and operational human resource functions for all divisions within the Department of Ophthalmology & Visual Sciences. Implement programs designed to provide a safe work environment. Assures compliance with applicable laws, regulations, and polices. Enhances the operations of Ui Health Care Human Resources by providing complex advice and direct support to the leadership and staff. They will be responsible for recruiting and maintaining a qualified workforce while welcoming all faculty and staff in the Department of Ophthalmology and Visual Sciences (Clinic, Research, IRL, Iowa Lions Eye Bank, Kidsight). This individual will serve as a liaison between the department and Health Care Human Resources and make high-level independent decisions regarding Human Resource activities.
Strategic Planning and Program Development Implementation
  • Collaborate with departmental leadership on strategic plan and acts as a resource/partner to meet the human resource needs of the department(s).
  • Provide information, feedback and specific recommendations to departmental leadership and Senior HR Director.
  • Develop and implement programs designed to recruit, retain and engage employees.
  • Provides guidance and recommendations to department leaders with staffing levels and strategic workforce planning models, and coordinates/communicates workforce planning between departments.

HR Delivery, Data Integrity & Analysis
  • Provide guidance and oversight on HR Transactions and HR metrics.
  • Develop systems to assure completeness, compliance, and security of personnel records.
  • Monitor and provide oversight of HR data and/or metrics for department(s) and provide recommendations for improvement.
  • Utilize Payroll and other HR Information Systems to evaluate hours worked vs. hours paid from an institutional and departmental standpoint.

Consultation & Communication
  • Initiate consultations based upon data/trends/issues presented providing expert knowledge designed to improve organizational culture and work life.
  • Make decisions on HR and workplace issues that affect the ability to recruit and retain qualified employees.
  • Communicate with leaders on issues affecting employee morale and wellbeing.
  • Communicates and collaborates with HR Representatives on HR initiatives.
  • Identify, share and implement HR best practices within assigned departments as well as throughout the organization.
  • Advice, train, and educate departmental faculty, supervisors and staff on departmental, UI Health Care, CCOM and University HR general operating policies, procedures and hiring processes.

HR Leadership
  • Hire, develop and manage the performance of staff; assure staff are compliant with UI policies and procedures.
  • Leads and makes recommendations to Senior HR Leader and departmental leaders on all HR matters.
  • Lead the development and oversee the implementation of all human resources initiatives and functions including talent acquisition, staff development, salary decisions, leave management, performance management, employee relations and rewards and recognition.
  • Provide mentorship and guidance to departmental HR Representatives.
  • Lead departmental Human Resources Team

Compliance with Policies, Laws, and Regulations
  • Use in-depth knowledge of multiple areas of compliance and regulation specific to professional or technical requirements to assure compliance in department(s).
  • Provides oversight and guidance on Joint Commission or other HR related audits.
  • Holds individuals within department(s) accountable for compliance completion.
  • Adhere to and ensure department compliance to HIPAA and other confidentiality regulations and laws.
  • Interpret and ensure compliance with union contracts.
  • Coordinate and ensure compliance with Immigration regulations for individuals requiring visas or permission to work. Assist with visa renewal procedures or waivers when appropriate. Coordinate all permanent visa documentation as needed.

Training and Development
  • Collaborates with Senior HR Director and Learning & Organizational Development Manager to recommend, develop and facilitate key training in department(s).
  • Provide training to departmental supervisors and staff.

Performance Management & Employee/Labor Relations
  • Develop, implement and support programs that are designed to enhance employee and labor relations.
  • Consult with supervisors and appropriate HR staff to make recommendations on difficult performance issues.
  • Conduct investigations on complex policy or rule violations in collaboration with departmental leadership and supervisor.
  • Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
  • Strives to educate and drive consistency in application and interpretation of performance management systems.
  • Investigate and respond to employee complaints and grievances. Serve as facilitator for supervisor/employee dispute investigations, corrective and/or disciplinary action plan meetings.
  • Oversee the departmental furlough process.

Compensation
  • Identify and analyze issues or trends. Take or direct action to resolve.
  • Advise department(s) on initial decisions or recommendations for hiring salaries within guidelines and make recommendations on salary issues to departmental/collegiate/divisional leadership.
  • Review and be involved in all salary requests outside of standard guidelines and all market adjustment proposals.

Talent Acquisition/Onboarding
  • Collaborate with department leadership to address recruitment and time-to-hire issues which impact operations.
  • Provide guidance to search committees regarding all aspects of the search process including advertising, active recruitment, interviewing and selection decisions.
  • Collaborate with department leadership and supervisors on the Career Development Process for staff.
  • Participate in higher level recruitments as necessary.
  • May determine, implement, or update orientation protocol for multiple departments or large, complex departments(s).

Service Excellence
  • Develop and communicate information related to Service Excellence
  • Create a team environment of accountability and commitment for reaching goals and desired results.
  • Demonstrate and communicate a big picture understanding of the organization, its interrelationships, and priorities.
  • Model service delivery and coach others to deliver excellent service in a variety of settings.
  • Demonstrated experience working effectively in a welcoming and respectful workplace environment.

Reward and Recognition
  • Ensure that managers are effectively using existing recognition programs, including spot awards, anniversaries, etc.
  • Encourage mangers to be creative and spontaneous in recognizing good performance
  • Ensure planning, monitoring, and appraisal of employee performance by advising and training managers to coach, correct, and as necessary, discipline employees.
  • Assure due process and consult with managers to bring resolution to difficult performance and behavior issues.

Other duties as assigned.
Pay Level: 5A
Professional and Scientific Pay Structures | University Human Resources - The University of Iowa
Required Qualifications:
  • A Bachelor's degree in Human Resources Management or Business, and or a combination of education/experience.
  • Minimum of 5 years recent human resources experience as a generalist or in multiple specialties.
  • Excellent written and verbal communication skills.
  • Must be proficient in computer software applications.
  • Working knowledge of state and federal laws and regulations affecting human resources.
  • Demonstrated experience and ability with providing excellent and timely customer service.

Desired Qualifications:
  • PHR, SPHR or SHRM HR professional certification.
  • Previous experience directly supervising staff.
  • Demonstrated ability to successfully plan, coordinate and follow through on multiple projects/work initiatives at one time
  • Experience in a unionized environment.
  • Work experience in a setting with a large number of employees and complexity (union environment)
  • Knowledge of University of Iowa policies, procedures, and regulations

Position and Application details:
In order to be considered for an interview, applicants must upload the following documents (check the box for required attachment):
  • Resume
  • Cover Letter

Job openings are posted for a minimum of 7 calendar days. This job may be removed from posting and filled any time after the minimum posting period has ended.
Successful candidates will be required to self-disclose any conviction history and will be subject to a criminal background check and education verification. Please contact Michael-lynch-2@uiowa.edu with any questions.

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