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Since 1891, Boys & Girls Clubs of San Francisco (BGCSF) has provided high-quality,

community-based youth development services to youth in San Francisco. Our mission is to inspire and enable all young people, especially those from disadvantaged circumstances, to realize their full potential as productive, responsible, and caring citizens. We impact the lives of Club members, primarily ages six to 18, by focusing on academic success, healthy lifestyles, good character & community engagement, and job readiness with earning potential. We are nationally recognized for the high quality of our programs and comprehensive approach to serving youth. Whether you’re joining our administrative team, a Club team, or our Camp Mendocino team, you’ll be surrounded by enthusiastic, talented, and passionate colleagues who

wake up every day ready to inspire young people to reach their full potential.

Position Purpose:

BGCSF seeks a seasoned fundraising professional with a track record of leading fundraising teams and working with experienced philanthropists. This individual must be a relationship builder and a highly-effective communicator. Reporting directly to the President, the Vice President of Development is a member of the organization’s senior leadership team.

The VP of Development is responsible for developing and executing on strategies to achieve aggressive fundraising goals (currently $6.5 million) in the areas of individual and corporate giving, including three main fundraising events. As well, BGCSF plans to launch a capital & capacity-building campaign in 2026. The VP of Development works closely with the President, Vice President of Institutional Giving (separate fundraising budget), the VP of Marketing & Communications, and the Board of Governors to achieve the organization’s significant fundraising goals.

This position is full time (40 hours weekly) working onsite at our John N. Callander Administrative Office in San Francisco. This position is eligible for benefits.

ESSENTIAL JOB RESPONSIBILITIES

Fundraising & Financial Tracking: 40%

• Lead the development of the department’s annual fundraising budget and plan.
• Make one-on-one asks of donors.
• Provide the President & CEO with everything they need to successfully complete asks.
• Effectively lead complex events, managing staff, contractors, and vendors, to achieve fundraising goals while strengthening relationships with existing and new donors. (Note: the Marketing Team and President run the event program.)
• Ensure that the department’s technology tools are effectively managed and administered, including but not limited to MyClubHub (powered by Salesforce), digital and event fundraising software, and prospect research software (iWave).
• Lead annual fundraising conversations with Board Members in an established portfolio, while supporting the President who will manage certain key relationships and guiding the Senior Director of Major Gifts.
• Manage a portfolio of top donors.
• Provide prospect research, cultivation, and stewardship as needed for fundraising and Board development.
• Provide support to the President in executing the vision for the capital and capacity-building campaign.
• Ensure that a department dashboard is produced bi-monthly; analyze the report and make any needed adjustments before sharing with the President, committee co-chairs, and senior staff.

Leadership/Management: 40%

• Oversee all aspects of the Development Department, ensuring a strong culture of execution, teamwork, communication, and professionalism that results in achieving fundraising and strategic plan goals.
• Direct supervision and mentoring of the Senior Director of Major Gifts and Donor Relations and the Director of Development, and indirect mentorship and expectation setting with all members of the department.
• Actively participate in discussions and decision-making at the senior management level, collaborating with the senior team to push for high standards, effective execution, and strong communication across all aspects of the organization.
• Effectively manage vendors to always get the most value per dollar spent and ensure cost savings wherever possible.
• Ensure that a strong working relationship is maintained between the Development, Institutional Giving, and Marketing departments, with regular collaboration on communications, strategy, and personnel alignment.
• Ensure that a strong working relationship is maintained between the Development and Finance departments, with a full monthly-reconciliation and close oversight of cash flow.
• Serve as the primary staff liaison to the Resource Development Committee of the Board, producing reports for the committee, developing agendas, and preparing co-chairs for committee meetings and Board presentations.
• Effectively collaborate and partner with colleagues across the organization, contributing to the overall success of the mission.
• Ensure that all direct reports’ performance goals are in line with the strategic plan and are focused on the 3-5 things in their area that will notably move the organization forward; ensure that the goals are tracked throughout the year and are used for priority setting.

Collaborations & Partnerships: 20%

• Develop and/or advance partnerships and collaborations with funding institutions, other nonprofits, vendors etc., building win-win relationships that help BGCSF achieve its mission and objectives.
• Collaborate closely with external partners and consultants on event production, donor stewardship programs, and Planned Giving initiatives to ensure seamless execution and alignment with BGCSF’s brand, goals, and values.
• Strengthen cross-department collaboration to ensure fundraising and event efforts are integrated with marketing, communications, and program impact strategies.

• Four-year degree/Bachelor's degree from an accredited college or university.
• 15 years of leadership experience in the area of fundraising and relationship management with Board members; demonstrated success over many fiscal years.
• Thorough knowledge of the resource development field.
• Demonstrated ability to organize, direct, plan, budget, and coordinate.
• Leadership skills, including negotiation, problem-solving, decision-making, and delegation
• Strong management skills and a willingness to drive performance
• Strong verbal and written communication skills.
• Ability to establish and maintain effective working relationships with Board members, staff, community groups, BGCA, and other related agencies.
• Strong database skills
• Ability to drive an automobile.

• Proficiency with Google Workplace.
• Demonstrated knowledge of Salesforce.
• Strongly prefer experience with a youth development organization or other community-based organization.

PHYSICAL REQUIREMENTS/WORK ENVIRONMENT:

• Must be able to lift 25 lbs.
• Must be able to stand for at least 2 hours consecutively.
• Must be able to sit at a computer workstation for long time periods.

BENEFITS:

• Comprehensive health benefits, including employer contributions
• 401K pre-tax program and 7% employer contribution after one year of service
• Employee Assistance Program (EAP)
• Education assistance
• Pre-tax Transportation Savings Account
• Flexible Spending Account (FSA)
• Generous Paid Time Off program
• Paid Holidays
• Life & Disability Insurance
• Professional development opportunities
• Free all-location West Coast Bay Club membership (for FT & PT after 90 days)

PAY

The wage range for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and BGCSF needs. At BGCSF, our decisions are based on other factors and dependent on circumstances for each position. Depending on the need and requirement of the position, an individual could be hired at or near the entry level, mid - level or top of the range for their role and compensation. As such, a reasonable estimate of the current range is $195,000 to $220,000 annually.

DISCLAIMER

The information presented indicates the general nature and level of work expected of employees in this classification. It is not designed to contain, nor to be interpreted as, a comprehensive inventory of all duties, responsibilities, qualifications and objectives required of employees assigned to this job. The organization has the discretion to relocate/reassign a person, as needed.