POSITION SUMMARY

The Senior Vice President of Relationship Development is a new and strategy-centered position for a seasoned fundraiser looking to make a significant and lasting contribution to the vision and future of Americans for the Arts. Following a year-long Strategic Realignment Process, Americans for the Arts is beginning a new chapter focused on diversity, equity, inclusion, and accessibility, rooted in our organizational values and in support of Local Arts Agencies as well as individual artists and creative workers. 

Reporting to the President and CEO, the Senior Vice President (SVP) of Relationship Development serves as a key leadership team member and an active participant in developing fundraising and membership strategies for Americans for the Arts. In close collaboration with the President and CEO, program staff, and senior leadership, the SVP will develop and execute strategies to foster an innovative, diversified funding model which includes fundraising elements as well as earned revenue streams. The Senior Vice President of Relationship Development leads the Development, Membership, and Leadership Alliances Teams.

The current annual operating budget for Americans for the Arts is $12 million. The Senior Vice President of Relationship Development is responsible for raising a minimum of $6 million annually through cross departmental collaboration.

This position is based in Washington, DC where the office operates on a hybrid schedule with some in-person requirements.

CANDIDATE PROFILE

The Senior Vice President of Relationship Development is responsible for both the strategic planning and the operational implementation of Americans for the Arts’ philanthropic mission in concert with the President and CEO, Board of Directors, and the Senior Vice President of Equitable Advocacy. The ideal candidate will be an experienced professional with a passion for building effective teams, fostering a culture of philanthropy throughout the organization, and implementing systems to maximize efficiency and meet goals.  

This is a revenue generation hire and decision based on demonstrated performance and potential. The successful candidate will:

• Be an accomplished and visionary leader who has a deep and functional knowledge of and commitment to the non-profit arts sector and the broad community that Americans for the Arts serves.
• Be the chief contributed and earned revenue strategist for the organization, in both crisis and non-crisis situations, working closely with the President and CEO, senior leadership team, and Board of Directors in the creation, articulation, prioritization, and implementation of organizational goals and objectives.
• Diversify and direct all revenue generating activities of Americans for the Arts, including but not limited to individual giving, institutional giving, membership, donor events (including an annual fundraiser), and campaign planning.
• Act as an effective ambassador for Americans for the Arts at public events locally, regionally, and nationally.
• Develop, cultivate, and nurture deep and lasting relationships and partnerships with key constituents in order to maximize philanthropic engagement.
• Provide support and strategy for Americans for the Arts’ recently revamped membership program through integration with the overall relationship building strategy.
• Develop, oversee, and analyze systems, policies, and procedures designed to maximize effectiveness and efficiency of the Relationship Development Group’s activities.
• Manage the tracking, analysis, and reporting out of key metrics to measure resource development success; and
• Recruit, mentor, and retain high-performing staff by fostering a collaborative working environment through delegation as well as encouraging leadership and professional development.

CANDIDATE QUALIFICATIONS 

The ideal candidate for the position of Senior Vice President of Relationship Development will:

• Have a passion for the arts and advocate for the central role that the arts play in building healthy individuals and communities. 
• Be an inspiring leader to their group and model exemplary collegial behavior within and across teams. 
• Have experience supervising a large team (8 or more) and commitment to advancing team members’ professional growth. 
• Exemplify a positive attitude and an earnest interest in providing quality customer service to our members, stakeholders, and partners.
• Possess excellent written and verbal communication skills and the ability to work with minimal supervision.  
• Have strong organizational skills and the ability to handle multiple projects.
• Be a creative, entrepreneurial, and strategic thinker able to nurture existing long-term relationships while expanding cultivation circles.  
• Be an engaged thought partner to the President and CEO, Board of Directors, and Executive Team. 
• Have a demonstrated record of raising more than $6 million annually through proactive development of diverse opportunities. 
• Demonstrate expertise in cultivation and engagement of a robust national membership program including setting goals for membership, enrollment, and revenue in crisis and non-crisis environments. 
• Be able to connect authentically with the community that Americans for the Arts serves—reinforcing Americans for the Arts’ position as a leader in the field. 
• Be a consensus builder, with the ability to maintain healthy interpersonal relationships, and a strong communicator internally, in keeping with the organization’s “people first” culture. 
• Have experience in implementing best practices in philanthropy as well as knowledge of current and emerging fundraising trends and approaches with the goal of retaining long-time supporters and members while broadening the base of new constituencies.  
• Be able to identify successful models of philanthropy to adapt and serve Americans for the Arts. 
• Have experience working with boards, committees, and councils (including board and committee development). 
• Be a skillful manager and consensus builder between multiple outside constituencies, including but not limited to the business sector, creative sector, local arts ecosystem, philanthropic community, as well as political leaders.  
• Lead through service and development as a resource and model for other development officers across the country.
• Have strong Personal Computer (PC) skills including Microsoft Office (Outlook, Word, Excel, PowerPoint), Internet research experience, a basic knowledge of any Content Management System (CMS) and basic PC troubleshooting. 
• Bachelor’s degree or equivalent experience or training required, along with ten or more years of fundraising experience, including significant management responsibilities. Fifteen or more years of experience and an advanced degree are preferred.

PREFERRED CHARACTER TRAITS

• An attitude of servant-leadership i.e., helping others succeed in addition to meeting one’s personal goals for achievement, encouraging diversity of thought, creating a culture of trust, having an unselfish mindset, and fostering leadership in others.
• A strong sense of empathy and ability to make others feel at ease. 
• Confidence as well as self-awareness and humility. 
• A creative thinker and problem solver who can dynamically respond to external and internal change, challenge or crisis. 
• Highly collaborative and inclusive, but also decisive and mission driven.

SUPERVISORY RESPONSIBILITIES

As a Supervisor you are responsible for the performance of your direct-report(s). You should guide, train, support, and motivate your team member(s) to help them accomplish their job-specific goals. As a supervisor it is your responsibility to be knowledgeable of your direct-report(s) responsibilities and know how to get the tasks accomplished in their absence. You should continually work to earn the respect and credibility of your direct-report(s) by building an inclusive and supportive learning environment. As such, building trust with your team members is vital to a healthy work relationship. Specifically, you will:

Performance Management

• Meet with direct-report(s) on a weekly basis to discuss progress on projects, priorities, and goals
• Assist direct-report(s) with workflow/bandwidth management, and ensure that direct-report(s) understand their duties and delegated tasks
• Provide timely and ongoing constructive feedback, including soliciting feedback from colleagues from other departments with whom direct-report(s) collaborate
• Document progress of individual direct-report(s) goals by administering annual performance review and mid-year review of performance goals in compliance with AFTA’s strategic plan
• Support and assist in planning direct-report(s) professional development activities; assist with finding professional growth opportunities

Administration

• Maintain a safe and healthy work environment by establishing and enforcing organization standards and adhering to legal regulations
• Develop and update employee job descriptions, as necessary
• Approve timekeeping records prior to each pay period’s deadline

Leadership

• Assist direct-reports with ongoing coaching and counseling
• Provide quick and appropriate resolution of all challenges, discrepancies, and miscommunications
• Share, support, and carry out decisions made by the organization’s management
• Ensure adherence to Americans for the Arts’ personnel policies and practices
• Focus on creating a culture where accountability and fairness are present in every situation
• Support an innovative workplace that fosters creativity, encourages new ideas, and supports examining different approaches to existing initiatives
• Recognize the contributions of your direct reports in ways that are meaningful to them

WORKING CONDITIONS

This position works 37.5 hours per week Monday through Friday around core business hours (10:00 am – 4:00 pm ET)
Some travel required

COMPENSATION

$250,000 - $280,000.

AFTA offers a full range of rich benefits along with competitive compensation.

About Americans for the Arts and to Apply.

CULTURAL EQUITY COMPETENCIES

Americans for the Arts acknowledges the existence of systemic and structural biases and believes it is necessary to be strategic and intentional in pursuing cultural equity in all aspects of governance, operations, and programming. As an employee, you are expected to:

Pursue substantive learning to achieve greater cultural consciousness by attending professional development opportunities
Support the adoption of best practices to create a more diverse, equitable, and inclusive work experience for colleagues and external partners
Strive to consider the people, places, and cultures that might be missing from your work and look for opportunities to increase inclusivity in all the work you do. Support the mission and vision of Americans for the Arts in all interactions with colleagues, members and stakeholders

EQUAL OPPORTUNITY EMPLOYER

Americans for the Arts believes that one of its greatest strengths is the rich diversity of its staff.

We provide equal employment opportunity without regard to race, color, creed, gender and gender identity or expression, age, mental or physical disability, medical condition, including pregnancy and childbirth, religion, national origin, marital status, sexual orientation, ancestry, genetic information, political belief or activity, veteran or military discharge status, or any other basis protected by local, state or federal law and regulations under Title VII.

The policy applies to all employment practices, including but not limited to recruitment, hiring, training and development, promotion, transfer, termination, layoff, compensation, benefits, social and recreational programs, and all other conditions and privileges of employment in accordance with applicable federal, state, and local laws.

All employees have the right to work in a workplace that is free of discrimination. Any person who believes they have been subjected to discrimination of any kind should contact their immediate supervisor or People & Culture. All complaints will be thoroughly investigated and any person violating this policy may be subject to disciplinary action up to and including termination. The law prohibits retaliation against any employee for reporting discrimination or perceived discrimination, or for participating in an investigation of incidents of discrimination or perceived discrimination.