Role Overview
The Deputy Chief Development Officer is the Chief Development Officer’s principal strategic and operational partner and a key member of the Development Management Team (DevMT) that leads our 100-person Development department. The Deputy CDO role focuses on maturing MSF USA’s fundraising engine—including people, processes, governance, prioritization, and performance—enabling the organization to sustain and grow our diversified revenue streams.

The Deputy CDO leads MSF USA Development’s core department-wide business processes, including annual and multi-year planning, budgeting, forecasting, performance management, and operational rhythm. They will strengthen the department’s planning and execution by promoting efficient cross-team ways of working, disciplined planning and donor pipeline management, and data-informed investment choices.

Bringing a deep understanding of one-to-one, relationship-based fundraising, the Deputy CDO ensures that audience teams are aligned around a shared donor pipeline, with clear pathways for donors to move between Mid-Level, Principal and Major Gifts, and Legacy Giving as their relationships and giving evolve.

A key expectation is supporting department-wide prioritization by establishing and reinforcing clear criteria for adopting major initiatives, including clear ownership, a fundraising plan developed in consultation with relevant teams, and a business case defining expected return and resourcing tradeoffs.

Department Accountabilities
Prospecting
Pursue strategic opportunities in coherence with MSF USA’s strategy, that create long-term value for the movement by identifying and developing new audience segments or donors for its mission.

Donor Cultivation, Engagement and Management
Build trust and loyalty with potential and existing donors. At the simplest level, update donors on activities. At a more complex level, build long-term relationships with key donors and key donor segments. Take overall responsibility for designing, developing, and delivering the donor engagement strategy. May be through channels or through personal relationships.

Fundraising
Secure reliable, sustainable and efficient resources in alignment with MSF USA commitments.

Brand Positioning
Drive awareness and consideration through brand positioning based on the brand strategy and implement brand plans.

Best-in-Class Fundraising Systems and Capabilities
Deploy and champion the latest technological systems and capabilities that push the boundaries of what Development can produce for its donors.

Role Specific Responsibilities

Department Leadership
• Partner with the Chief Development Officer in developing and implementing fundraising strategy.
• Serve as a strategic thought partner to high-touch fundraising leaders.
• Drive execution of DevMT decisions and act as the point person to translate strategic direction into coordinated departmental plans.
• Drive capacity building and professional development within the Development team.
• Model and reinforce inclusive leadership practices within Development.
• Represent the department in external forums, donor meetings, and conferences as needed.
• Foster collaboration between Development and key partners across the organization, including Communications, Finance, People and Culture, and Programs.
• Advance a culture of philanthropy across MSF USA by partnering with leaders to strengthen shared responsibility for donor engagement and stewardship
• Support change management efforts across MSF USA.

Business Process Management
• Lead department-wide annual/multi-year planning, budgeting, and forecasting processes, including management of planning calendar.
• Conduct regular reviews of revenue and expenses to monitor performance against plan, surface variance and risks, and drive corrective actions.
• Monitor cost per dollar raised (CPDR), breakeven timelines, and related efficiency metrics across programs, using the data to recommend investment shifts and resourcing tradeoffs to improve overall fundraising performance.
• Manage lightweight departmental QBR process.
• Promote efficient cross-team ways of working.
• Apply one-to-one fundraising expertise to set and reinforce shared standards for donor portfolio/pipeline management and stewardship.
• Facilitate cross-audience alignment around a shared donor pipeline and donor journeys, with clear pathways for donors to move between Mid-Level, Principal and Major Gifts, and Legacy Giving as relationships and giving evolve.
• Partner with MSF International Office to set MSF USA’s authorized restricted funding target during emergencies and work with fundraising teams on a coordinated plan.

Prioritization & Initiative Governance
• Establish governance process for major initiatives, including a clear intake workflow and decision criteria requiring fundraising plan developed with the relevant audience teams, and a business case defining resourcing required and expected return.
• Facilitate leadership review and decision-making.

Role Specific Competencies

Leadership and Direction
In consultation with the CDO, set and communicate the strategy for achieving the Development Department’s goals, together with the broad actions needed to implement it; inspire a large or diverse workforce to commit to these and to doing extraordinary things to achieve the Development Department’s goals.

Budgeting
Take overall responsibility for setting and approving budgets for large areas or major parts of the business that achieve organizational strategy.

Procedural Improvement
Lead on procedural development and improvement, informed by policy and operating frameworks, to improve the quality, effectiveness, and efficiency of services.

Donor Experience Strategy
Apply strategic insight on industry and donor trends, working with the marketing function to integrate those insights into the development of the CX strategy, then translating this strategy into an organizational plan and annual targets.

Performance Management
Set, and lead the delivery of, business performance objectives for a strategic global function or a diverse international organization; hold direct reports accountable for achievement of annual and longer-term business objectives; take corrective action where necessary to ensure achievement of overall business goals, balancing the need to deliver short term business objectives with the longer-term delivery of stakeholder value.

These core accountabilities should not be construed to contain every function/responsibility that may be required to be performed by an incumbent in this job. Incumbents are required to perform other functions as assigned.


Behavioral Competencies

People Focus
Builds strong relationships and delivers solutions geared to aiding others. Solicits feedback and data; conveys a clear understanding of the level of service the team is providing; takes action when standards are not met by team; aligns processes with organizational needs.

Manages Complexity
Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. Consistently looks at complex issues from many angles; obtains a rich and deep understanding; swiftly cuts to the core issue; skillfully separates root causes from symptoms.

Global Perspective
Takes a broad view when approaching issues, using a global lens. Shows global thinking at work; adjusts organizational practices to meet the unique needs of different regions or countries. Uses a broad perspective when addressing issues and challenges.

Cultivates Innovation
Creates new and better ways for the organization to be successful. Approaches professional work in unique or innovative ways. Offers original ideas. Appreciates others' creative ideas and solutions and provides helpful input to enhance them.

Communicates Effectively
Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. Listens attentively and takes an interest. Keeps others well informed; conveys information clearly, concisely, and professionally when speaking or writing.

Values Differences
Recognizes the value that different perspectives and cultures bring to an organization. Confronts stereotyping and offensive comments promptly. Consistently behaves with great sensitivity toward differences in cultural norms, expectations, and ways of communicating.

Supervisory Responsibility
The Deputy Chief Development officer has 3 direct reports and a team of 7 comprised of prospect research, market research, and administrative professionals

Desired Qualifications & Experience
• Deep alignment with MSF’s mission and values
• 10-12 years of experience in nonprofit fundraising with significant progressive experience in one-to-one, high-touch relationship-based fundraising (major and/or legacy giving) with demonstrated understanding of what drives donor movement, retention, and long-term value
• A bachelor’s degree in international development, nonprofit management, public administration, business administration, communications, or a related field, or equivalent work experience
• Experience leading annual and multi-year planning, goal setting, budgeting/forecasting, and performance management in a complex, multi-audience fundraising environment
• Proven track record maturing donor pipeline/portfolio management practices, including clear pathways and handoffs between audiences and consistent use of data to drive decisions
• Demonstrated success aligning multiple teams around shared priorities and efficient cross-team ways of working
• Strong strategic judgment and prioritization skills, translating strategy into executable plans and driving follow-through
• Track record of leading change to strengthen a culture of philanthropy
• Experience leading or partnering closely with prospect development functions
• Up-to-date knowledge on the U.S. philanthropy landscape, including emerging trends in the sector
• Demonstrated commitment to diversity, equity, and inclusion.

Travel Requirements
Must be willing to travel for work as needed.

Compensation
$173,720 - $221,492 (based upon experience)