Annual Fund Manager

Job DetailsJob Location: Saint Paul Service Center - Saint Paul, MN 55107Position Type: Full TimeSalary Range: $62,400.00 - $72,800.00 SalaryJob Category: Nonprofit - Social ServicesAnnual Fund Manager Job Description  |  August 2026   The Organization Girl Scouts River Valleys (GSRV) serves over 13,000 girls across southern Minnesota, western Wisconsin, and surrounding communities, supported by thousands of volunteers who deliver the Girl Scout Leadership Experience every day. We are one of 111 councils nationwide, united by a shared mission: building girls of courage, confidence, and character who make the world a better place. We believe all girls belong here. That belief is embedded in how we operate, how we hire, and how we lead. Our work is grounded in five core values that are not aspirational, they are our standard: Be Joyful Be Willing to Work Through It You Can Count on Me Community First Girls Are at the Center of Everything We Do GSRV operates within the Entrepreneurial Operating System (EOS) - aligning staff through clear accountability, scorecards, Rocks, and weekly L-10 meetings.   Position Information Position Title: Annual Fund Manager Job Code: DEVMG Reports To: Senior Development Manager Department: Development FLSA Status: Exempt, Full-time Salary Grade: 6 Last Updated: August, 2026 Hiring Range: $62,400 - $72,800 per year   About This Role Turning gifts into impact. The Annual Fund Manager plays a critical role in driving revenue growth and strengthening donor engagement across all annual fundraising initiatives. This position is responsible for designing and executing multi-channel fundraising campaigns, managing a portfolio of individual donors, maintaining database integrity, and crafting compelling donor communications. The ideal candidate is a strategic storyteller and organized project manager who excels at building relationships and leveraging donor data to maximize retention and lifetime value. This position requires strong organization, reliability, and a willingness to learn. While it does not have direct people management responsibilities, it has a high impact on outcomes, relationships, and the experience of girls, volunteers, and partners.   Essential Functions Campaign Strategy & Execution Design, implement, and evaluate multi-channel annual giving campaigns, including direct mail, digital spring/fall appeals, Giving Tuesday, and recurring monthly giving programs. Develop strategic timelines and donor segmentation models to optimize response rates and increase average gift sizes. Donor Engagement & Portfolio Management Manage an active portfolio of mid-level and lower-tier individual donors and prospects. Develop and execute solicitation and stewardship strategies focused on donor acquisition, retention, and upgrading donors into higher giving tiers. Conduct personal outreach through phone calls, emails, and direct meetings to build meaningful donor relationships. Communications & Content Creation Partner with the marketing and communications team to draft, edit, and produce compelling donor-centric content for email appeals, social media campaigns, direct mail letters, and annual impact reports. Articulate the organization’s mission and impact through data-driven storytelling. Operations & Database Management Support CRM database integrity (data entry standardizations, duplicate checks, and routine cleanup). Supervise gift processing workflows, ensuring timely tax receipts, acknowledgment letters, and accurate gift coding. Build and generate regular campaign performance dashboards, revenue reports, and donor analytical views for leadership. Stewardship & Retention Execute structured donor recognition plans, personalized thank-you call initiatives, and stewardship events to minimize donor churn and improve year-over-year retention. Ensure donors receive timely updates detailing the tangible impact of their contributions. Volunteer & Executive Leadership Support Train, coordinate, and supervise development volunteers for campaigns and donor events. Prepare detailed donor briefing profiles, talking points, and scheduling support for executive leadership and board members engaging in major donor solicitations. Additional Duties and Responsibilities Collaborate with colleagues across the council, GSUSA staff, and colleagues from other councils.   Actively participate in all-staff meetings, staff in-service training, and other meetings.  When representing the council to both internal and external audiences, articulate GSRV’s desired image and position to all audiences.  Actively support the council’s commitment to diversity, equity, inclusion, access, racial justice, and anti-racism. Conduct all activities with a high degree of cultural competency.  Contribute to building a cohesive, flexible, and productive staff environment that demonstrates the values and mission of Girl Scouts and delivers high-quality customer service.   Subscribe to the principles of the Girl Scout Movement      What You Bring Required Education: Bachelor’s degree in communications, Non-Profit Management, Business Administration, or a related field (or equivalent practical experience). Experience: 2 to 5+ years of non-profit fundraising, annual giving, or direct marketing experience, with a track record of running successful campaigns. Technical Proficiency: Hands-on experience with donor databases/CRMs (e.g., Salesforce Non-Profit Success Pack, Raiser’s Edge, eTapestry, or DonorPerfect) and proficiency in Microsoft Office Suite (advanced Excel required). A self-starter who can work independently with minimal oversight and takes initiative; is flexible, adaptable, self-manager, organized, and has a strong attention to detail; thrives in an ever-changing/fast-paced environment.  Proven communication skills, including written, in person, and over the phone; demonstrated ability to work with a wide range of sensitive and confidential issues; and communicates effectively with a diverse group of girls, volunteers, and staff.  Ability to coordinate multiple projects while managing conflicting priorities and deadlines.  Ability to work a flexible schedule, including some evenings and weekends as required by position responsibilities.  Preferred Experience in a nonprofit, youth-serving, or community-focused organization   Competencies These competencies define what exceptional leadership looks like at GSRV. Performance is evaluated against each competency during regular reviews. They are not categories — they are a commitment to how we lead. Competency What This Looks Like in Practice Competency 1 Team Engagement Each employee plays an integral part in the overall success of their team and our organization. Employee demonstrates the practices of having courageous, clear, friendly, and productive conversations with co-workers, leaders, youth, families, and community members. Demonstrates the value to team building and contributing to the team; understanding that strong teams enable success of Girl Scouts River Valleys. This engagement is translated into positive and respectful team and organizational dynamics, which fosters a positive work culture. At GSRV, all team members are expected to contribute to building a respectful work environment. Competency 2 Communication & Accountability Employee is able to effectively communicate with others in multiple ways to be successful in completing work and tasks. Employee can articulate thoughts and expresses ideas to others providing valuable and timely information. Listening with the goal of understanding within the team, the organization, and the community. The employee is driven to accomplish outcomes, deliverables, and communicates proactively about impacts to deadlines or work. The employee is open and clear when receiving and providing feedback, using it to grow and improve. Employees understand that different groups we work with communicate differently so using those ways of communicating that are most relevant. Competency 3 Professional Growth Employees utilize multiple pathways to support growth at GSRV.  Employees actively participate in training provided by GSRV and available external opportunities. The employee seeks growth pathways through ongoing education, volunteering/participating on committees, taking on additional responsibilities beyond current roles, attending community events, leading, and designing training, learning, and adapting to feedback, and/or attending conferences and training sessions. Shows enthusiasm for learning and growing in a diversity of ways.  Eagerness to apply knowledge gained in their work and the organization.  Competency 4 Innovation Leading Impact The employee contributes ideas and solutions to improve work strategies showing willingness to take thoughtful risks and fail-forward, creating new and improved ways of doing things. The employee includes key people in the development and implementation of innovations ensuring success and transforming our work in new and impactful ways. The employee utilizes data and cultural knowledge to accomplish work in alignment with organizational strategies.    Competency 5 Equity-Focused Incorporates GSRV’s equity framework and anti-racism guidance document into their work, decisions, and actions. The employee actively participates in organizational and self-directed learning and/or committees and shows the impact of the learning in their work. The employee utilizes the framework and guidance document as a lens to guide their work and to reach the strategic goals for the organization. The employee demonstrates the ability to build and maintain positive diverse relationships with co-workers, leaders, volunteers, members, and the community. The employee takes ownership of mistakes and seeks support turning mistakes into learning opportunities. Competency 6 Work Performance Employee is proactive in working to understand the goals, roles, and responsibilities of their current position based on their job description and their managers guidance. The employee works with their manager to meet outcomes staying current and updating manager as determined. When the employee falls short on goals, they can regroup, re-strategize, and plan for success. The employee acts as a problem-solver, bringing solutions forward not focusing on blame. Overall, if goals are not being met, there are strategies put in place to support outcomes. The employee demonstrates awareness that things do not always go as intended, they show that they can shift strategies while keeping in communication strong and being flexible for new goals or work.   Working Conditions The physical demands described here are representative of those that must be met to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. This role operates across office environments, community settings, donor meetings, and external events. Must be able to travel regularly throughout the GSRV service area (southern Minnesota, western Wisconsin, and surrounding region). The employee is frequently required to speak, present, read, and use a computer. Occasional lifting of up to 50 pounds. Noise levels may vary by location.   Disclaimer This job description is designed to indicate the general nature and level of work performed within this role. It is not a comprehensive inventory of all duties, responsibilities, and qualifications required. Management retains the right to assign or reassign schedules, duties, and responsibilities at any time. Qualifications