Director of Advancement





Reporting to the Executive Director, The Director of Advancement leads all initiatives related to the museum’s portfolio of fundraising activities. The Director of Advancement will further develop and implement a strategic multi‐year Advancement plan that will create innovative, strong and sustainable avenues of contributed revenue. This individual will lead and develop a team of four professionals.

The Director of Advancement serves as a member of the senior leadership team, which includes the Executive Director, Director of Finance, Director of Sales and Service, Director of Curatorial Affairs, Director of Human Resources, Director of Marketing and Communications, Director of Education and Programs, and Director of Facilities and Museum Operations.



60% Building and nurturing authentic donor relationships through all stages of the relationship management cycle, including identification, cultivation, solicitation, and stewardship. Supporting donor cultivation partnerships with >the Executive Director and other members of the senior leadership team.

40% Developing a culture of philanthropy across the organization and setting vision, strategy, and leading the Advancement team.


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  • Deepen the organization’s culture of philanthropy and build meaningful relationships between MoPOP and its community of supporters.
  • Understand and share the story of MoPOP’s history and its future trajectory as an organization dedicated to making creative expression a life‐changing force by offering experiences that inspire and connect our communities.
  • Develop the organization’s overall fundraising strategy that includes contributions and support from individuals, corporations, foundations, government funding, events and board members.
  • Advance the organization’s position with relevant constituents to drive broader awareness and donor support.
  • Partner with the Executive Director on high level cultivations.
  • Work closely with the Executive Director, Board of Directors, and staff to establish and meet annual performance goals, operating plans, and objectives that secure significant financial resources from multiple sources of contributed income for the organization.
  • Develop and manage an Advancement team with functions in annual giving, major gifts, planned giving, donor prospecting and research, and special multi‐year fundraising campaigns.
  • Cultivate and solicit a portfolio of major gift prospects and donors.
  • Lead and implement short term and long‐range strategic fundraising priorities.
  • Plan and direct a comprehensive program of building and maintaining institutional relationships with foundations, corporations and government agencies.
  • Maintain a thorough working knowledge of issues and trends affecting government, corporate and private funding and communicate regularly to other staff to facilitate awareness of strategic opportunities and challenges in building support for the museum’s priorities.
  • Implement and manage the museum’s giving relationships with major donors in all aspects of the relationship management cycle, to include initiating contact with potential major gift donors; developing appropriate cultivation strategies; moving potential donors toward solicitation and closure, making solicitations where appropriate, and maintaining stewardship contacts with donors.
  • Develop and execute cultivation and solicitation strategies for potential prospect identification, gift solicitation, donor activity tracking and acknowledgements, as well as supervise fulfillment process.
  • Lead the Advancement Department on major fundraising events, including MoPOP’s major fundraising gala(s).
  • Create a strategy for leveraging donor data to build a long‐term donor pipeline.
  • Performs miscellaneous job‐related duties as assigned.



  • A minimum of seven years of progressively responsible senior management experience in fundraising, with proven ability to personally cultivate, solicit, and steward major gifts ($50,000+) from individuals.
  • Knowledge of Seattle, the West Coast, national and international philanthropic communities that support the arts, cultural organizations, popular music or the study of popular culture.
  • Experience developing a fundraising department and nurturing a newly formed team.
  • Previous experience creating and implementing fundraising plans.
  • Proven ability to use analytics and metrics to evaluate effectiveness and measure performance.
  • Strong communication skills, and the ability to be articulate, creative, and strategic, and to present a compelling case for support.
  • Prior experience working effectively with board members to increase capacity for fundraising and communicating of the organization’s mission.
  • A collaborative and team‐oriented leadership style; the ability to assess and guide the ongoing professional development of team members.
  • Superior verbal and written communication skills.
  • Experience managing or working within the context of a major gifts fundraising campaign (e.g. capital campaign) preferred.
  • Computer fluency in MS office, Tessitura, Salesforce, Raiser’s Edge or other donor database software, web applications and an appreciation for the central role of technology and electronic communication in fundraising.
  • A Bachelor’s degree in a relevant discipline and/or equivalent experience.



  • MoPOP is committed to creating a diverse and welcoming workplace. We believe that having staff, interns, and volunteers with diverse backgrounds enables us to better meet our mission. People of color, women, and LGBTQIA+ individuals are encouraged to apply.
  • Ability to maintain a professional demeanor while working in a fast‐paced and high‐energy environment.
  • Ability to work effectively with people of diverse backgrounds and promote a positive working environment, spirit of cooperation, and positive reactions to change and conflict resolution.
  • Appreciation for and understanding of MoPOP’s mission and core values, exhibitions, and programming.
  • Willingness to lend time to team members as a mentor, cheerleader, coach and colleague.
  • Spirit of openness, optimism, and genuine curiosity.
  • Comfort with public speaking and serving as a representative of MoPOP at events throughout our community—internal to the organization, across Seattle and beyond.
  • Healthy sense of humor and an appreciation of fun!
  • CRM expertise and moves management experience an absolute must.



The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job the employee is regularly required to sit, stand, and walk. The employee is frequently required to reach with hands and arms. The employee is occasionally required to stoop, kneel, crouch, crawl, and climb ladders. The employee is frequently required to lift up to 30 pounds, and occasionally up to 50 pounds.





















Head of Diversity & Inclusion




Head of Diversity & Inclusion Location: New York




The Head of Diversity and Inclusion will support, manage and implement diversity and inclusion strategies and programs. The role reports to Global CEO.





The ideal candidate for this position will have prior training and/or related experience, particularly in supporting diversity and inclusion programs and initiatives. The ideal candidate will have a proven track record of project management and ability to drive programs that support the organization's workforce diversity, inclusiveness, and retention opportunities. The candidate should possess strong analytical skills and ability to translate metrics, research, and trends into strategy. In addition to an ability to build and maintain positive relationships internally and externally, he/she must be a team player with excellent written and verbal communication skills.





  • Serve as a subject matter expert and liaison to the business in developing strategic action to attract/develop/retain diverse talent, including building MiQ as a diversity brand of choice.


  • External analysis: bringing the best in class research of what diversity means, case studies of what great looks like.


  • Using external analysis to outline what great should look like (the goal at MiQ based on external benchmarking. This includes ingraining goal with MiQ’s history and USPs where possible.


  • Internal analysis: outlining where MiQ is currently based upon our data, providing insight on our biggest gaps, opportunities and what data we will track going forward to measure progress towards the goal.


  • Ensuring consistent and constant measurement of the selected metrics to track progress on the effectiveness of diversity initiatives and also the impact on business performance.


  • Identify, build, and sustain community partnerships to support corporate diversity and inclusion projects/plans/initiatives and business strategies.


  • Support Diversity and Inclusion Board with ideating and proposing initiatives to the Global CEO, CPO and CMO around recruitment, performance management and leadership development.


  • Support the HR and Marketing team in tactically implementing the above.


  • Partner with the global communications team to regularly communicate internal and external diversity and inclusion initiatives, events and progress.





  • Minimum 10 years of prior training and/or related human resource experience.


  • Proven, progressive experience and demonstrated effectiveness leading diversity and inclusion related initiatives and programs.


  • Proficient in Microsoft Office with an emphasis in Excel and PowerPoint.


  • Demonstrated ability to build strong relationships and interface effectively with all levels of the organization.


  • Project management skills with a demonstrated ability to multi-task in a fast-paced environment.


  • Strong verbal and written communication skills with experience in facilitation/presentation.


  • Strong, operational, communication, interpersonal and presentation skills, be a team player, manage multiple projects and possess a strong knowledge of diversity metrics and analytics.





















Director of Community Relations



The American Civil Liberties Union of Washington (ACLU-WA) is seeking a Community Relations Director. The Community Relations Director oversees the ACLU-WA’s promotion, supporter engagement, and public education programs across the state. The position collaborates across departments to create meaningful and mutually beneficial opportunities for the public to connect with the ACLU-WA. Reporting to the Communications Director, the Community Relations Director develops engagement plans to involve the public in the advancement of justice and equity and to position the ACLU-WA as a trusted and valued resource for the community.


For more information about this opportunity, or to apply, please visit the below link:


Executive Director – Business & Operations



Puget Sound Educational Service District seeks an Executive Director for Business & Operations to lead business and financial services; business planning and process improvement efforts; facilities and operations planning and maintenance; and transportation. This position is a member of the executive leadership team.


PSESD is one of nine regional educational agencies serving school districts, charter schools, and state-approved private schools in Washington. Educational Service Districts, created by the legislature, are an essential regional delivery system for early learning and K-12 services in the state. PSESD is committed to becoming an Antiracist Multicultural Organization driven by equity in education.


To find out more about this opportunity, or to apply, click the link below: