Overall Responsibility:
The HR Business Partner - Development (Fundraising) serves as the dedicated people leader for the Major Gifts team within the Development Division. Functioning as a strategic HR advisor and people manager, the HRBP supports all human capital matters including performance management, employee relations, talent development, organizational design, and engagement for the fundraising team.
This individual will work in close alignment with the Director of Major & Principal Gifts, who retains oversight of strategy, performance coaching, and donor engagement. The HRBP will directly supervise and support all team members of Major Gifts on HR, compliance, and people-related matters, ensuring their development and success in a dynamic, results-driven environment modeled after sales best practices.
This is a hybrid role, requiring regular in-office presence to foster team cohesion, build trust-based relationships, and maintain visibility with the Major Gifts team and Development leadership.
Position is based at FFTP headquarters in Coconut Creek with periodic travel required.
Duties:
1. Talent Management and Performance Coaching
- Serve as the direct people manager for all members of the Major Gifts team, ensuring clarity in goals, job expectations, and performance accountability.
- Lead performance review cycles, regular check-ins, and professional development plans aligned to fundraising goals.
- Partner with Development leadership to build a high-performing culture rooted in individual ownership, team cohesion, and mission alignment.
2. HR Strategy and Partnership
- Serve as a trusted advisor to the Director of Major & Principal Gifts on organizational design, workload balancing, and people-related strategy.
- Align HR interventions with the sales-oriented nature of fundraising, incorporating coaching models, incentive alignment, and data-informed feedback loops.
- Maintain visibility and regular engagement with frontline fundraisers and support staff.
3. Recruitment and Onboarding
- Oversee recruitment, onboarding, and role design for Major Gifts staff to ensure high standards of hiring aligned to both mission and fundraising capability.
- Partner with HR colleagues and Development leadership to create inclusive, effective hiring practices and succession plans.
4. Organizational Development & Change Leadership
- Support ongoing organizational transitions within the Development division by driving clear, timely communication and changing management initiatives.
- Facilitate cross-functional collaboration and integration, especially where Development intersects Marketing, Finance, and Program teams.
5. Employee Relations & Culture Building
- Lead resolution of employee relations issues and concerns within Major Gifts in a way that reflects FFTP values and legal best practices.
- Champion a healthy, motivating, and mission-aligned team culture, balancing metrics and accountability with empathy and spiritual purpose.
- Monitor morale and engagement; act quickly to address risk factors that may impact team health or retention.
6. Data & Performance Analytics
- Use fundraising data, HR dashboards, and KPIs to track team performance, identify trends, and proactively intervene on coaching or development needs.
Support the development of clear, motivational incentive or recognition programs tailored to fundraising work.
Education and Experience:
Minimum 8 years of progressive HR experience, with at least 3-5 years supporting high-performance teams in sales, development, or fundraising environments.
Proven experience managing HR operations including performance management, employee relations, and leadership coaching.
Strong understanding of sales team dynamics and how to adapt HR best practices to fundraising or target-driven roles.
Bachelor's degree in Human Resources, Business Management, Psychology or related field required. Master's degree preferred.
Professional certification in Human Resources or ability to obtain Human Resources certification preferred.
Skills:
- Strategic mindset with the ability to translate organizational needs into practical HR solutions.
- Deep understanding of sales-oriented performance management and incentive culture.
- High emotional intelligence and the ability to balance performance accountability with empathy and care.
- Excellent communication, coaching, and conflict-resolution skills.
- Experience navigating change management and organizational transformation.
- Business acumen: (understanding finance principles, risk and reward, and business outcomes)
- Strong command of HR systems, metrics, and legal compliance.
- Excellent stakeholder management and developing good work relationships across the organization
- Alignment with FFTP's Christian values and mission, with sensitivity to how spiritual purpose integrates into performance culture.