Utilizing your proven networking and relationship building skills to cultivate key community connections, you will drive success and achieve revenue goals by strategically identifying and engaging community and corporate leaders and building and empowering sustainable volunteer committees.
As a successful fundraising leader who will manage multiple peer to peer fundraising events annually you will generate excitement and enthusiasm in the community for Walk to End Alzheimer’s, coach and inspire your volunteers to implement and build on proven strategies and best practices that result in event growth year over year.
This position may be based in any of the following areas: Great Bend, Dodge City, Hays, or Garden City.
This role is right for you if:
- You have proven success at building sustainable corporate and community relationships that contribute to achieving event revenue goals, greater community participation and heightened brand awareness.
- You have successfully recruited, managed, and coached volunteers to effectively implement best and proven practices to achieve fundraising goals OR you are able to effectively assimilate our custom training on peer to peer fundraising and leverage your sales/relationship development background to recruit, manage and coach volunteers to implement best and proven practices to achieve fundraising goals.
- You have managed or are capable of managing multiple volunteer-led mass-market events simultaneously that have resulted in revenue growth year over year.
- You are known as a convener and have successfully built a positive, healthy, and inclusive team environment that has resulted in long term community relationships.
- You love a challenge and have achieved or surpassed designated revenue and participant goals through team and individual fundraising, corporate solicitation, and community partnerships.
- You have demonstrated success at prospecting, cultivating and stewarding event teams, sponsors and participants.
- You have excellent communication and organization skills and are comfortable with managing event budgets, training volunteers, working to set timelines and milestones and using data to affect positive outcomes.
What you Bring:
- Bachelor’s degree or equivalent experience.
- 3-5 years of proven experience in recruiting and mobilizing volunteers to achieve goals OR 3-5 years successful experience of meeting sales targets.
- Confident, goal-oriented, positive self-starter, able to work independently with limited supervision and collaboratively with internal and external partners.
- Demonstrated ability to develop and nurture corporate relationships and partnerships.
- Ability to manage large numbers of volunteers at different levels of expertise with diplomacy.
- Ability to work with diverse communities and demonstrate inclusion, coupled with the ability to work in a highly matrixed organization.
- Excellent interpersonal skills including verbal and written communication and follow through.
- Ability and willingness to travel up to 60% within the assigned territory by car. Travel in this case, is considered time spent away from the office, in the community, to fulfill the job goals. While most such travel is same day, occasional overnight travel or air travel may be required. Must have valid driver’s license, access to reliable vehicle, good driving record and proof of automobile insurance.
- Ability and willingness to work some evenings and weekends as required for committee meetings, Walk and wraparound events.
- Ability to bend, stoop, lift and transport up to 25 lbs. of materials.
- Strong computer skills, proficient with Microsoft Office products and social media; experience with, or ability to rapidly learn Luminate/Convio software.
Job Title: Manager, Walk to End Alzheimer’s
Location: Central & Western Kansas
Full Time: 37.5 hours work week
Reports To: Executive Director
Grade: 105
What the Alzheimer’s Association offers:
The Alzheimer’s Association has been ranked as one of the Best Nonprofits to Work For by The Non-Profit Times each year since 2010, recognizing our visionary and dynamic leadership, collaborative culture, competitive compensation, generous benefits and mission-driven atmosphere. In addition, we offer a hybrid work environment with some flexibility in schedules, as well as excellent training on peer to peer fundraising techniques.
Employees working 24 hours/week or more are eligible for a comprehensive benefits package, including medical, dental, vision, flex accounts, short and long-term disability, life insurance, long term care insurance, tuition reimbursement, generous Paid Time Off, 12 annual holidays and Paid Family Leave, as well as an annual Cultural & Heritage Day and Volunteer Day of their choosing. They are also eligible for our gold standard 401(k) retirement plan.
Full time employees (37.5 hours/week) will enjoy all of the above plus an annual School Visitation Day and an Elder Care Facility Day of their choosing.
Right now, millions of Americans are facing the devastation of Alzheimer’s. This disease is robbing us of our finances, our families and our futures – but at the Alzheimer’s Association, we are relentlessly working to change that by addressing the challenges in front of us with speed and without limitations or boundaries. With our network of more than 70 chapters across the country, we are advancing world-class research, ensuring access to gold-standard care and support, and hiring talented, mission-driven people who make it all happen.
It takes a uniquely motivated person to be a part of our team – but we believe that person could be you.
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.
Who We Are
The Alzheimer’s Association is the leading voluntary health organization in Alzheimer’s care, support and research. Our mission is to lead the way to end Alzheimer's and all other dementia- by accelerating global research, driving risk reduction and early detection, and maximizing quality care and support.
At the Alzheimer’s Association, our employees are at the core of all we do. Our network of more than 1,900 employees across the United States makes a difference each and every day for those impacted by Alzheimer’s and those at risk for the disease.
Our Vision
A world without Alzheimer's and all other dementia.
At the Alzheimer's Association, we believe that diverse perspectives are critical to achieving health equity — meaning that all communities have a fair and just opportunity for early diagnosis and access to risk reduction and quality care. The Association is committed to engaging underrepresented and underserved communities and responding with resources and education to address the disproportionate impact of Alzheimer’s and dementia.
The Alzheimer’s Association is committed to diversity, equity and inclusion in the workplace and provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
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