Position Summary: The Director of Organizational Development is an executive leader responsible for the people, development, compliance, and administrative systems that support our mission and long-term sustainability. The Director leads fund development operations, human resources administration, organizational compliance, and cross-functional process improvement so that STAR® has reliable funding systems, clear policies, effective workforce practices, and accountable internal operations. Working with the CEO, Finance Director, Director of Survivor Services, program managers, and the Board of Directors, the Director translates organizational priorities into coordinated systems, deadlines, records, and results.
Location: Open to Baton Rouge or New Orleans offices
Primary ResponsibilitiesFund Development and Grant Administration- Lead our grants and funding pipeline, including prospect research, proposal calendars, assignments, submissions, renewals, and reporting deadlines.
- Coordinate proposal development with executive team members so narratives, outcomes, staffing plans, budgets, and timelines are realistic and consistent.
- Maintain funder, donor, sponsorship, and grant records; coordinate acknowledgments, stewardship, reporting, and other required follow-up.
- Support the CEO with major-donor cultivation, funder relationships, sponsorships, and fundraising initiatives.
- Monitor development performance and provide timely pipeline, revenue, deadline, and risk reports to the executive team and Board of Directors as requested.
Organizational Compliance and Policy Systems- Maintain organization-wide compliance calendar for contracts, policies, accreditation, grants, monitoring, insurance, and other recurring requirements.
- Coordinate contract administration, renewal tracking, central files, required reviews, and authorized approvals.
- Manage the policy lifecycle, including drafting coordination, cross-functional review, approval, version control, distribution, acknowledgment, and scheduled revision.
- Coordinate documentation for audits, accreditation, monitoring visits, client-record requests, and corrective action plans.
- Identify compliance or administrative risks early, recommend controls, and escalate matters that require executive, board, legal, insurance, or specialized review.
Human Resources Administration and Workforce Systems- Administer recruitment and applicant-tracking processes through iSolved and approved external channels, in partnership with hiring managers.
- Coordinate job postings, selection documentation, references and required checks, offers, employment records, orientation, and master onboarding checklists.
- Maintain accurate, confidential personnel records and track required training, credentials, acknowledgments, and certifications.
- Coordinate personnel policy updates, workforce planning, recognition, training, and employee-development initiatives.
- Advise supervisors on consistent people processes and coordinate formal employee actions with the CEO and qualified counsel or specialists when required.
Organizational Systems and Continuous Improvement- Develop and maintain cross-functional workflows, templates, forms, document-management practices, and administrative controls.
- Maintain shared decision, action, policy, contract, grant, and compliance tools as assigned and ensure owners and deadlines remain visible.
- Use organizational indicators, staff feedback, audit findings, and recurring problems to recommend practical improvements.
- Support strategic planning, implementation tracking, board and committee work, and organizational change initiatives.
- Ensure approved changes are communicated, documented, implemented, and reviewed for effectiveness.
Executive and Staff Leadership- Participate actively in planning, budgeting, risk review, policy development, and cross-functional decision-making within the executive team.
- Supervise assigned staff through clear expectations, regular feedback, workload review, professional development, and timely performance management.
- Promote equity, inclusion, accountability, collaboration, and trauma-informed organizational practice.
- Represent STAR® professionally with funders, donors, partners, vendors, and community stakeholders.
- Keep the CEO appropriately informed of material deadlines, capacity concerns, compliance risks, funding opportunities, and decisions requiring executive action.
Required Qualifications- Bachelor's degree in nonprofit management, public administration, business, human resources, communications, social work, or a related field, or an equivalent combination of relevant education and experience.
- At least five years of progressively responsible nonprofit, administrative, development, human resources, compliance, or organizational leadership experience.
- Demonstrated grant writing and grant-management experience, including the ability to coordinate complex proposals and reporting deadlines.
- Strong project-management, systems-development, writing, editing, communication, and relationship-building skills.
- Demonstrated ability to maintain confidential records, exercise sound judgment, manage competing priorities, and follow complex work through completion.
- Proficiency with Microsoft Office, cloud-based document systems, and the ability to learn our HR, project, donor, and grants platforms.
Preferred Qualifications- Master's degree or relevant professional credential.
- Successful nonprofit fundraising, donor stewardship, sponsorship, or institutional funding experience.
- Experience with nonprofit HR administration, accreditation, regulatory compliance, audits, or board governance.
- Knowledge of trauma-informed organizations, sexual assault services, or community-based victim services.
Benefits Package At STAR®, we believe in providing a comprehensive benefits package that supports the well-being and professional growth of our employees. We continually strive to enhance our offerings to meet your needs and ensure a fulfilling work experience. Our benefits include:
- Paid Time Off (PTO) and Care & Recovery Bank (CRB): Full-time employees will receive 7.38 hours of PTO and 1.85 hours of CRB each pay period, which accumulates to 24 days of PTO and 6 days of CRB annually. These benefits can be used for personal and medical leave.
- Paid Holidays: We offer at least 15 paid holidays throughout the year.
- Health Care Coverage: Full-time employees are eligible for health care on the first day of work. Our comprehensive coverage includes medical, dental, and vision insurance provided through Blue Cross and Blue Shield of Louisiana. STAR® covers 100% of your monthly premium. Dependent coverage is paid at 50%. Additionally, STAR® contributes annually to the Health Reimbursement Arrangement (HRA) to help cover medical expenses applied to an employee's Blue Cross Blue Shield deductible.
- Group Life and Accidental Death & Dismemberment (AD&D) Insurance: STAR® pays 100% of the employee-only premium for all full-time employees, providing coverage for Life and AD&D insurance up to $25,000.
- Professional Development Support: We value the growth and development of our employees. Therefore, STAR® reimburses costs associated with professional licensure expenses.
- Mileage and Travel Reimbursement: Employees receive mileage and travel reimbursement for work-related travel each month at the Louisiana State Mileage Rate. We understand the importance of compensating you for your business-related expenses.
- Employee Assistance Program (EAP): EAP provides free short-term therapy and support to employees and their loved ones, ensuring access to mental health resources when needed.
- Retirement Program: Employees have the opportunity to enroll in our 403b retirement program through Mutual of America. This program enables you to save for your future and plan for a comfortable retirement.
Please note that the benefits mentioned above are subject to eligibility criteria, terms, and conditions outlined in the company's benefits policy.
