Legacy Giving Officer

There's no cultural organization in the world quite like Carnegie Museums. With a legacy of discovery and outreach dating back to 1895, today we are a family of four diverse, dynamic museums; Carnegie Museum of Art, Carnegie Museum of Natural History, Carnegie Science Center, and The Andy Warhol Museum. We're committed to being inclusive, both onsite and online, and to exploring with our audiences the big ideas and issues of our time. Carnegie Museums is interested in candidates who, through their experience and collaborations, will contribute to diversity and excellence of the Carnegie Museums community.

This Full-Time position is eligible for the Carnegie Museums' many Benefits. 

Please scroll to the bottom of this page to see information on the starting pay 

rate. 

The Legacy Giving Officer is responsible for implementing initiatives to identify, cultivate, solicit, steward, and retain planned giving prospects to ensure a strong base of perpetual financial support for Carnegie Museums (CM). This position is responsible for direct donor engagement, helping individuals navigate planned giving options, the execution of communications and programs focused on stewardship and cultivation of planned gifts.

This position holds the primary responsibility for stewarding gifts of estates, trusts, and various other financial venues that reflect financial planning and deferred giving opportunities for CM. The Legacy Giving Officer leads gift planning efforts within CM and serves as a fundraising liaison to museum-based fundraising teams, oversees communications, prepares written materials, keeps digital and print marketing collateral current, manages the planned giving society (Cornice Society), and hosts special events.

QUALIFICATIONS:

EDUCATION AND EXPERIENCE:

• Bachelor's degree or equivalent combination of education and experience required.
• A minimum of 3 years of related experience in individual fundraising with strong emphasis on planned gift cultivation and solicitation, or related experience.
• Familiarity with the Pittsburgh funding community is a plus.

KNOWLEDGE, SKILLS, AND ABILITIES:

• Ability to collaborate effectively and develop positive relationships with a diverse group of colleagues, donors, prospects, and volunteers.
• Excellent verbal and written communications skills; strict attention to detail; commitment to exemplary customer service; diplomacy and persuasive abilities in dealing with donors and colleagues alike.
• Must be creative and a self-starter with the ability to work both independently and as part of a team.
• Ability to prioritize tasks, manage multiple assignments at once, and work effectively under deadlines and the pressures of a fast-paced work environment.
• Proficiency with Microsoft Office and experience with CRM systems.
• Willingness to occasionally work early mornings, evenings, and weekends.
• Demonstrated success in securing planned gifts, working with bequests and endowments, as well as familiarity or comfort securing major gifts.
• Results-oriented team player with optimistic attitude who takes initiative as an independent worker.

PHYSICAL REQUIREMENTS: Work is primarily sedentary in nature; no special demands are required.

ESSENTIAL FUNCTIONS AND ACCOUNTABILITIES:

• Assist in development of planned giving strategy and prospect development.
• Support the creation and distribution of marketing materials and communications.
• Ongoing stewardship of planned giving donors and Cornice Society members.
• Develop and maintain a portfolio of planned giving prospects and achieve individual targets for meetings, solicitations, and developing leads.
• Work closely and collaboratively with donor-facing team members to guide and inform on cultivating planned giving prospects and donor in their portfolios.
• Manage logistics related to working with donors and adheres to the department's reporting and documentation processes. Prepare and enter contact reports from prospect interactions on a timely basis.
• Join and attend professional groups and educational sessions to keep abreast of current trend in planned giving and major gifts.
• Help CM meet fundraising goals by having a thorough understanding of current capital and programs fundraising priorities, needs for endowments, Annual Giving program, Giving Societies, and the advantages of membership in various gift recognition societies.

Expecting starting pay range, based on experience, $51,000 - $70,000.

The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: Pennsylvania Child Abuse History Clearance Pennsylvania State Police Criminal Record Check FBI Fingerprint Criminal Background Check Obtaining the required clearances is completed as part of the new hire process.

Carnegie Museums is an Equal Opportunity Employer

The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.   

*GUIDANCE ON ESSENTIAL FUNCTIONS:   The Americans with Disabilities Act ("ADA") requires employers to consider and accommodate qualified individuals with disabilities.  An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job.  When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below.  Please note that the following guidelines are non-exhaustive.  If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function?  The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function?  If so, the function is more likely to be essential. D. How much time is spent performing the function and how often?  Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job?  If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential.  G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it?  If so, it is more likely to be essential.

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