Boston University Advancement is at a pivotal moment, guided by new leadership and a clear strategic framework for growth and impact. Our work is organized around three core priorities: securing $500 million in philanthropic support annually; deepening relationships with a sstrategically defined segment of alumni and donors; and strengthening the organizational foundation while launching focused priority areas across the University.

Advancement is evolving into a highly collaborative, matrixed model that integrates new University leadership, regional engagement, and the distinctive strengths of BU’s schools and colleges. With more than 250 advancement professionals, the organization is building the capacity, partnerships, and culture required to deliver sustained philanthropic momentum and institutional impact.

Chief Operating Officer

• Reporting to the Senior Vice President for Advancement, the chief operating officer (COO) will serve as a key advisor to senior members in Advancement leading the division in the areas of organizational development, talent management, strategic planning, budget, facilities and oversee the following teams: People & Culture, Finance & Operations, and Advancement Information Strategies which includes:
• Business Intelligence and Prospect Strategies, Gifts & Records, Advancement Applications, and Client Technology Experience and Community.

The COO diagnoses organizational needs, develops and articulates a compelling vision, and introduces and executes effective, engaging programs and initiatives. The COO will be an essential resource for Advancement managers regarding staff and departmental planning, performance management, staff engagement and satisfaction, learning development, and building and fostering a healthy culture and productive work environments. The COO leads the effort to attract quality talent, ensures strategic engagement, and guides their performance. Working closely with University HR partners, the COO will be an active member and leader on the national network of strategic talent management in the not-for-profit sector.

The key priorities will be to develop and implement a strategic talent management program that represents best practice in the industry; Identify and develop leaders; develop successor talent; and provide strategic direction in the processes and practices associated with the development and retention of talent at all levels of the organization. A key component will be leading the Advancement office in strategic planning from year to year to ensure that every member of the team understands the North Star and their role in achieving annual goals.

The COO also oversees the departments of Finance, Administration and Operations including budget, space, facilities, payroll, Advancement policy and procedures and day to day operations including managing relationships with key University partners in finance, operations and administration.

This role provides strategic leadership for the Advancement Information Strategies (AIS) unit, which supports the University’s fundraising, engagement, and participation goals through a strong information infrastructure and high-quality data services. This includes delivering responsive data support, insightful analysis, and streamlined reporting, with a core and distinct emphasis on prospect management and research as a critical driver of fundraising success. The position is responsible for designing and sustaining a state‑of‑the‑art prospect research and prospect management program that supports the organization’s most significant growth priorities, including expanding volunteer leadership, preparing for a future campaign, and enabling fundraisers at all levels to build and manage strong, results‑driven portfolios. By delivering high‑quality research, data‑informed strategy, and disciplined portfolio management, this role ensures fundraisers are equipped to cultivate meaningful relationships and achieve stronger fundraising outcomes.

In close collaboration with Advancement colleagues and key campus partners, the COO will oversee teams that provide resources and solutions emphasizing accountability, adaptability, and confidentiality. This role is focused on the continuous improvement of systems, processes, and analytics that drive the success of both divisional and University-wide initiatives.

An important part of this role is leading and managing change across Advancement—helping staff understand and adapt to shifts in strategy and operations, and overseeing updates to policies, processes, systems, and compliance requirements (e.g., accounting, security, legal). This includes ensuring timely, intentional communication with staff and relevant external partners.

Primary oversight includes:

• People & Culture
• Finance & Operations
• Business Intelligence and Prospect Strategies, which encompasses Analytics, Prospect Management, and Prospect Research
• Office of Gifts & Records

Additionally, the COO has secondary management responsibilities for:

• Advancement Applications (in partnership with Information Services & Technology - IS&T)
• Client Technology Experience and Community (desktop support, also within IS&T

The COO will lead a team and support 250+ Advancement Staff FTE’s with oversight of 53 FTE’s (28 Advancement Information Strategies, 16 IS&T, 6 People & Culture, 3 Finance & Operations).

The ideal candidate brings at least 10 years of relevant experience, a collaborative and results driven leadership style, and a passion for

advancing business education within a leading global research university. A bachelor’s degree is required; a master’s degree is

strongly preferred.

Position Responsibilities:

ORGANIZATIONAL & TALENT MANAGEMENT PROGRAM DEVELOPMENT

• Provides counsel, advice, and support for the Senior Vice President and the leadership team on a broad range of strategic and operational issues.
• Builds, maintains, and directs the implementation of a comprehensive, integrated talent management program addressing recruitment; hiring, on-boarding, and orientation; training and professional development; staff engagement, recognition, and satisfaction; compensation; staff management and retention; and organizational communication.
• Develops a deep understanding of BU’s campaign goals, themes, structure, and plans in order to create an integrated strategy for talent management that directly supports the business of Advancement and the needs of the campaign.
• Oversees the design, implementation and delivery, and evaluation of a variety of programs, initiatives, policies, and practices that promote and foster organizational excellence, integrity, community, and productivity; the enhancement of individual and team performance and effectiveness; the identification and adoption of best practices; and staff engagement, professional growth and development, career advancement, satisfaction, and retention.
• Works closely with senior leaders and managers to ensure alignment of unit and individual goals with strategic, long-term and annual goals, objectives, and plans, including designing and developing KPIs for internal career growth in Advancement.
• Active member of national network of advancement talent management leaders; attends/participates in professional organizations, talent management conferences, workshops, programs, and other initiatives. Develops local, regional, and national network of professional colleagues.
• Builds regional, national and international perception and reputation of Advancement and BU as a leader in the advancement talent management arena and an employer of choice for advancement professionals.
• Manage usage of external search or talent management consultants and
• create customized recruiting events, marketing campaigns, and other
• creative vehicles to attract talent.

ADVANCEMENT INFORMATION STRATEGIES

• Business Intelligence and Prospect Strategies.

• Oversee and advance a state‑of‑the‑art analytics, prospect

• management, and research function, leading a cross‑functional team and partnering with senior leadership to optimize the major gift pipeline and ensure strategic use of data to identify and prioritize high‑value prospects.

• Support the organization’s highest fundraising priorities, including growing volunteer leadership, campaign readiness, and equipping fundraisers at all levels to build and manage strong, data‑driven portfolios that drive deeper relationships and stronger fundraising outcomes.

• Gifts and Records

  • Oversees gift processing and records management to ensure accuracy and compliance. Serves as a key liaison with Finance, Treasury, and General Counsel to uphold standards and maintain data integrity.

• DAR Applications and Data Governance

  • Oversees and guides IS&T service delivery, data governance, and policy development. Oversees onboarding and training for Advancement Services staff to ensure consistent systems use and compliance.

• Additional Responsibilities

  • Advises on classification of corporate and foundation contributions and manages the submission of benchmarking and reporting data. Provides strategic insights and reporting to support senior leadership and institutional priorities.

PROFESSIONAL, STRATEGIC & LEARNING DEVELOPMENT

• Develops and implements a process that engages all 255 team members in strategic annual planning.
• Oversees organization and programming for all-staff meetings, managers meetings, and other all staff learning opportunities.
• Develops vehicles and programmatic content and material for internal information and knowledge sharing, skill development, team building, and staff engagement—e.g., lunch-and-learn programs, staff-developed/staff-led workshops and courses, etc.
• Works with managers to identify professional development opportunities and develop effective strategies and plans and manages divisional budget therein.
• Maintains and strengthens Advancement relationship with Boston University’s Human Resources department through close collaboration and coordination with Advancement’s HR business partners.
• Consults and partners with HR’s Organizational Development and Training department, outside providers, and others on programs and initiatives that benefit staff.
• Oversees Advancement diversity plan, internship program, and mentoring initiative.

FINANCE, ADMINISTRATION & OPERATIONS

• Oversee budget, including all accounts payable/receivable, payroll, policies, travel and entertainment reimbursement, departmental expenditures, salary and Campaign spending including oversight of Director of Finance & Administration.
• Oversee operations including facilities and space management and day to day operating procedures for division. Oversee all procedural and policy matters relating to operation.
• Takes on special projects, strategic analyses, and other duties as assigned.

Required Skills

Qualifications

• Education: Bachelor’s degree required; Master’s preferred (MBA, MPA, MA in Higher Education Administration, or related field).

• Experience: 14+ years of progressively responsible leadership experience in talent development, operations, finance, IT, project management, ideally in advancement in a higher ed Research 1 institution.

• Required Leadership Competencies:

  • Strategic Thinking: Anticipates institutional needs; translates strategy into operational plans and priorities.
  • Leading by Influence: Builds consensus and drives results across fundraising, BI, operations, IS&T, and engagement functions without relying solely on direct authority.
  • Results Orientation: Sets measurable objectives, monitors progress and holds teams accountable for outcomes.
  • Financial Acumen: Manages budgets and financial controls to ensure fiduciary responsibility and efficient resource use.
  • Systems & Process Thinking: Designs scalable processes and governance that balance standardization with local flexibility.
  • Excellent Judgment & Discretion: Exercises confidentiality, ethical decision-making, and sound judgment in complex situations.
  • Change Leadership: Leads complex change efforts—especially around technology, policy, and process—ensuring thoughtful adoption and sustainment.
  • Communication & Stakeholder Management: Communicates clearly and transparently, tailoring messages to varied audiences and building trust.
  • Collaborative Partnership: Establishes and maintains productive relationships with campus partners (Finance, IS&T, General Counsel, HR, and academic units).
  • Talent Development & Coaching: Demonstrated ability to identify, mentor, and develop leaders and high-performing teams.
  • Data & Analytical Orientation: Uses data to inform decisions, evaluate program effectiveness, and support fundraising strategy.

• Ability to build develop, and retain strong teams and execute on strategic plans.

• Technical & Program Experience: Proven track record overseeing data governance, business intelligence, gift/records operations, advancement systems, compliance, and large-scale process or technology implementations.

• Communication: Excellent written and verbal communication skills; ability to influence senior leaders and convey complex information to varied audiences. Excellent presentation and facilitation skills and track record.

• Change Management: Demonstrated experience designing and executing change management and communications plans that drive adoption and measurable outcomes.

• Compliance & Risk: Experience managing policy development, regulatory compliance, and confidential information.

Personal Attributes:

• Collaborative, collegial leadership style; adept at building campus-wide partnerships.
• Pragmatic problem-solver with attention to detail and a bias for action.
• Commitment to confidentiality, ethical decision-making, and institutional stewardship.
• Comfortable operating in a dynamic environment under new senior leadership and adapting to evolving priorities.
• Skilled coach and mentor with a track record of developing others.

But that’s not all we’re looking for; we want someone who embodies our values:

• Teamwork, transparency, and mutual respect, because we value every member’s contributions and know that leadership can come from anywhere.
• Diversity, equity, inclusion, and a commitment to ensuring that each of us knows we belong here.
• Integrity in how we work and how we treat one another.
• Strategic thinking and curiosity in the relentless pursuit of fresh
• approaches and measurable results.
• Continuous growth and improvement, both as individuals and as a team.
• Joy and shared appreciation for working hard toward goals that matter.

To apply and learn more about Advancement at Boston University, and other job opportunities, please stop by the Advancement Talent website: bu.edu/advancement-talent.

We are an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, natural or protective hairstyle, religion, sex, age, national origin, physical or mental disability, sexual orientation, gender identity, genetic information, military service, pregnancy or pregnancy-related condition, or because of marital, parental, or veteran status. We are a VEVRAA Federal Contractor.

If you require reasonable accommodation in order to complete the employment application process, please contact the Equal Opportunity Office at 617-358-1796.

Required Experience

Qualifications

• Education: Bachelor’s degree required; Master’s preferred (MBA, MPA, MA in Higher Education Administration, or related field).

• Experience: 14+ years of progressively responsible leadership experience in talent development, operations, finance, IT, project management, ideally in advancement in a higher ed Research 1 institution.

• Required Leadership Competencies:

  • Strategic Thinking: Anticipates institutional needs; translates strategy into operational plans and priorities.
  • Leading by Influence: Builds consensus and drives results across fundraising, BI, operations, IS&T, and engagement functions without relying solely on direct authority.
  • Results Orientation: Sets measurable objectives, monitors progress and holds teams accountable for outcomes.
  • Financial Acumen: Manages budgets and financial controls to ensure fiduciary responsibility and efficient resource use.
  • Systems & Process Thinking: Designs scalable processes and governance that balance standardization with local flexibility.
  • Excellent Judgment & Discretion: Exercises confidentiality, ethical decision-making, and sound judgment in complex situations.
  • Change Leadership: Leads complex change efforts—especially around technology, policy, and process—ensuring thoughtful adoption and sustainment.
  • Communication & Stakeholder Management: Communicates clearly and transparently, tailoring messages to varied audiences and building trust.
  • Collaborative Partnership: Establishes and maintains productive relationships with campus partners (Finance, IS&T, General Counsel, HR, and academic units).
  • Talent Development & Coaching: Demonstrated ability to identify, mentor, and develop leaders and high-performing teams.
  • Data & Analytical Orientation: Uses data to inform decisions, evaluate program effectiveness, and support fundraising strategy.

• Ability to build develop, and retain strong teams and execute on strategic plans.

• Technical & Program Experience: Proven track record overseeing data governance, business intelligence, gift/records operations, advancement systems, compliance, and large-scale process or technology implementations.

• Communication: Excellent written and verbal communication skills; ability to influence senior leaders and convey complex information to varied audiences. Excellent presentation and facilitation skills and track record.

• Change Management: Demonstrated experience designing and executing change management and communications plans that drive adoption and measurable outcomes.

• Compliance & Risk: Experience managing policy development, regulatory compliance, and confidential information.

Personal Attributes:

• Collaborative, collegial leadership style; adept at building campus-wide partnerships.
• Pragmatic problem-solver with attention to detail and a bias for action.
• Commitment to confidentiality, ethical decision-making, and institutional stewardship.
• Comfortable operating in a dynamic environment under new senior leadership and adapting to evolving priorities.
• Skilled coach and mentor with a track record of developing others.

But that’s not all we’re looking for; we want someone who embodies our values:

• Teamwork, transparency, and mutual respect, because we value every member’s contributions and know that leadership can come from anywhere.
• Diversity, equity, inclusion, and a commitment to ensuring that each of us knows we belong here.
• Integrity in how we work and how we treat one another.
• Strategic thinking and curiosity in the relentless pursuit of fresh
• approaches and measurable results.
• Continuous growth and improvement, both as individuals and as a team.
• Joy and shared appreciation for working hard toward goals that matter.

To apply and learn more about Advancement at Boston University, and other job opportunities, please stop by the Advancement Talent website: bu.edu/advancement-talent.

We are an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, natural or protective hairstyle, religion, sex, age, national origin, physical or mental disability, sexual orientation, gender identity, genetic information, military service, pregnancy or pregnancy-related condition, or because of marital, parental, or veteran status. We are a VEVRAA Federal Contractor.

If you require reasonable accommodation in order to complete the employment application process, please contact the Equal Opportunity Office at 617-358-1796.