Role Description You are a key member of the Development team, responsible for managing a portfolio of foundation, corporate, and government funders for the National Alliance for Public Charter Schools (501c3) and the related Charter School Action Fund (501c4). Reporting to the Vice President of Development, you will secure and manage five- and six-figure investments and grow a portfolio that generates approximately $4–$5 million in annual revenue. You serve as the organization’s lead grant strategist and writer, building deep relationships with funders, translating complex policy work into compelling proposals and reports, and ensuring a strong pipeline of sustainable institutional support. This role works collaboratively across development, finance, programs, policy, and data to align funding opportunities with organizational priorities. You partner closely with the Vice President of Development and senior leadership to shape donor strategy and grow high-value funder relationships. You will play a central role in building institutional partnerships that sustain and strengthen the charter school movement nationwide, while helping shape and execute a national institutional giving strategy. You will also serve as a key advisor and mentor across the team, strengthening overall fundraising capacity and performance. Qualifications - 7+ years of experience in leading institutional fundraising - Demonstrated record of securing five- and six-figure and multi-year grants from foundations, corporations, and government sources - Experience managing a growing portfolio of institutional funders and advancing them through cultivation, solicitation, and stewardship cycles - Familiarity with charter schools, K–12 education, education reform, and/or policy or advocacy organizations Requirements - Exceptional grant writing and proposal development skills - Strong relationship builder with the ability to inspire long-term investment from institutional partners - Strategic thinker with excellent project management skills - Collaborative and flexible, thriving in a fast-paced, mission-driven environment - Comfortable engaging senior leadership and external stakeholders with confidence and professionalism - Approximately 10–20% travel for donor meetings and events Benefits - Sector-leading salary and benefits package - 100% coverage of employee’s medical, dental, and vision premiums; 50% for spouses and dependents - HRA to cover 100% of in-network medical deductibles - 403(b) retirement account with up to a 6% match after 90 days of employment - Automatic life insurance coverage, short- and long-term disability coverage, and FSA - 12 weeks of fully paid parental leave - 25 PTO days annually, plus every federal holiday and a week off at year-end - Monthly reimbursement for internet and cellular service - $500 home office setup stipend in your first 90 days - Anticipated starting salary range: $115,000-$140,000, commensurate with experience and qualifications

Drug Hunter is a B2B scientific intelligence platform for biotech/pharma R&D scientists that empowers them to discover the medicines of the future. We serve most of the top global biotech & pharma companies including Dow 30 and S&P500 companies. We’re a mission-driven, product-focused company backed by top-tier investors and trusted by the world’s leading R&D organizations. The Head of Sales is a senior commercial leader responsible for sales strategy and execution at Drug Hunter. This role owns new business bookings, renewals, expansions, and forecast accuracy, and co-authors company strategy related to market focus, pricing approach, and go-to-market design. As a core member of the leadership team, the VP of Sales represents the voice of the customer and the market in enterprise decision-making. This leader builds a scalable sales organization, shapes commercial systems, and ensures revenue growth is efficient, predictable, and aligned with long-term company value, leading through structure, process, judgment, and leverage. Significant domestic and international travel is required (50%+). Key Responsibilities: Revenue Strategy & Ownership - Own company-wide sales targets, including bookings, renewals, and expansion revenue. - Define sales strategy by segment, geography, and customer profile. - Partner with executive leadership on annual and multi-year revenue planning. - Establish forecasting discipline and ensure accuracy and accountability. Sales Organization Leadership - Build, lead, and scale a high-performing sales organization, including frontline managers and senior individual contributors. - Define sales roles, territories, capacity models, and hiring plans. - Set performance standards and drive consistent execution through coaching and accountability. - Develop leadership bench and succession plans. - Partner closely with Finance on forecasting, scenario planning, and board-level reporting. Market & Customer Leadership - Serve as the executive voice of the customer, bringing structured market intelligence into leadership discussions. - Build senior relationships with strategic customers, partners, and industry stakeholders. - Expand Drug Hunter’s market influence through executive-level engagement, partnerships, and selective thought leadership. - Ensure customer insight is systematized and shared across the organization to influence product roadmap, overall growth strategy, and company strategy. Cross-Functional Integration - Operate as a trusted collaborator to Product, Marketing, Science, and Finance in setting enterprise priorities and executing on cross-functional initiatives. - Shape pricing, packaging, and product roadmap decisions around customer value and sales execution. - Translate CEO- and board-level priorities into clear, executable field strategy. Operational Excellence - Establish rigorous pipeline management, forecasting discipline, and operating cadence. - Own sales KPIs, dashboards, and performance management systems. - Continuously improve win rates, deal velocity, retention, and sales productivity.

Role Description You are a key member of the Development team, responsible for acquiring, cultivating, and soliciting individual donors for the National Alliance for Public Charter Schools (501c3) and the related Charter School Action Fund (501c4). Reporting to the Vice President of Development, you will manage a portfolio of donors and prospects and generate approximately $2–$3 million in annual revenue. You work closely with the Vice President of Development and senior leadership to shape donor strategy and grow the portfolio of high-value individual donors. Operating in a fast-paced advocacy and political fundraising environment, this role requires adaptability, responsiveness, and a disciplined approach to moving donors through the giving cycle. The ideal candidate is a confident solicitor, creative thinker, and strategic relationship manager who can build long-term partnerships while driving immediate results. You will play a central role in building a donor community that sustains and advances the charter school movement nationwide. What You'll Do - Drive Individual Giving Revenue - Develop and execute strategies to grow individual giving in compliance with legal guidelines - Manage a portfolio of approximately 50–75 individual donors, including regular outreach, meetings, and solicitations - Upgrade mid-level donors into major gift supporters through targeted cultivation and strategic engagement - Lead mid-, major, and political contribution solicitations, including making time-sensitive asks - Identify cross-entity (c3, c4) giving opportunities and align donor investments with key advocacy and political moments - Partner with senior leadership on major donor strategy and high-level solicitations - Grow the Individual Donor Pipeline - Engage in prospect research to identify, qualify, and cultivate new mid-level and major donors - Move donors strategically through the giving pipeline toward larger and sustained contributions - Strengthen small- and mid-level giving strategies that feed the major gift pipeline - Test and scale donor acquisition strategies, such as direct mail, digital outreach, and/or other channels, to expand the donor base - Donor Strategy, Engagement, and Performance - Develop and execute strategic cultivation, solicitation, and stewardship plans for individual donors - Create high-quality proposals, briefings, and donor communications that align donor interests with organizational priorities and impact - Ensure timely stewardship and reporting that demonstrates impact and strengthens long-term donor partnerships - Partner with communications, policy, and data teams to develop compelling donor messaging - Maintain disciplined moves management and accurate donor records in CRM (Microsoft Dynamics) - Track portfolio performance, monitor giving trends, and use data to inform strategy, prioritize opportunities, and drive revenue growth Qualifications - 7+ years of fundraising experience with a demonstrated track record securing five- and six-figure gifts from individuals - Experience managing a donor portfolio and successfully closing major gifts - Experience in mission-driven or political fundraising environments - Experience with donor acquisition strategies such as direct mail or digital campaigns - Familiarity with charter schools, K–12 education, education reform, and/or policy or advocacy organizations Requirements - Confident and comfortable making direct and timely asks - Compelling communicator who turns ideas and impact into donor communications that inspire giving - Strong relationship builder who develops long-term donor partnerships - Strategic thinker who identifies opportunities to increase donor engagement and giving levels - Able to manage multiple priorities in a fast-paced, remote environment - Highly organized with disciplined pipeline and CRM management - Strong interpersonal and collaborative skills across teams - This position requires approximately 10–20% travel for donor meetings and events. Benefits - Sector-leading salary and benefits package - 100% coverage of an employee’s medical, dental, and vision premiums, and 50% for spouses and dependents - HRA to cover 100% of in-network medical deductibles - 403(b) retirement account with up to a 6% match after 90 days of employment - Automatic life insurance coverage, short- and long-term disability coverage, and FSA - 12 weeks of fully paid parental leave - 25 PTO days annually, plus every federal holiday and a week off at year-end - Monthly reimbursement for internet and cellular service, plus a $500 home office setup stipend in your first 90 days - The anticipated starting salary range for this role is $85,000-$110,000, commensurate with experience and qualifications.

Overview We are evolving our People function into an innovative, data-driven, high-performing team that directly fuels business strategy and performance. We're seeking a strategic leader for Head of People Business Partners & Team Member Relations to drive this shift at the critical intersection of executive leadership, organizational health, talent strength, and employee trust. Reporting directly to the Chief People Officer, you will: - Act as a trusted strategic advisor to the executive team and senior leaders on high-impact people and org decisions - Build and lead a proactive, insights-led People Business Partner team deeply integrated with the business - Own a forward-thinking Team Member Relations function that resolves complex matters with fairness, strong judgment, and smart risk management Geo-Salary Information An in-person interview may be required during the hiring process The expected base salary for this position will vary depending on a number of factors, including relevant experience, skills and location. Responsibilities Partner strategically with executives - Translate business strategy into enterprise-wide people priorities, talent plans, and org actions - Advise on org design, operating models, workforce planning, change management for growth/transformation/restructuring - Provide external perspective on how top progressive companies create resilient, high-performing cultures Lead the People Business Partner function - Define vision, standards, and operating model for a strategic, data-informed HRBP team - Equip HRBPs to deliver exceptional advice on team effectiveness, talent strategy, org health, and business impact - Elevate executive partnership, diagnostics, and strategic influence across the function Drive leadership, talent, and org effectiveness - Coach senior leaders to build high-performing teams and strong leadership pipelines - Lead enterprise talent reviews, people risk assessments, and action planning for exec visibility - Guide on performance management, succession, critical-talent retention, and development (in close partnership with broader People teams) Own talent planning and people risk insights - Collaborate with Finance, Talent Acquisition, and People Ops on headcount planning, critical-role coverage, and forecasting - Leverage people data, business context, and org insights to spot emerging risks/opportunities - Instill stronger discipline in talent strategy and decision-making Lead people-centered Team Member Relations - Oversee investigations, case management, conflict resolution, and complex employee issues - Ensure consistent, timely, values-aligned practices with a focus on both resolution and systemic prevention - Use case patterns to inform policy, leadership training, and manager capability building - Empower managers to handle people matters confidently and effectively Shape policy, governance, and employment decisions - Develop scalable people governance that balances business agility, employee experience, and compliance - Partner with Legal and stakeholders for efficient, high-quality decisions - Maintain rigor and consistency without excess bureaucracy Build and scale the function - Recruit, develop, and lead a high-performing team across HRBP and TMR - Design integrated operating models with Total Rewards, TA, People Ops, Legal, and tech/AI partners - Create scalable tools, processes, and capabilities for company growth and evolving work models What success looks like in 12–18 months - Executives view People as a core strategic driver of business performance - Talent and org strategies align tightly with current priorities and future needs - Leaders make faster, more disciplined people decisions with clear risk visibility - Managers gain confidence in performance leadership and issue navigation - TMR handles issues fairly, quickly, and preventively — building greater trust - Governance feels modern, trusted, and low-friction Qualifications Education: - Minimum: Bachelor’s degree - Preferred: MBA HR or HR certifications a plus Experience: - 15+ years leading People Business Partnering at scale - 10+ years of depth in Employee/Team Member Relations, including investigations, case management, and complex employment matters About the Company Why choose a career at Mercury? At Mercury, we have been guided by our purpose to help people reduce risk and overcome unexpected events for more than 60 years. We are one team with a common goal to help others. Everyone needs insurance and we can’t imagine a world without it. Our team will encourage you to grow, make time to have fun, and work together to make great things happen. We embrace the strengths and values of each team member. We believe in having diverse perspectives where everyone is included, to serve customers from all walks of life. We care about our people, and we mean it. We reward our talented professionals with a competitive salary, bonus potential, and a variety of benefits to help our team members reach their health, retirement, and professional goals. Learn more about us here: https://www.mercuryinsurance.com/about/careers #LI-TG1 Perks and Benefits We offer many great benefits, including: - Competitive compensation - Flexibility to work from anywhere in the United States for most positions - Paid time off (vacation time, sick time, 9 paid Company holidays, volunteer hours) - Incentive bonus programs (potential for holiday bonus, referral bonus, and performance-based bonus) - Medical, dental, vision, life, and pet insurance - 401 (k) retirement savings plan with company match - Engaging work environment - Promotional opportunities - Education assistance - Professional and personal development opportunities - Company recognition program - Health and wellbeing resources, including free mental wellbeing therapy/coaching sessions, child and eldercare resources, and more Mercury Insurance is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other characteristic protected by federal, state, or local law. Pay Range USD $145,409.64 - USD $382,539.28 /Yr.