Development Director Jobs in Nevada
Development Director jobs in Nevada concentrate in nonprofit management, higher education advancement, and healthcare philanthropy, with strong demand from Las Vegas and Reno anchoring most of the state's hiring activity. Large employers with a lasting presence in Nevada that regularly hire development directors include the University of Nevada Las Vegas, Renown Health, and the Nevada Resort Association. The most in-demand specialties are major gifts, corporate and foundation relations, and planned giving. Scan the live roles below and apply to whichever ones fit.
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Showing 5 of 32+ Development Director jobs
$123,487.00 - $160,532.58 Annually
City of Las Vegas, NV
Full-Time
26SEP80085 O
Community Development
09/16/2026
10/10/2026 11:59 PM Pacific
EXEC
About the Position
Career Opportunity
The city of Las Vegas invites applications for the Deputy Community Development Director with our Community Development Department. The Deputy Community Development Director will assist the director in planning, directing, managing and overseeing the activities and operations of the Community Development Department and its divisions; directly supervise, plan and coordinate the activities and operations of the Department; coordinate assigned activities with other divisions, outside agencies and the general public; and provide highly responsible staff assistance to the Director, Community Development.
Ideal Candidate
This position shall oversee the Building & Safety operations of the Community Development Department and function as the city’s Certified Building Official. The ideal Certified Building Official is a customer-centered, solutions-oriented leader who understands the broader impact of regulatory decisions on development and the community. They are respected in the industry for their technical competence, ability to communicate clearly, and skill in building trust with staff, elected officials, and development partners. This individual leads with integrity, sets clear expectations, and consistently applies codes and policies with professionalism, honesty, and fairness.
Supervision Received and Exercised
Receives administrative direction from the Director, Community Development, Deputy City Managers, City Manager and City Council. Exercises direct supervision over supervisory, professional, technical and clerical staff.
Selection Process
The selection process will include a review of all applications to identify the most qualified candidates, who will be invited to participate in a hiring interview. Any individual offered employment must successfully complete a pre-employment drug test and all required background checks for the position.
Example of Duties
Essential Functions
- Assume management oversight for the day-to-day operations of department services and activities. Depending on area of assignment, may include administration, building code inspections, plans examination, building permits, planning, zoing, subdivision development, business licensing, business inspections and audits, and code enforcement.
- Assist the director in establishing, within city policy, appropriate service and staffing levels; monitor and evaluate the efficiency and effectiveness of service delivery and work methods and procedures; allocate resource accordingly.
- Assist the director in planning, directing and coordinating the department’s work plan through subordinate level supervisors; develop and implement goals, objectives, policies and priorities for each service area; assign projects and programmatic areas of responsibility; meet with management staff to identify and resolve problems.
- Directly manage the organization, staffing and operational activities of the assigned divisions.
- Assess and monitor workload, administration and supervisor’s support systems and internal reporting, identify opportunities for improvement.
- Select professional, technical and support staff and ensure effective morale, productivity and discipline; plan, organize, administer, review and evaluate the activities of staff directly and through subordinate supervisors and managers; encourage and provide for staff training and professional development; interpret city policies and procedures for staff; work with employees to develop short and long term goals, monitor accomplishments, establish performance requirements and personal development targets and provide coaching for performance improvement and development.
- Oversee and participate in the development and administration of the department budget; approve the forecast of funds needed for staffing, equipment, materials and supplies; approve expenditures and implement budgetary adjustments as appropriate and necessary.
- Explain, justify and defend department programs, policies and activities; negotiate and resolve sensitive and controversial issues.
- Represent the Department to other city departments, elected officials and outside agencies; coordinate department activities with those of other departments and outside agencies and organizations.
- Provide staff assistance to the Director, Deputy City Managers and City Manager; prepare and present staff reports and other necessary correspondence; provide staff support to assigned boards and commissions.
- Participate in regional government boards and committees.
- Respond to and resolve difficult and sensitive citizen, public, and business inquiries and complaints; evaluate and approve or disapprove public information requests, requiring subpoenas if necessary.
- Attend and participate in professional group meetings in the absence of the director; stay abreast of new trends and innovations in the field of building and safety administration.
- Assist management in conducting briefings with City Council members on projects and reports.
- Perform related duties and responsibilities as required.
Minimum Requirements
Experience
Five years of increasingly responsible experience in the area of assignment, including two years of administrative and managerial responsibility. Experience in a public agency is preferred.
Training
Bachelor’s degree from an accredited college or university with a major in architecture, civil engineering, a construction-related field, urban planning, business administration, public administration or a field related to the essential functions. A combination of formal education and directly related work experience may substitute for the degree. The city assesses 1.5 years of fulltime experience as equivalent to one year of education.
License and Certification
When assigned to Building & Safety
Possession of Certified Building Official (CBO) from the International Code Council on the date of application or within 12 months of appointment, and maintenance thereafter.
When assigned to Planning
Possession of American Institute of Certified Planners (AICP) designation on the date of application or within 12 months of appointment, and maintenance thereafter.
Knowledge, Skills and Abilities
Knowledge of
Principles of supervision, training and performance evaluation.
Management skills to analyze programs, policies, and operational needs.
Principles of management and organizational behavior.
Principles and procedures of financial record keeping and reporting.
Principles and practices of municipal budget preparation and administration.
Departmental policies and procedures.
Pertinent federal, state and local laws, codes and regulations.
When Assigned to Building & Safety...
Operations, services and activities of building and safety programs, including building permit issuance, records retention, plans examination and inspection.
Legal aspects of building code administration and enforcement.
When Assigned to Planning...
Operations, services and activities of municipal planning and business licensing programs.
Advanced principles and policies of regional and urban planning and development.
Advanced practices and methods of zoning and subdivision administration.
Municipal licensing codes and regulations.
Advanced principles and practices of urban design.
Current land use planning policies, laws and statutes.
Advanced site planning, landscape design and architectural design techniques, practices and methods.
Information contained in the City Charter and general municipal powers and authority relating to planning, zoning and business licensing.
Ability to
Plan, organize, direct and review the work of lower level staff.
Select, supervise, train and evaluate staff.
Interpret and explain city policies and procedures.
Resolve problems and disputes.
Research, analyze and evaluate public service methods and techniques.
Delegate authority and responsibility.
Manage and direct the operations, services and activities of the assigned divisions.
Identify and respond to community and City Council issues, concerns and needs.
Develop and administer departmental goals, objectives and procedures.
Analyze problems, identify alternative solutions, project consequences of proposed actions and implement recommendations in support of goals.
Interpret and apply federal, state and local policies, laws and regulations.
Understand and follow oral and written instructions.
Prepare clear and concise reports.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with those contacted in the course of work including city officials and the general public.
Facilitate meetings with stakeholders of diverse viewpoints, resolve issues and build consensus.
Seek and accept input and assistance from others.
Empower employees by demonstrating confidence in their ability to be successful.
Support creative thinking and problem solving by encouraging feedback.
Exercise initiative and independent judgment within established guidelines.
Competencies
In addition to Core Workforce and Supervisor Competencies
Executive Competencies
Establishing Trust – Noticing, interpreting and anticipating others concerns and feelings; creating opportunities for collaborative, respectful dialogue; showing trust in others first and holding self and others accountable for words and behaviors that build community; using face to face communication as a primary means to build trust within the organization.
Communicating Clarity – Developing and communicating goals in support of the city mission, vision and purpose; clarifying direction of work, roles and expectations for successful attainment of objectives.
Providing Recognition – Identifying and recognizing employees at all levels for their ideas, work and achievements; providing opportunities for both formal and informal recognition within the organization; creating a culture of peer recognition and encouragement.
Reinforcing Organizational Health – Routinely reviewing existing processes, practices and policies to ensure a balance in the ability to work productively and efficiently with employee needs for empowerment and development; changing processes, practices and policies when necessary to achieve the balance; establishing regular professional development time for each employee so they have opportunities to attend classes and other activities to enhance their professional growth; meeting regularly with employees.
Thinking Globally – Finding effective solutions and prioritizing problems using holistic, “big picture” thinking; putting the needs of the broader organization or community ahead of the needs of an individual department or community; developing and analyzing both near and long term impacts of decisions.
Business and Political Acumen – Having expertise in technical, political and budgetary leadership responsibilities; preparing and presenting complex concepts and proposals in a respectful, collaborative, understandable way to build community; comparing competing priorities and agendas looking for ways to establish a win/win solution whenever possible; speaking at community events and to the media to enhance the city’s reputation and standing with the broader community.
Community Engagement – Identifying and working with different communities, whether internal, external or both, to achieve city mission, vision and purpose; including groups of stakeholders in decisions that affect them, directly or indirectly, whenever possible to do so; acting on decisions and strategies developed through community engagement.
CITY OF LAS VEGAS, NEVADA
COMPENSATION
Annual Base Pay Increases
- Employees may be eligible for annual performance-based merit increase or cash bonus in first pay period of fiscal year.
- City Manager and City Council may approve annual cost of living increase.
BENEFITS
Uniform Allowance
- Applies to uniformed executives in Fire & Rescue, Public Safety, and Municipal Court, currently $1,500/year
Retirement
- Benefit eligible employees participate in the Public Employees' Retirement System of Nevada (PERS). PERS, a statewide defined benefit plan, calculates retirement benefits based on 2.25 percent (current percentage for employees hired 7/1/15 and after) for each year of service, applied to the employee's highest consecutive 36-month average salary. PERS also requires that employees share 50 percent of the PERS contribution, which is implemented by reducing the city's salary ranges. The highest consecutive 36-month average salary is increased commensurate with the salary range reductions required by PERS.
Deferred Compensation
- The city offers a 457(b) Plan which is a government deferred compensation plan similar to a 401(k) plan. It offers both pre-tax and after-tax savings and investment options.
Deferred Compensation Match
- City provides a 100% match annually (on a per pay period basis) to your contributions, up to the following amounts in a 401(a) plan – Executive / Senior Executive)
o Years 3-4 (25–48 months)* $5,000 / $6,000
o Year 5 (49–60 months)* $6,000 / $7,000
o After 5 years (>60 months)* $7,000 / $8,000
- Years of service in Benefits Plus Tiers I, II, and III combined
- Employees are fully vested in the match after 5 years of service or at age 65.
Medical, Dental and Vision Insurance
- Employees are covered the first of the month following date of employment. Five medical plans, two dental, and two vision plans are available. City pays 100% of employee premium + 50% of dependent premium.
Life and AD&D Insurance
- City provides $100,000 insurance at no cost.
- Additional voluntary life insurance and AD&D insurance available for purchase. Senior Executives
- -after 2 years of service as a Senior Executive, city will provide $25,000 additional life insurance, which will be permanently continued after separation.
Disability Insurance
-
City provides short term and long term disability policies:
-
STD:
- City pays 100% of base salary, for up to 90 days of medical disability lasting over one week under STD, from first day of disability
- City pays 100% of base salary for a period over 90 days, if employee has applied for long term disability or PERS disability retirement, until a determination is final or employee is separated
- LTD: Benefits begin after 90 days of disability. Payment is up to 70% of earnings, up to $15,000/month, and may not be supplemented with sick or vacation.
-
STD:
Tuition Reimbursement
Employee Assistance Program
Annual Health & Wellness Reimbursement
- Employees may apply for reimbursement up to $2,400 per year for out of pocket health & educational wellness expenses. Reimbursement amounts may also be used for STEAM (Science, Technology, Engineering, Arts, and Mathematics) college classes and student loan repayments for the employee and immediate family members.
- Senior Executives—may apply for reimbursement up to $5,000 once every 24 months for an executive physical.
ANNUAL PHYSICAL EXAMS
- Employees covered by a city health plan and their covered spouse and dependents over age 18 are eligible for a comprehensive wellness physical exam annually at no cost to them at ARC Health and Wellness.
VACATION
- Year 1: 3.69 hours/pay period = 96 hours/year
- Years 2 – 5: 5.85 hours/pay period = 152 hours/year
- Years 6 – 10: 7.08 hours/pay period = 184 hours/year
- Years 11 – 15: 7.69 hours/pay period = 200 hours/year
- Year 16 and over: 8 hours/pay period = 208 hours/year
- Maximum Accrual: 250 hours, no accrual beyond that point
- Sell Back: Annual leave may be accumulated to a maximum of 250 hours; no accrual beyond that point. June and December sell-back, must leave balance of 40 hours.
HOLIDAY
- City provides 12 holidays plus a birthday holiday.
SICK LEAVE
- Sick Leave Accrual: 4 hours/pay period = 104 hours/year.
- Sick Leave, maximum accrual: 480 hours; no accrual beyond that point.
- Sick Leave, annual buy-back: None.
- Sick Leave payout at separation: None.
RETIREE HEALTH AND LIFE INSURANCE
- Available for purchase - retiree pays full cost of premium.
NOTE: The city's Benefits programs can be amended, reduced or eliminated at any time with or without notice as a management prerogative.
Revised 11/2025
$123,487.00 - $160,532.58 Annually
City of Las Vegas, NV
Full-Time
26SEP80085 O
Community Development
09/16/2026
10/10/2026 11:59 PM Pacific
EXEC
About the Position
Career Opportunity
The city of Las Vegas invites applications for the Deputy Community Development Director with our Community Development Department. The Deputy Community Development Director will assist the director in planning, directing, managing and overseeing the activities and operations of the Community Development Department and its divisions; directly supervise, plan and coordinate the activities and operations of the Department; coordinate assigned activities with other divisions, outside agencies and the general public; and provide highly responsible staff assistance to the Director, Community Development.
Ideal Candidate
This position shall oversee the Building & Safety operations of the Community Development Department and function as the city’s Certified Building Official. The ideal Certified Building Official is a customer-centered, solutions-oriented leader who understands the broader impact of regulatory decisions on development and the community. They are respected in the industry for their technical competence, ability to communicate clearly, and skill in building trust with staff, elected officials, and development partners. This individual leads with integrity, sets clear expectations, and consistently applies codes and policies with professionalism, honesty, and fairness.
Supervision Received and Exercised
Receives administrative direction from the Director, Community Development, Deputy City Managers, City Manager and City Council. Exercises direct supervision over supervisory, professional, technical and clerical staff.
Selection Process
The selection process will include a review of all applications to identify the most qualified candidates, who will be invited to participate in a hiring interview. Any individual offered employment must successfully complete a pre-employment drug test and all required background checks for the position.
Example of Duties
Essential Functions
- Assume management oversight for the day-to-day operations of department services and activities. Depending on area of assignment, may include administration, building code inspections, plans examination, building permits, planning, zoing, subdivision development, business licensing, business inspections and audits, and code enforcement.
- Assist the director in establishing, within city policy, appropriate service and staffing levels; monitor and evaluate the efficiency and effectiveness of service delivery and work methods and procedures; allocate resource accordingly.
- Assist the director in planning, directing and coordinating the department’s work plan through subordinate level supervisors; develop and implement goals, objectives, policies and priorities for each service area; assign projects and programmatic areas of responsibility; meet with management staff to identify and resolve problems.
- Directly manage the organization, staffing and operational activities of the assigned divisions.
- Assess and monitor workload, administration and supervisor’s support systems and internal reporting, identify opportunities for improvement.
- Select professional, technical and support staff and ensure effective morale, productivity and discipline; plan, organize, administer, review and evaluate the activities of staff directly and through subordinate supervisors and managers; encourage and provide for staff training and professional development; interpret city policies and procedures for staff; work with employees to develop short and long term goals, monitor accomplishments, establish performance requirements and personal development targets and provide coaching for performance improvement and development.
- Oversee and participate in the development and administration of the department budget; approve the forecast of funds needed for staffing, equipment, materials and supplies; approve expenditures and implement budgetary adjustments as appropriate and necessary.
- Explain, justify and defend department programs, policies and activities; negotiate and resolve sensitive and controversial issues.
- Represent the Department to other city departments, elected officials and outside agencies; coordinate department activities with those of other departments and outside agencies and organizations.
- Provide staff assistance to the Director, Deputy City Managers and City Manager; prepare and present staff reports and other necessary correspondence; provide staff support to assigned boards and commissions.
- Participate in regional government boards and committees.
- Respond to and resolve difficult and sensitive citizen, public, and business inquiries and complaints; evaluate and approve or disapprove public information requests, requiring subpoenas if necessary.
- Attend and participate in professional group meetings in the absence of the director; stay abreast of new trends and innovations in the field of building and safety administration.
- Assist management in conducting briefings with City Council members on projects and reports.
- Perform related duties and responsibilities as required.
Minimum Requirements
Experience
Five years of increasingly responsible experience in the area of assignment, including two years of administrative and managerial responsibility. Experience in a public agency is preferred.
Training
Bachelor’s degree from an accredited college or university with a major in architecture, civil engineering, a construction-related field, urban planning, business administration, public administration or a field related to the essential functions. A combination of formal education and directly related work experience may substitute for the degree. The city assesses 1.5 years of fulltime experience as equivalent to one year of education.
License and Certification
When assigned to Building & Safety
Possession of Certified Building Official (CBO) from the International Code Council on the date of application or within 12 months of appointment, and maintenance thereafter.
When assigned to Planning
Possession of American Institute of Certified Planners (AICP) designation on the date of application or within 12 months of appointment, and maintenance thereafter.
Knowledge, Skills and Abilities
Knowledge of
Principles of supervision, training and performance evaluation.
Management skills to analyze programs, policies, and operational needs.
Principles of management and organizational behavior.
Principles and procedures of financial record keeping and reporting.
Principles and practices of municipal budget preparation and administration.
Departmental policies and procedures.
Pertinent federal, state and local laws, codes and regulations.
When Assigned to Building & Safety...
Operations, services and activities of building and safety programs, including building permit issuance, records retention, plans examination and inspection.
Legal aspects of building code administration and enforcement.
When Assigned to Planning...
Operations, services and activities of municipal planning and business licensing programs.
Advanced principles and policies of regional and urban planning and development.
Advanced practices and methods of zoning and subdivision administration.
Municipal licensing codes and regulations.
Advanced principles and practices of urban design.
Current land use planning policies, laws and statutes.
Advanced site planning, landscape design and architectural design techniques, practices and methods.
Information contained in the City Charter and general municipal powers and authority relating to planning, zoning and business licensing.
Ability to
Plan, organize, direct and review the work of lower level staff.
Select, supervise, train and evaluate staff.
Interpret and explain city policies and procedures.
Resolve problems and disputes.
Research, analyze and evaluate public service methods and techniques.
Delegate authority and responsibility.
Manage and direct the operations, services and activities of the assigned divisions.
Identify and respond to community and City Council issues, concerns and needs.
Develop and administer departmental goals, objectives and procedures.
Analyze problems, identify alternative solutions, project consequences of proposed actions and implement recommendations in support of goals.
Interpret and apply federal, state and local policies, laws and regulations.
Understand and follow oral and written instructions.
Prepare clear and concise reports.
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective working relationships with those contacted in the course of work including city officials and the general public.
Facilitate meetings with stakeholders of diverse viewpoints, resolve issues and build consensus.
Seek and accept input and assistance from others.
Empower employees by demonstrating confidence in their ability to be successful.
Support creative thinking and problem solving by encouraging feedback.
Exercise initiative and independent judgment within established guidelines.
Competencies
In addition to Core Workforce and Supervisor Competencies
Executive Competencies
Establishing Trust – Noticing, interpreting and anticipating others concerns and feelings; creating opportunities for collaborative, respectful dialogue; showing trust in others first and holding self and others accountable for words and behaviors that build community; using face to face communication as a primary means to build trust within the organization.
Communicating Clarity – Developing and communicating goals in support of the city mission, vision and purpose; clarifying direction of work, roles and expectations for successful attainment of objectives.
Providing Recognition – Identifying and recognizing employees at all levels for their ideas, work and achievements; providing opportunities for both formal and informal recognition within the organization; creating a culture of peer recognition and encouragement.
Reinforcing Organizational Health – Routinely reviewing existing processes, practices and policies to ensure a balance in the ability to work productively and efficiently with employee needs for empowerment and development; changing processes, practices and policies when necessary to achieve the balance; establishing regular professional development time for each employee so they have opportunities to attend classes and other activities to enhance their professional growth; meeting regularly with employees.
Thinking Globally – Finding effective solutions and prioritizing problems using holistic, “big picture” thinking; putting the needs of the broader organization or community ahead of the needs of an individual department or community; developing and analyzing both near and long term impacts of decisions.
Business and Political Acumen – Having expertise in technical, political and budgetary leadership responsibilities; preparing and presenting complex concepts and proposals in a respectful, collaborative, understandable way to build community; comparing competing priorities and agendas looking for ways to establish a win/win solution whenever possible; speaking at community events and to the media to enhance the city’s reputation and standing with the broader community.
Community Engagement – Identifying and working with different communities, whether internal, external or both, to achieve city mission, vision and purpose; including groups of stakeholders in decisions that affect them, directly or indirectly, whenever possible to do so; acting on decisions and strategies developed through community engagement.
CITY OF LAS VEGAS, NEVADA
COMPENSATION
Annual Base Pay Increases
- Employees may be eligible for annual performance-based merit increase or cash bonus in first pay period of fiscal year.
- City Manager and City Council may approve annual cost of living increase.
BENEFITS
Uniform Allowance
- Applies to uniformed executives in Fire & Rescue, Public Safety, and Municipal Court, currently $1,500/year
Retirement
- Benefit eligible employees participate in the Public Employees' Retirement System of Nevada (PERS). PERS, a statewide defined benefit plan, calculates retirement benefits based on 2.25 percent (current percentage for employees hired 7/1/15 and after) for each year of service, applied to the employee's highest consecutive 36-month average salary. PERS also requires that employees share 50 percent of the PERS contribution, which is implemented by reducing the city's salary ranges. The highest consecutive 36-month average salary is increased commensurate with the salary range reductions required by PERS.
Deferred Compensation
- The city offers a 457(b) Plan which is a government deferred compensation plan similar to a 401(k) plan. It offers both pre-tax and after-tax savings and investment options.
Deferred Compensation Match
- City provides a 100% match annually (on a per pay period basis) to your contributions, up to the following amounts in a 401(a) plan – Executive / Senior Executive)
o Years 3-4 (25–48 months)* $5,000 / $6,000
o Year 5 (49–60 months)* $6,000 / $7,000
o After 5 years (>60 months)* $7,000 / $8,000
- Years of service in Benefits Plus Tiers I, II, and III combined
- Employees are fully vested in the match after 5 years of service or at age 65.
Medical, Dental and Vision Insurance
- Employees are covered the first of the month following date of employment. Five medical plans, two dental, and two vision plans are available. City pays 100% of employee premium + 50% of dependent premium.
Life and AD&D Insurance
- City provides $100,000 insurance at no cost.
- Additional voluntary life insurance and AD&D insurance available for purchase. Senior Executives
- -after 2 years of service as a Senior Executive, city will provide $25,000 additional life insurance, which will be permanently continued after separation.
Disability Insurance
-
City provides short term and long term disability policies:
-
STD:
- City pays 100% of base salary, for up to 90 days of medical disability lasting over one week under STD, from first day of disability
- City pays 100% of base salary for a period over 90 days, if employee has applied for long term disability or PERS disability retirement, until a determination is final or employee is separated
- LTD: Benefits begin after 90 days of disability. Payment is up to 70% of earnings, up to $15,000/month, and may not be supplemented with sick or vacation.
-
STD:
Tuition Reimbursement
Employee Assistance Program
Annual Health & Wellness Reimbursement
- Employees may apply for reimbursement up to $2,400 per year for out of pocket health & educational wellness expenses. Reimbursement amounts may also be used for STEAM (Science, Technology, Engineering, Arts, and Mathematics) college classes and student loan repayments for the employee and immediate family members.
- Senior Executives—may apply for reimbursement up to $5,000 once every 24 months for an executive physical.
ANNUAL PHYSICAL EXAMS
- Employees covered by a city health plan and their covered spouse and dependents over age 18 are eligible for a comprehensive wellness physical exam annually at no cost to them at ARC Health and Wellness.
VACATION
- Year 1: 3.69 hours/pay period = 96 hours/year
- Years 2 – 5: 5.85 hours/pay period = 152 hours/year
- Years 6 – 10: 7.08 hours/pay period = 184 hours/year
- Years 11 – 15: 7.69 hours/pay period = 200 hours/year
- Year 16 and over: 8 hours/pay period = 208 hours/year
- Maximum Accrual: 250 hours, no accrual beyond that point
- Sell Back: Annual leave may be accumulated to a maximum of 250 hours; no accrual beyond that point. June and December sell-back, must leave balance of 40 hours.
HOLIDAY
- City provides 12 holidays plus a birthday holiday.
SICK LEAVE
- Sick Leave Accrual: 4 hours/pay period = 104 hours/year.
- Sick Leave, maximum accrual: 480 hours; no accrual beyond that point.
- Sick Leave, annual buy-back: None.
- Sick Leave payout at separation: None.
RETIREE HEALTH AND LIFE INSURANCE
- Available for purchase - retiree pays full cost of premium.
NOTE: The city's Benefits programs can be amended, reduced or eliminated at any time with or without notice as a management prerogative.
Revised 11/2025
See All 32 Development Director Jobs in Nevada
Find roles in Nevada that match your experience and apply in just a few clicks.
Find Development Director JobsDevelopment Director Jobs by City in Nevada
Where Nevada roles are concentrated, by current openings.
Development Director Job Market in Nevada
A snapshot from current Nevada openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Education
- Mining & Natural Resources
- Biotechnology & Pharmaceuticals
What Nevada Employers Look For
The qualifications that appear most often in development director jobs across Nevada.
- Bachelor's degree in nonprofit management, communications, business, or a closely related field
- Five or more years of progressive fundraising or development experience in a nonprofit or institutional setting
- Demonstrated success managing a donor portfolio and closing major gifts
- Experience leading and mentoring development staff and coordinating with executive leadership
- Proficiency with a donor management or CRM platform such as Raiser's Edge or Salesforce Nonprofit
- Strong written communication skills with experience preparing grant proposals and donor reports
Development Director Jobs in Nevada: Frequently Asked Questions
How do you become a development director in Nevada?
The typical path to a development director role in Nevada starts with a bachelor's degree in nonprofit management, communications, or business, followed by several years in frontline fundraising positions such as development officer or major gifts associate. Nevada does not require a state-issued license for this role. Earning the Certified Fund Raising Executive credential, recognized nationally and by Nevada employers, strengthens candidacy considerably and is a common differentiator for director-level positions.
Which companies hire development directors in Nevada?
Employers hiring development directors in Nevada right now include IQVIA, University of Nevada, Reno, and University of Nevada, Las Vegas, based on current listings on Migrate Mate as of September 2026. Nevada's concentration of nonprofit organizations, healthcare systems, and higher education institutions means hiring is spread across mission-driven organizations as well as large anchor employers in Las Vegas and Reno.
Which Nevada cities have the most development director jobs?
Las Vegas, Reno, and Sparks have the most development director openings in Nevada. Las Vegas dominates due to its large nonprofit sector, major hospital systems, and university advancement offices, while Reno's growth in healthcare and higher education drives consistent demand there, and smaller markets reflect regional anchor institutions and community foundations that maintain ongoing development staff.
Are there remote development director jobs in Nevada?
Yes, but they're less common than in purely analytical roles, since development directors are expected to cultivate donor relationships in person and represent their organization at events. About 55% of development director openings tied to Nevada are remote or hybrid as of September 2026, meaning fully remote positions exist but are a minority. The parts of the role most likely to be done remotely include grant writing, prospect research, and reporting.
How can I get hired as a development director in Nevada with little or no experience?
The most realistic entry path is starting in a development coordinator or annual fund associate role at a Nevada nonprofit or university advancement office, where you build donor communication and database skills directly. Institutions such as the University of Nevada Reno and Nevada nonprofit networks frequently post entry-level development positions that serve as feeders to director roles. Building a portfolio of grant proposals and earning the Certified Fund Raising Executive credential early sets candidates apart when they apply for director positions.
Where can I find and apply to development director jobs in Nevada?
You can find and apply to development director jobs in Nevada on Migrate Mate, which lists current openings across the state. Search the roles available, find the ones that match your background and location, and apply directly through each listing.
See All 32 Development Director Jobs in Nevada
Find roles in Nevada that match your experience and apply in just a few clicks.
Find Development Director Jobs