Relationship Manager

Carnegie Museums of Pittsburgh

Website Carnegie Museums of Pittsburgh


There’s no cultural organization in the world quite like Carnegie Museums of Pittsburgh. 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 of Pittsburgh is interested in candidates who, through their experience and collaborations, will contribute to diversity and excellence of the Carnegie Museums community.
The Relationship Manager is responsible for conducting qualification and discovery work and the management of relationships with an assigned portfolio of gift prospects and donors. The relationship manager will develop and implement strategies for securing financial support from this group and will manage a portfolio of 75 – 100 prospects. Responsibilities of the position include managing relationships with both mid-level and major donors which may include volunteer committees, giving societies, cultivation, stewardship and fundraising events and the execution of stewardship & cultivation plans for fundraising initiatives. This relationship manager must be able to work independently while also working as a member of the Advancement and Museum teams, and must coordinate his/her activities with those of other areas within the museums and the overall fundraising effort.


  • Demonstrated success in creating relationships for the purpose of supporting the work of an organization
  • Ability to collaborate effectively with staff and volunteers, and develop relationships with donors and prospects
  • Excellent communication skills; diplomacy and persuasive abilities in dealing with donors and colleagues alike.
  • Must have excellent customer service and organizational skills.
  • Requires the ability to prioritize work flow and meet deadlines.
  • Results-oriented team player with optimistic attitude who takes initiative as an independent worker.
  • Experience with Raiser’s Edge software a plus
  • Flexible schedule – early morning, late evening, and weekend hours on occasion.


  • Minimum of a Bachelor’s Degree or equivalent combination of education and experience.
  • 1 to 3 years of related experience in individual fundraising, corporate account management or related experience.
  • Familiarity with the Pittsburgh funding community a plus


Work is primarily sedentary in nature, no special demands are required.


  • Qualify major gift prospects.
  • Make initial contact with new prospects in order to arrange a meeting.
  • Determine if the prospect has the capacity and inclination to make a major gift to the Museums.
  • Manage a portfolio of donors, volunteers and prospects with goal of cultivating & stewarding excellent relationships while securing funding for Carnegie Museums through direct solicitation.
  • Meeting monthly established goals for number of visits and proposals.
  • Support volunteers and members of the museum leadership team in fundraising activity.
  • Writes, proofreads and prepares written material and correspondence of all types; as determined by assigned area but may include solicitation material, acknowledgement letters, grant proposals, grant reports, email, donor recognition lists, financial reports and contracts.
  • Must follow assigned protocols for collecting and verifying information used in correspondence.
  • Coordinates and manages cultivation and stewardship plans of assigned area; working with other components of CMP collaboratively.
  • Prepare and execute cultivation & stewardship tasks. Such activities might include arranging visits to meet museum directors, curatorial and programming staff or the Carnegie Museums president, arranging visits between volunteers and prospects, interfacing with financial advisors and planned giving staff, etc.
  • Required work at events as requested to interact with prospects in order to conduct discovery, cultivation and stewardship activities.
  • Meet regularly with Prospect Strategy team to ensure strategic growth and movement of portfolio.
  • Meet regularly with Donor Relations team to ensure collaboration on engagement activities and coordination of stewardship plans.
  • Responsible for ensuring accurate record keeping in Raiser’s Edge Database, filing systems and other areas of documentation in capacity as assigned.
  • Must respect confidentiality of data and ensure ethical standards of the field are followed.
  • Keeps information about processes and procedures current and stored in the appropriate location.

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-Affirmative Action Employer – Minorities / Females / Veterans / Individuals with Disabilities / Sexual Orientation / Gender Identity

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.


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.

  • Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential.
  • 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.
  • Does the position exist, at least in part, to perform the function?  If so, the function is more likely to be essential.
  • 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.
  • Would elimination of the function fundamentally alter the job?  If so, the function is more likely to be essential.
  • 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.
  • 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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