How to hire a business unit leader

How to hire a business unit leader, step by step

Here's a step-by-step business unit leader hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a business unit leader job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new business unit leader
• Step 8: Go through the hiring process checklist

What does a business unit leader do?

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1. Identify your hiring needs

   Before you start hiring a business unit leader, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   Hiring the perfect business unit leader also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list shows salaries for various types of business unit leaders.

   Type of Business Unit Leader	Description	Hourly rate
   Business Unit Leader	Top executives devise strategies and policies to ensure that an organization meets its goals. They plan, direct, and coordinate operational activities of companies and organizations.	$30-91
   Performance Manager	As the name entails, performance managers are responsible for maintaining and improving employee performance based on organizational objectives. Their job may vary depending on the industry they work in, but common duties include collecting and analyzing performance data, developing effective systems for information collection, and performing statistical performance analysis... Show more	$37-65
   Group Manager	Group Managers are employees who oversee a specific department, team, or any group in the company. They are usually tenured employees or industry experts... Show more	$37-85

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Continuous Improvement
   • Quality Standards
   • Lean Manufacturing
   • Safety Culture
   • World Class
   • Business Development
   • Business Plan
   • Product Quality
   • Strong Analytical
   • OSHA
   • Production Supervisors
   • KPIs
   • Strategic Plan
   • Process Improvement

   Check all skills

   Responsibilities:

   • Manage and develop employee KPIs to assist in reaching monthly and annual gross profit goals.
   • Manage a team of four and hold matrix leadership responsibility for specialists assign to particular technical areas for business continuity projects.
   • Coordinate all KPIs and develop measurement tools of teams by line/shift.
   • Deliver meaningful fact-base guidance for visual analytics and data review to support decision making from patient safety and data review prospective.
   • Metal stamping, heading, screw machine, CNC, tapping, light press stamping and assembly work.
   • Utilize PDCA cycle to measure department goals.

   More business unit leader duties

3. Make a budget

   Including a salary range in your business unit leader job description is one of the best ways to attract top talent. A business unit leader can vary based on:

   • Location. For example, business unit leaders' average salary in hawaii is 69% less than in district of columbia.
   • Seniority. Entry-level business unit leaders 66% less than senior-level business unit leaders.
   • Certifications. A business unit leader with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a business unit leader's salary.

   Average business unit leader salary

   $111,361yearly

   $53.54 hourly rate

   ---

   Entry-level business unit leader salary

   $64,000 yearly salary

   Updated December 22, 2025

   Average business unit leader salary by state

   Rank	State	Avg. salary	Hourly rate
   1	District of Columbia	$136,987	$66
   2	New York	$135,767	$65
   3	New Jersey	$132,113	$64
   4	Massachusetts	$122,109	$59
   5	California	$117,803	$57
   6	Virginia	$117,141	$56
   7	Maryland	$110,198	$53
   8	Wisconsin	$108,374	$52
   9	Illinois	$108,032	$52
   10	Indiana	$105,079	$51
   11	Colorado	$104,709	$50
   12	Minnesota	$101,984	$49
   13	Ohio	$100,722	$48
   14	Michigan	$92,816	$45
   15	Texas	$92,431	$44
   16	North Carolina	$91,321	$44
   17	South Carolina	$75,629	$36
   18	Missouri	$74,433	$36
   19	Louisiana	$73,539	$35
   20	Kansas	$70,750	$34

   Average business unit leader salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Goldman Sachs	$163,055	$78.39	1
   2	Hearthside Food Solutions	$123,075	$59.17
   3	Gilbane Building Company	$122,040	$58.67	13
   4	LHP	$120,571	$57.97
   5	The Hershey Company	$117,221	$56.36	3
   6	Albemarle	$115,050	$55.31	6
   7	Campbell Soup	$114,458	$55.03	7
   8	Mondelēz International	$113,931	$54.77	4
   9	Comerica	$113,182	$54.41	8
   10	U.S. Bank	$112,765	$54.21	188
   11	Campbells	$111,923	$53.81	3
   12	Twilio	$111,010	$53.37
   13	Frito-Lay	$110,537	$53.14
   14	Huntington National Bank	$110,113	$52.94	25
   15	Siemens	$109,880	$52.83	17
   16	Optical Cable	$109,874	$52.82
   17	NetImpact Strategies	$109,263	$52.53	1
   18	Red Hat	$108,496	$52.16
   19	Michelin	$106,914	$51.40	4
   20	Sealed Air	$106,199	$51.06	13

4. Writing a business unit leader job description

   A business unit leader job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a business unit leader job description:

   Business unit leader job description example

   The Business Unit Leader will lead daily operations to ensure reliability and consistency on commercial and military component hardware production line. Seeking an Operational Leader with the ability to help develop strategy for future outlook of facility
   Job Description
   
   Roles & Responsibilities
   
   * Manage a team of 5-10 salaried reports - consisting of Mechanical Engineers, Quality Engineers, Production Specialist and Front Line Supervisors
   * Manage an operation, business, unit, or part of a production facility in order to reach defined targets in quality, cost, delivery and safety
   * Ensure continuous business improvement according to benchmarks and standards
   * Develop research programs on the basis of a year
   * Give input to business programs encompassing part of a function or a business unit and to midterm plan
   
   Required Qualifications
   
   * Minimum of Bachelor's degree from an accredited university or college (or a high school diploma / GED with a minimum of 4 years of experience in Manufacturing)
   * Minimum of 5 years of experience in Manufacturing Operations
   * Minimum of 2 years supervisory/management/leadership experience
   
   Desired Qualifications
   
   * Humble: respectful, receptive, agile, eager to learn
   * Transparent: shares critical information, speaks with candor, contributes constructively
   * Focused: quick learner, strategically prioritizes work, committed
   * Leadership ability: strong communicator, decision-maker, collaborative
   * Problem solver: analytical-minded, challenges existing processes, critical thinker
   
   This role is restricted to U.S. persons (i.e., U.S. citizens, permanent residents, and other protected individuals under the Immigration and Naturalization Act, 8 U.S.C. 1324b(a)(3)) due to access to export-controlled technology. GE will require proof of status prior to employment.
   
   Additional Information
   
   GE offers a great work environment, professional development, challenging careers, and competitive compensation. GE is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, national or ethnic origin, sex, sexual orientation, gender identity or expression, age, disability, protected veteran status or other characteristics protected by law.
   
   GE will only employ those who are legally authorized to work in the United States for this opening. Any offer of employment is conditioned upon the successful completion of a drug screen (as applicable).
   
   As a federal government contractor, GE may in the future be required to have U.S. employees fully vaccinated against COVID-19. Some GE customers currently have vaccination mandates that may apply to GE employees.
   
   Relocation Assistance Provided: Yes

   Copy this example

   

5. Post your job

   To find the right business unit leader for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with business unit leaders they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit business unit leaders who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your business unit leader job on Zippia to find and recruit business unit leader candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit business unit leaders, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new business unit leader

   Once you've selected the best business unit leader candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   To prepare for the new business unit leader first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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