How to hire a division vice president

How to hire a division vice president, step by step

Here's a step-by-step division vice president hiring guide:

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

What does a division vice president do?

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1. Identify your hiring needs

   Before you post your division vice president job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a division vice president for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

   You should also consider the ideal background you'd like them a division vice president to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a division vice president that fits the bill.

   The following list breaks down different types of division vice presidents and their corresponding salaries.

   Type of Division Vice President	Description	Hourly rate
   Division Vice President	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.	$50-115
   Managing Director	A Managing Director oversees workflow and progress, making sure that all operations align within the company or organization's mission or set of goals. They are responsible for crafting strategies, devising effective business plans, and executing guidelines that would nurture a company's growth, and as well as to be the driving force that would direct employees to the company's objectives... Show more	$34-112
   Chief Operating Officer	A chief operating officer, also known as a COO, is a high-ranking official who oversees a company or organization's daily administrative and overall operations. They are typically the second in the chain of command, reporting directly to the company's chief executive officer, also known as a CEO... Show more	$38-110

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Healthcare
   • Oversight
   • Business Development
   • Financial Statements
   • Risk Management
   • Due Diligence
   • Shared Services
   • Direct Reports
   • Rehabilitation
   • Human Resources
   • Revenue Growth
   • Project Management
   • Real Estate
   • Regulatory Compliance

   Check all skills

   Responsibilities:

   • Manage strategic alliances with distributor executives, together with communication and oversight of all corporate objectives and strategies.
   • Evaluate progress of program plans to determine whether overall command-wide objectives are being accomplish economically with reference to budget and manpower.
   • Evaluate progress of program plans to determine whether overall command-wide objectives are being accomplish economically with reference to budget and manpower.
   • Develop and submit quarterly reports of outcomes data to Medicare.
   • Complete search and execute agreements for local Korean sales representation for Hyundai and Kia in Seoul.
   • Develop Renault and Nissan as new customers.

   More division vice president duties

3. Make a budget

   Including a salary range in the division vice president job description is a good way to get more applicants. A division vice president salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a division vice president in Wyoming may be lower than in Connecticut, and an entry-level engineer typically earns less than a senior-level division vice president. Additionally, a division vice president with lots of experience in the field may command a higher salary as a result.

   Average division vice president salary

   $158,729yearly

   $76.31 hourly rate

   ---

   Entry-level division vice president salary

   $104,000 yearly salary

   Updated December 16, 2025

   Average division vice president salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New Jersey	$220,846	$106
   2	New York	$202,517	$97
   3	Massachusetts	$197,649	$95
   4	District of Columbia	$191,252	$92
   5	California	$187,854	$90
   6	Minnesota	$173,297	$83
   7	Colorado	$172,745	$83
   8	Texas	$165,954	$80
   9	Indiana	$164,782	$79
   10	Arizona	$162,031	$78
   11	Delaware	$160,592	$77
   12	Virginia	$160,368	$77
   13	Tennessee	$156,054	$75
   14	Illinois	$152,762	$73
   15	Georgia	$149,219	$72
   16	Nevada	$143,572	$69
   17	Utah	$131,504	$63
   18	South Carolina	$128,972	$62
   19	Arkansas	$128,058	$62
   20	New Mexico	$124,846	$60

   Average division vice president salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Barclays	$207,899	$99.95	22
   2	Hca Hospital Services Of San Diego	$193,859	$93.20
   3	Beazer Homes	$187,569	$90.18	3
   4	Condé Nast	$183,570	$88.25	1
   5	Goodman Manufacturing	$178,959	$86.04	1
   6	Richmond American Homes	$177,438	$85.31	2
   7	Dignity Health	$176,649	$84.93	21
   8	Goldman Sachs	$176,557	$84.88	49
   9	Nomura Securities	$168,460	$80.99	15
   10	Morgan Stanley	$166,907	$80.24	204
   11	McLane	$158,946	$76.42	7
   12	All Medical Personnel	$158,469	$76.19
   13	Core-Mark International	$156,899	$75.43
   14	StoneX Group	$156,203	$75.10	4
   15	Raymond James Financial	$155,566	$74.79	43
   16	SPECTRO / AMETEK	$155,135	$74.58
   17	Jacobs Engineering Group	$154,749	$74.40
   18	Catholic Health Initiatives - Colorado	$153,511	$73.80	22
   19	RT Holdings LLC	$153,511	$73.80	6
   20	Jacobs Enterprises	$153,495	$73.80	9

4. Writing a division vice president job description

   A division vice president 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. Below, you can find an example of a division vice president job description:

   Division vice president job description example

   JPMorgan Chase & Co. is a leading global financial services firm with assets of more than $3.2 trillion, over 240,000 employees and operations in over 60 countries. It operates across four business segments including Asset & Wealth Management, Corporate and Investment Banking, Commercial Banking and Consumer and Community Banking.
   
   The U.S. Wealth Management business is focused on helping investors achieve their long-term financial goals and comprised of the Chase Wealth Management business, J.P. Morgan Securities and You Invest - our digital investing platform. The combined business has ~$400 billion in Assets under Management and ~4,000 advisors who work out of 3,500 branches and 21 offices.
   
   The Field Finance & Business Management team directly supports the Chase Wealth Management CEO and the field organization of ~4,000 advisors. The Business Management team closely partners with the field leadership team comprised of three Divisional Directors of Wealth (East, Central and West) and 23 Regional Directors of Wealth to provide financial reporting & analysis and act as a finance partner in managing the business day-to-day. The Regional Business Managers each provide dedicated support to two of the six Regional Directors in a division. The successful Regional Business Manager will reinforce the firm's business model for generating customer value and help to drive financial and non-financial results.
   
   The broader Chase Wealth Management Finance & Business Management team will partner closely with the Consumer Banking Finance & Business Management team to help field leadership achieve common objectives through our branch distribution network.
   Key Responsibilities:
   Serves as a trusted advisor to the Regional Directors, providing clarity on how to best use analytics to gain insights, evaluate metrics, and drive results In collaboration with the Field Finance & Business Management team, provides strategic analytical and business management support for the Wealth Management business, with the responsibility for planning, developing, organizing, implementing, and evaluating the division's and region's performance from every relevant perspective Leverages a deep understanding of business and financial principles and a working knowledge of key business drivers to coordinate, assess and help execute the long-term goals and priorities of the field leadership team Maintain budget and forecast for field HC and expense; help drive expense management in the field Perform ad hoc analysis in support of financial and strategic goals Prepare business review materials Optimize 'bottom line' performance by creating and analyzing performance tracking and reporting Contribute to national initiatives
   Qualifications:
   Bachelor's degree ~5+ years relevant Financial Services experience, preference for field management Outstanding written and verbal communication Proficiency in Microsoft Office and other financial applications; experience with Tableau a plus Knowledge and understanding of financial principles and ability to link results to activities Ability to work collaboratively and develop strong relationships across the organization Strong personal management and organizational skills; ability to manage multiple (and changing) project deliverables at same time Business savvy and commercial judgment Some travel may be required
   
   Chase is a leading financial services firm, helping nearly half of America's households and small businesses achieve their financial goals through a broad range of financial products. Our mission is to create engaged, lifelong relationships and put our customers at the heart of everything we do. We also help small businesses, nonprofits and cities grow, delivering solutions to solve all their financial needs.
   
   We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. In accordance with applicable law, we make reasonable accommodations for applicants' and employees' religious practices and beliefs, as well as any mental health or physical disability needs.
   
   The health and safety of our colleagues, candidates, clients and communities has been a top priority in light of the COVID-19 pandemic. JPMorgan Chase was awarded the "WELL Health-Safety Rating" for all of our 6,200 locations globally based on our operational policies, maintenance protocols, stakeholder engagement and emergency plans to address a post-COVID-19 environment.
   
   As a part of our commitment to health and safety, we have implemented various COVID-related health and safety requirements for our workforce. Employees are expected to follow the Firm's current COVID-19 or other infectious disease health and safety requirements, including local requirements. Requirements include sharing information including your vaccine card in the firm's vaccine record tool, and may include mask wearing. Requirements may change in the future with the evolving public health landscape. JPMorgan Chase will consider accommodation requests as required by applicable law.
   
   Equal Opportunity Employer/Disability/Veterans

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5. Post your job

   To find the right division vice president 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 division vice presidents they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit division vice presidents 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 division vice president job on Zippia to find and recruit division vice president candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit division vice presidents, 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.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 division vice president

   Once you have selected a candidate for the division vice president position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

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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