How to hire a divisional manager

How to hire a divisional manager, step by step

Here's a step-by-step divisional manager hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a divisional manager, 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

   A divisional manager's background is also an important factor in determining whether they'll be a good fit for the position. For example, divisional managers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of divisional managers and their corresponding salaries.

   Type of Divisional Manager	Description	Hourly rate
   Divisional Manager	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.	$26-69
   District Manager & Store Manager	A district manager must make sure that good customer service is delivered to clients, evaluate service quality, and implement corrective action plans when necessary. They manage office operations, carry out appropriate purchases for upgrades while reducing costs, enhance customer service, and work to increase work productivity... Show more	$13-23
   Operations Manager, District	A district operations manager is a managerial professional who manages the daily operations of stores within the assigned district as well as provides support to managers in ensuring quality and budget performance. The district operations manager must work with the store management to create and implement action plans to address deficiencies discovered during a store audit... Show more	$29-51

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Issues
   • Product Development
   • Direct Reports
   • Business Operations
   • Sigma
   • ISO
   • Operational Performance
   • Business Processes
   • Human Resources
   • Market Trends
   • Logistics
   • Business Strategies
   • Sales Associates
   • Performance Reviews

   Check all skills

   Responsibilities:

   • Manage support equipment logistics and stowage, equipment training and qualification programs.
   • Establish productive working relationships with state and federal regulatory agencies, reorganize and improve operation, and achieve OSHA compliance.
   • Aid in creating an ISO program to provide the staff with work instructions and continuous improvements.
   • Perform logistics coordination for military training exercises conduct at various military installations across the U.S.
   • Conduct operational reviews for facility appearance and maintenance resulting in consistently outstanding OSHA, local health inspections, and safety reviews.
   • Produce reports and drawings to support efficiency of HVAC systems.

3. Make a budget

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

   • Location. For example, divisional managers' average salary in wyoming is 48% less than in district of columbia.
   • Seniority. Entry-level divisional managers 61% less than senior-level divisional managers.
   • Certifications. A divisional manager 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 divisional manager's salary.

   Average divisional manager salary

   $90,880yearly

   $43.69 hourly rate

   ---

   Entry-level divisional manager salary

   $56,000 yearly salary

   Updated December 27, 2025

4. Writing a divisional manager job description

   A job description for a divisional manager role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a divisional manager job description:

   Divisional manager job description example

   Job Summary: Responsible for the development and effective execution of business strategies and programs for assigned retail divisions to maximize sales opportunities within the individual store
   Duties and Responsibilities:
   
   -Monitors and maximizes operational performance.Develops financial (sales, inventory, etc.) projections for assigned departments, analyzes operational reports to ensure goals are met.Initiates corrective action as necessary.
   
   -Develops, implements and maximizes divisional store merchandising strategies and promotional programs.Reviews submissions from buyers and recommends/establishes advertising requirements for store and regional sales events.
   
   -Keeps abreast of current industry/market trends for assigned departments, through industry publications and personal contacts.Coordinates and conducts comparisons with other retailers to benchmark business practices.
   
   -Reviews divisional merchandise stock structure for all NEX locations.Coordinates the development and implementation of model stock plans, seasonal buying plans and the introduction of new items/lines with buyers.Identifies and recommends merchandise classifications appropriate for the store/region.Ensures merchandise in-stock conditions and inventory levels are consistent with NEXCOM merchandise standards and store operating objectives.Provides feedback to merchandise buyers and District Merchandise Managers regarding product saleability, local demand, slow/fast moving items, etc.
   
   -Ensures maximum utilization of vendor assets to achieve store requirements and objectives.
   
   -Responsible for maintaining store instock position.Monitors and tracks sales, inventory position, etc. by department, category, and SKU.Ensures effective replenishment methods for assigned departments.
   
   -Tours store departments daily.Ensures departments are adequately staffed, merchandise is in stock, attractively displayed, and appropriated signed.
   
   -Responsible for providing regular training on a variety of topics to department managers and sales associates including selling skills, customer service, merchandise presentation, product knowledge Richter Merchandising system functions, etc.
   
   -Supervises assigned personnel.Staffs key vacancies, evaluates performance, takes corrective action, etc.Operates as an integral part of the Navy Exchange complex management staff, including providing supervisory oversight to store operations as assigned.
   
   -Reports directly to the Store Manager/General Manager.Exercises a high degree of initiative and business judgment in achieving objectives.Maintains liaison with NEXCOM and regional merchandising and operating staffs regarding business strategies and programs.
   
   - Performs other related duties as assigned.
   
   A total of 5 years consisting of the following:
   
   GENERAL EXPERIENCE: Three years experience gained in operational, administrative, merchandising, retail sales or other responsible work which enabled the applicant to gain a general knowledge of merchandising, sales or inventory practices and procedures; skill in dealing with others in person-to-person work relationships and the ability to exercise mature judgment.
   
   OR
   
   SUBSTITUTION OF EDUCATION FOR EXPERIENCE: One year of academic study above the high school level may be substituted for 9 months of experience, up to a maximum of a 4 year bachelor's degree for 3 years of general experience.
   
   AND
   
   SPECIALIZED EXPERIENCE: Two years of progressive experience which provided a background in retail merchandising, such as:coordination of sales promotions, display of merchandise, control of inventory stock and records; customer relations; exempt or non-exempt supervisory experience; and insuring effective security, safety and fire regulations; or similar work which demonstrated the knowledge and ability within the retail management area for which responsible.

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5. Post your job

   There are various strategies that you can use to find the right divisional manager for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   Recruiting divisional managers requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 divisional manager

   Once you have selected a candidate for the divisional manager 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.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new divisional manager. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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