How to hire a secretary to the vice president

How to hire a secretary to the vice president, step by step

Here's a step-by-step secretary to the 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 secretary to the vice president job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new secretary to the vice president
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a secretary to the vice president, 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 secretary to the vice president's background is also an important factor in determining whether they'll be a good fit for the position. For example, secretaries to the vice president 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.

   Here's a comparison of secretary to the vice president salaries for various roles:

   Type of Secretary To The Vice President	Description	Hourly rate
   Secretary To The Vice President	Secretaries and administrative assistants perform clerical and administrative duties. They organize files, prepare documents, schedule appointments, and support other staff.	$13-55
   Legal Secretary	Legal secretaries are employees in a law firm who are responsible for many administrative tasks. They handle the tasks such as filing and keeping records, ensuring that all documents are stored properly, and update contact information data and other essential office databases... Show more	$13-28
   President	Presidents are usually the highest-level executives in an organization. They oversee the whole company... Show more	$54-155

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Travel Arrangements
   • Financial Statements
   • Payroll
   • Meeting Minutes
   • Regulatory Compliance
   • Human Resources
   • Corporate Governance
   • Intellectual Property
   • Real Estate
   • Word Processing
   • Expense Reports
   • PowerPoint
   • Telephone Calls
   • Office Equipment

   Check all skills

   Responsibilities:

   • Manage all administrative responsibilities of CMO including confidential materials and business communications with all levels of management.
   • Process payroll information for executive staff.
   • Process company driver paperwork for delivery confirmation and payroll purposes.
   • Created/developed PowerPoint presentations, compose correspondence, and type dictated emails.
   • Monitor patients flow and initiate necessary actions to resolve relate problems.
   • Prepare patients for application of orthopedic devices and removal of fiberglass/plaster casts.

3. Make a budget

   Including a salary range in your secretary to the vice president job description is a great way to entice the best and brightest candidates. A secretary to the vice president salary can vary based on several factors:

   • Location. For example, secretaries to the vice president' average salary in nebraska is 63% less than in new york.
   • Seniority. Entry-level secretaries to the vice president earn 76% less than senior-level secretaries to the vice president.
   • Certifications. A secretary to the vice president with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a secretary to the vice president's salary.

   Average secretary to the vice president salary

   $57,806yearly

   $27.79 hourly rate

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   Entry-level secretary to the vice president salary

   $28,000 yearly salary

   Updated January 23, 2026

4. Writing a secretary to the vice president job description

   A secretary to the 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 secretary to the vice president job description:

   Secretary to the vice president job description example

   Reporting directly to the President the Vice President and General Counsel serves as the chief legal officer for the College providing and/or coordinating all legal services to the College, Board of Trustees, President, senior staff and College departments. Serves as an ex officio, non-voting member of the Board of Trustees and serves as the Secretary to the Board of Trustees, providing support and guidance to all Trustee operations.
   Responsibilities include:
   
   Provide legal representation to the College on all legal matters, including interpreting laws, regulations and policies, oversee investigations, respond to regulatory complaints/inquiries, and handle/direct litigation. Negotiate and advise on contracts, affiliation agreements and other transactional matters, health law/risk management issues, and regulatory compliance issues.
   
   Conduct legal research and analysis of legal and policy issues affecting the College, while providingoversight of the Internal Auditor. The Vice President and General Counsel will also maintain and develop relationships with government leaders at the local, regional, state and federal levels, including engagement with the Association of Independent Colleges and Universities of Massachusetts (AICUM).
   
   As Secretary to the Board of Trustees, provide the infrastructure necessary for the Board of Trustees to discharge its fiduciary obligations. Duties include: organize and staff all Board and committee meetings and executive sessions; create and distribute Board materials in collaboration with the President; maintain Board records, budget and technology infrastructure; perform Board orientation; analysis and revision of Board enabling statues, policies and bylaws; and ensure compliance with applicable laws regarding the Board's authority.
   
   Provide training and education on a wide variety of legal topics impacting the College.
   
   Requirements
   
   A Juris Doctorate degree required from an ABA accredited law school; must be licensed to practice law in the Commonwealth of Massachusetts with a minimum of eight years of broad general legal practice. Preferred experience in advising higher education institutions and experience in specific higher education issues such as Title IX, FERPA, and HIPAA laws and regulations.
   
   The successful candidate must be a member of the Massachusetts bar in good standing or a good standing member of another state bar and eligible to join the Massachusetts bar without taking the bar exam.
   
   Knowledge, Skills, and Abilities:
   
   Higher-education organizational operations Management Legal documentation Recordkeeping and maintenance Contract review and drafting Budgeting and strategic planning Health care financial, regulatory and compliance matters Provide accurate, timely, thorough and well-reasoned legal advice regarding the substantive areas of law.
   
   Occasional evening, holiday, or weekend work required during Board of Trustees meetings on weekends and other college events as expected.
   
   Occasional travel to regional campuses for legal matters.
   
   The review of resumes will begin immediately and continue until the position is filled.
   
   This position has been designed as forward facing and as such, the incumbent will be required to be immunized against COVID-19 on or before their first day of employment. Proof of vaccination status, or an attestation to the same effect, will be required. Individuals may seek ADA accommodations or a religious exemption, upon request with HR, but must do so prior to their arrival.
   
   Springfield College is committed to enhancing diversity and equity in education and employment. To that end, the College welcomes candidates from all backgrounds and lived experiences, who will contribute to a culture of inclusion and respect. For more information about Springfield College's position on diversity and inclusion, please visit our Office of Inclusion and Community Engagement.

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5. Post your job

   There are various strategies that you can use to find the right secretary to the vice president 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 secretary to the vice president job on Zippia to find and recruit secretary to the vice president candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting secretaries to the vice president 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 secretary to the vice president

   Once you've decided on a perfect secretary to the vice president candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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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