How to hire a vice chairperson

How to hire a vice chairperson, step by step

Here's a step-by-step vice chairperson hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a vice chairperson, 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

   You should also consider the ideal background you'd like them a vice chairperson 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 vice chairperson that fits the bill.

   Here's a comparison of vice chairperson salaries for various roles:

   Type of Vice Chairperson	Description	Hourly rate
   Vice Chairperson	Postsecondary education administrators oversee student services, academics, and faculty research at colleges and universities. Their job duties vary depending on the area of the college they manage, such as admissions, student life, or the office of the registrar.	$17-206
   Board Member	Board members are fiduciaries of an organization leading it to its sustainable development. They are elected by its board of directors or its supervisory committee... Show more	$12-95
   Admissions Officer	An admissions officer is responsible for recruiting new students from various venues and channels. You will connect with students and answer their questions about the college or university, and conduct interviews to better understand the students' objectives and background... Show more	$9-26

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Vice Chair
   • Financial Statements
   • Community Outreach
   • Public Safety
   • Oversight
   • Event Planning
   • Alumni
   • Student Organizations
   • Executive Board
   • Logistics
   • RAN
   • CME
   • Student Body
   • Executive Committee

   Check all skills

   Responsibilities:

   • Manage both individual and organizational achievements for the members through involvement with the community, philanthropies, campus involvement, and scholarship
   • Create and handle organization's Facebook page content.
   • Plan and negotiate media expenses, such as ads on the college newspaper and on Facebook.
   • Coordinate and host both casual networking and ticket formal events for UCL alumni living in the tri-state area.
   • Form and sustain relationships with student groups, community organizations and alumni!
   • Analyze mission effectiveness, identify needed changes to bylaws, policies and procedures base on changing industry requirements and association abilities.

   More vice chairperson duties

3. Make a budget

   Including a salary range in your vice chairperson job description helps attract top candidates to the position. A vice chairperson salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a vice chairperson in Arkansas may be lower than in California, and an entry-level vice chairperson usually earns less than a senior-level vice chairperson. Additionally, a vice chairperson with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average vice chairperson salary

   $125,629yearly

   $60.40 hourly rate

   ---

   Entry-level vice chairperson salary

   $36,000 yearly salary

   Updated December 15, 2025

   Average vice chairperson salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$128,494	$62
   2	New York	$126,880	$61
   3	Maryland	$111,858	$54
   4	Massachusetts	$108,269	$52
   5	Pennsylvania	$106,337	$51
   6	Connecticut	$104,520	$50
   7	District of Columbia	$98,010	$47
   8	Texas	$78,117	$38
   9	Wisconsin	$76,920	$37
   10	Virginia	$76,475	$37
   11	North Carolina	$74,751	$36
   12	Georgia	$67,821	$33
   13	Indiana	$67,789	$33
   14	Ohio	$63,698	$31
   15	Utah	$60,844	$29
   16	Minnesota	$56,778	$27
   17	Florida	$56,540	$27
   18	South Carolina	$52,637	$25
   19	Colorado	$51,454	$25
   20	Missouri	$47,512	$23

   Average vice chairperson salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Baystate Health	$182,290	$87.64	2
   2	AlixPartners	$174,248	$83.77	3
   3	Lahey Health Behavioral Services	$171,772	$82.58
   4	Ernst & Young	$140,689	$67.64	4
   5	Rutgers University	$135,257	$65.03	18
   6	Mastercard	$129,987	$62.49	36
   7	UMass Memorial Health	$120,598	$57.98
   8	Beth Israel Lahey Health	$111,340	$53.53	4
   9	University of California	$109,705	$52.74	4
   10	Merritt Hawkins	$109,360	$52.58
   11	University of Florida	$109,163	$52.48	7
   12	The Medicus Firm	$105,871	$50.90
   13	Yale University	$105,453	$50.70	1
   14	Northwell Health	$101,315	$48.71	1
   15	Mount Sinai Health System	$98,832	$47.52	5
   16	The University of Kansas Health System	$94,941	$45.64	5
   17	One Brooklyn Health	$91,624	$44.05
   18	Indiana University Health La Porte Hospital Inc	$88,892	$42.74	4
   19	Emory University	$87,752	$42.19	2
   20	University of California-Berkeley	$86,004	$41.35

4. Writing a vice chairperson job description

   A vice chairperson 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 vice chairperson job description:

   Vice chairperson job description example

   The Department of Surgery and the Sidney Kimmel Comprehensive Cancer Center at the Johns Hopkins University School of Medicine are seeking a senior scientist or a surgeon-scientist for the Cancer Center's newly founded Multidisciplinary Gastrointestinal Cancer Laboratories Program. Successful applicants will be a seasoned investigator with a history of research funding. The Program's goal is to grow its research and scholarly output while building a nationally and internationally recognized gastrointestinal cancer research program that will synergize the laboratory and translational research with clinical research across the Johns Hopkins University campus. The position will also provide leadership and strategic direction of the laboratory research activities of the Department of Surgery. Appointment will be made at the Associate or Full Professor rank and salary commensurate and research package with experience. Qualified candidates will also be considered for the University's Bloomberg Professorship.
   Specific duties and responsibilities:
   
   1. Conduct independent laboratory research
   
   The successful applicant will operate a successful independent laboratory in the Department of Surgery and in the Multidisciplinary GI Cancer Laboratories Program. S/he will apply for and procure extramural funding
   
   2. Provide mentoring to departmental faculty in all aspects of research, including grant preparation.
   
   The applicant will support excellence in the Department's translational, and basic science research studies. S/he will support individual investigators, help create critical mass, and assist in the identification of mentors and collaborators for faculty and trainees doing translational and basic science research in the department. S/he will also provide assistance with the research studies, the experimental design, statistics, and data analysis, as well as provide support for data presentation, abstract, manuscript and grant writing, and by assisting with prioritization of projects, assuring faculty compliance, and research integrity.
   
   2. Spearhead the development of the surgical scientist program. Serve as mentor to a cadre of scientist surgeons who will be recruited over the next 10 years.
   
   S/he will recruit research faculty. S/he will review grant applications, as well as research career plans of junior faculty, monitor individual's research productivity, be a resource for compliance issues, and review departmental research costs.
   
   3. Represent the Department at all relevant research activities of the University/Cancer Center/School of Medicine.
   
   5. Interface with other Departments and Centers in order to enhance visibility of surgical research
   
   6. Assist in collaboration with the Director of the NIH T32 surgical oncology training grant program. S/he will assist in the T32 trainee selection process, manage and optimize flow of trainees in and out of T32 program, and mentor selected trainees.
   
   - Applicants must have a sustained record of excellent achievement in research as demonstrated by experience, extramural funding record, publications, evaluations, references, and national or international recognition. Current NIH funding preferred. A focus in the GI cancer research is not a pre-requisition.
   
   - Applicants must already hold a rank of Associate Professor or Professor (exception will be considered for exceptional candidates).
   
   - Applicant will have experience expanding and building a research program through
   
   collaboration locally, regionally, and nationally.
   
   - Applicants will have excellent communication and leadership skills.
   
   - Applicants must have demonstrated a commitment to promoting a diverse environment and a demonstrated knowledge of effective strategies for working with diverse faculty, staff, and students
   
   Plese apply with current CV.
   
   Job Type: Full Time Johns Hopkins University is committed to active recruitment of a diverse faculty and student body. The University is an Affirmative Action/Equal Opportunity Employer of women, minorities, protected veterans and individuals with disabilities and encourages applications from these and other protected group members. Consistent with the University's goals of achieving excellence in all areas, we will assess the comprehensive qualifications of each applicant.

   Copy this example

   

5. Post your job

   To find the right vice chairperson 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 vice chairpeople they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit vice chairpeople 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 vice chairperson job on Zippia to find and attract quality vice chairperson candidates.
   • Use niche websites such as k12jobspot, learn4good, serious teachers, teachingjobs.com.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with vice chairperson candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   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 vice chairperson

   Once you've found the vice chairperson candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   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 vice chairperson 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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