How to hire a vice president, manufacturing operations

How to hire a vice president, manufacturing operations, step by step

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

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1. Identify your hiring needs

   The vice president, manufacturing operations hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

   No

   A vice president, manufacturing operations's background is also an important factor in determining whether they'll be a good fit for the position. For example, vice presidents, manufacturing operations 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.

   This list presents vice president, manufacturing operations salaries for various positions.

   Type of Vice President, Manufacturing Operations	Description	Hourly rate
   Vice President, Manufacturing Operations	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.	$55-145
   Operations Project Manager	An operations project manager is responsible for monitoring the performance of the project team, ensuring that the operations meet the clients' standards and internal regulations with maximum productivity and efficiency. Operations project managers manage the department's budget and allocate materials and resources accurately, maintaining a record of expenses and costs forecasting... Show more	$31-58
   Operations Support Manager	Operations Support Managers are employees who handle different support initiatives for the employees or operations-related departments. These support initiatives may come in people management and upskilling, IT infrastructure assistance, or process improvement, among others... Show more	$22-63

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Supply Chain
   • Continuous Improvement
   • Logistics
   • FDA
   • GMP
   • Lean Manufacturing
   • Sigma
   • On-Time Delivery
   • R
   • Cost Reduction
   • Strategic Plan
   • Direct Reports
   • ISO
   • Lean Six Sigma

   Check all skills

   Responsibilities:

   • Design & manage construction of all new RV mfg buildings.
   • Educate direct and indirect employees new KPI's and how to manage them.
   • Introduce lean management practices that help organization achieve ISO certification.
   • Manage logistics, manufacturing, purchasing and inventory control for wireless manufacturer.
   • Design and manage the organization s planning team collaborative SharePoint portal enhancing information flow, and security of classify information.
   • Represent the company during one FDA and two ISO 9001 inspections.

3. Make a budget

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

   • Location. For example, vice presidents, manufacturing operations' average salary in mississippi is 45% less than in alaska.
   • Seniority. Entry-level vice presidents, manufacturing operations earn 62% less than senior-level vice presidents, manufacturing operations.
   • Certifications. A vice president, manufacturing operations 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 vice president, manufacturing operations's salary.

   Average vice president, manufacturing operations salary

   $188,114yearly

   $90.44 hourly rate

   ---

   Entry-level vice president, manufacturing operations salary

   $116,000 yearly salary

   Updated January 18, 2026

4. Writing a vice president, manufacturing operations job description

   A vice president, manufacturing operations 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 president, manufacturing operations job description:

   Vice president, manufacturing operations job description example

   • 20+ years of related experience
   • Bachelor's degree in engineering field, preferably electrical engineering
   • Experience leading consumer products through all manufacturing phases
   • Track record of driving initiatives across many cross functional teams including Program Management, Quality Engineering, Device Engineering, and Contract Manufacturing.
   • Demonstrated experience in strategic planning and business development
   • Superior negotiating skills
   • Preferred - advanced knowledge of IoT products

   WHY WORK FOR ALARM.COM?

   • Collaborate with outstanding people : We hire only the best. Our standards are high and our employees enjoy working alongside other high achievers.
   • Make an immediate impact : New employees can expect to be given real responsibility for bringing new technologies to the marketplace. You are empowered to perform as soon as you join the Alarm.com team!
   • Gain well rounded experience : Alarm.com offers a diverse and dynamic environment where you will get the chance to work directly with executives and develop expertise across multiple areas of the business.
   • Focus on fun : Alarm.com places high value on our team culture. We even have a committee dedicated to hosting a stand-out holiday party, happy hours, and other fun corporate events.

   COMPANY INFO

   Alarm.com is the leading cloud-based platform for smart security and the Internet of Things. More than 7.6 million home and business owners depend on our solutions every day to make their properties safer, smarter, and more efficient. And every day, we're innovating new technologies in rapidly evolving spaces including AI, video analytics, facial recognition, machine learning, energy analytics, and more. Alarm.com was named to Fortune Magazine's list of the top 100 Fastest Growing Companies in 2021 and adds to the meaningful work we do to give property owners peace of mind, help them conserve energy and water, and stay connected to loved ones. We're seeking those who are passionate about creating change through technology and who want to make a lasting impact on the world around them.

   For more information, please visit www.alarm.com .

   COMPANY BENEFITS

   Alarm.com offers competitive pay and benefits including a wide choice of healthcare options with generous company subsidy, a health savings account option with company contribution, 401(k) with employer match, paid holidays and paid time off increasing with tenure, paid maternity and paternity leave, company paid STD/LTD and life insurance, flexible spending accounts, and a casual dress work environment.

   Alarm.com is an Equal Opportunity Employer

   In connection with your application, we collect information that identifies, reasonably relates to or describes you ("Personal Information"). The categories of Personal Information that we may collect include your name, government-issued identification number(s), email address, mailing address, other contact information, emergency contact information, employment history, educational history, criminal record, and demographic information. We collect and use those categories of Personal Information about you for human resources and other business management purposes, including identifying and evaluating you as a candidate for potential or future employment or future positions, recordkeeping in relation to recruiting and hiring, conducting criminal background checks as permitted by law, conducting analytics, and ensuring compliance with applicable legal requirements and Company policies.

   JR102882

   #LI-JR1

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5. Post your job

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

6. Interview candidates

   Recruiting vice presidents, manufacturing operations 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. 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 vice president, manufacturing operations

   Once you've found the vice president, manufacturing operations 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.

   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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