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Vice president operation manager job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected vice president operation manager job growth rate is 6% from 2018-2028.
About 189,200 new jobs for vice president operation managers are projected over the next decade.
Vice president operation manager salaries have increased 4% for vice president operation managers in the last 5 years.
There are over 9,660 vice president operation managers currently employed in the United States.
There are 251,411 active vice president operation manager job openings in the US.
The average vice president operation manager salary is $109,111.
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 9,660 | 0.00% |
| 2020 | 8,655 | 0.00% |
| 2019 | 8,825 | 0.00% |
| 2018 | 8,398 | 0.00% |
| 2017 | 8,616 | 0.00% |
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2026 | $109,111 | $52.46 | +2.8% |
| 2025 | $106,090 | $51.00 | --0.1% |
| 2024 | $106,248 | $51.08 | +0.5% |
| 2023 | $105,700 | $50.82 | +1.1% |
| 2022 | $104,542 | $50.26 | +1.6% |
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 596 | 86% |
| 2 | Massachusetts | 6,859,819 | 2,557 | 37% |
| 3 | Delaware | 961,939 | 353 | 37% |
| 4 | New Hampshire | 1,342,795 | 427 | 32% |
| 5 | Virginia | 8,470,020 | 2,332 | 28% |
| 6 | Minnesota | 5,576,606 | 1,584 | 28% |
| 7 | Rhode Island | 1,059,639 | 295 | 28% |
| 8 | Illinois | 12,802,023 | 3,476 | 27% |
| 9 | Connecticut | 3,588,184 | 946 | 26% |
| 10 | Utah | 3,101,833 | 793 | 26% |
| 11 | Georgia | 10,429,379 | 2,641 | 25% |
| 12 | New Jersey | 9,005,644 | 2,226 | 25% |
| 13 | Maryland | 6,052,177 | 1,517 | 25% |
| 14 | Colorado | 5,607,154 | 1,403 | 25% |
| 15 | North Carolina | 10,273,419 | 2,466 | 24% |
| 16 | Washington | 7,405,743 | 1,753 | 24% |
| 17 | Arizona | 7,016,270 | 1,678 | 24% |
| 18 | Indiana | 6,666,818 | 1,581 | 24% |
| 19 | Oregon | 4,142,776 | 1,011 | 24% |
| 20 | California | 39,536,653 | 8,811 | 22% |
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Tampa | 1 | 0% | $84,995 |
University of Alaska Fairbanks
Montgomery College

Pepperdine University, Seaver College

Sam Houston State University

Houston Baptist University

Farmingdale State College

The City College of New York
Belmont University

Sonoma State University

Centenary College of Louisiana

University of Arkansas at Little Rock
Jaunelle Celaire: Never stop learning! This may consist of going back to school, earning new certifications in your field of study, attending conferences and seminars, and making sure that your time management is always at its finest level of excellence.
Montgomery College
Department of Performing Arts
R. Scott Hengen: Your studies and time in school are a good base and support for your production in the industry. As you begin, please consider that you will still be learning and, even though you have learned the essentials, you will be asked to apply your skills and experience in new ways and in a more competitive and practical atmosphere. Deadlines must be met, and the economy of time and effort will be crucial. Work hard, but try to keep a balance between time in the industry and your home life.

Steven Bauer: The coronavirus has accelerated the transformation to a digital world, and this effect will continue after the pandemic is behind us. Graduates will need to be able to navigate a hybrid business environment, with in-person and virtual meetings, interactions and platforms. There will also be increased opportunities to be entrepreneurial and innovative in the digital area. In addition, graduates will have to become more skilled at navigating a global environment since greater digitization will draw countries closer to each other.

Sam Houston State University
Department of Management & Marketing
Carliss Miller Ph.D.: Flexible working arrangements were considered a perk or benefit, but given the pandemic more and more jobs will be designed with flexible work arrangements in mind. We will continue to see trends in the labor market with a push towards personal services (e.g. virtual assistants, professional organizers) and professional services. There will also continue to be a demand for knowledge work. More and more, employers are looking to hire applicants that can provide concrete evidence of being "Day 1" ready.
Employers will focus more on identifying prospects with certain "soft skills" which were a nice-to-have pre-pandemic, but are now critical for organizational survival. These skills include: critical thinking, agility, ability to adapt to change, resilience, virtual team effectiveness, crisis management, emotional intelligence, empathy, and inclusive leadership. Additionally, data analysis and interpretation is a highly sought after skill even for jobs that historically did not require analytical ability.

Houston Baptist University
Accounting, Economics and Finance Department
Michael Kraten Ph.D.: Short-term skills like data analytics establish college graduates as credible staff professionals. Long-term skills like critical thinking and persuasive communication can place graduates on long-term career paths to senior management.

Farmingdale State College
Department of Economics
Xu Zhang Ph.D.: I believe the most important attributes employers seek on a resume remain the same-problem solving skills, team work skills, analytical/quantitative skills, verbal and written communication skills. However, given the pandemic or any other unexpected shock to work environment, how to quickly and efficiently adapt to new work modes can be a very valuable attribute standing out on resume.

Prabal Kumar De Ph.D.: I think the necessary skills remain the same. One modification that would stay is greater virtual engagement. Therefore, newly essential skills such as acing a virtual interview, making a mark during a Zoom meeting, or managing or being a valuable part of a remote working group would be useful long after the immediate threats from the COVID-19 crisis be gone.
Belmont University
Office of Career & Professional Development
Nina Woodard: For entertainment, digital marketing and content creation skills are critical. Even if a role isn't specifically connected to digital marketing, social media is almost always involved in most entry-level roles. We strongly encourage students and recent graduates to learn basic graphic design platforms, video editing and audio editing. Learning how to maximize impact on social media platforms such as YouTube, Instagram or TikTok is also a worthy investment of time. There's a wide range of self-paced training resources online, many available for free or at reduced costs for students.

Sonoma State University
School of Business & Economics
Craig Nathanson Ph.D.: I see the essential human skills gaining importance to build a new post-covid work life. These include creativity, leading and working in teams, writing, speaking, being self-aware, and lowering bias and networking; career branding as critical areas for graduates to focus on now.

Centenary College of Louisiana
Frost School of Business
Dr. Barbara Davis: Graduates participating in internships related to their areas of interest. Internships spanning more than one semester at the same firm stand out as well.

Dr. Timothy Edwards: Writing and research skills. Analytical and critical thinking skills. Technical skills such as web design, graphic design, audio and video production skills. Employers are interested in potential employees knowledge, intelligence and skills.