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VP of Operations Job Description

How to Hire a VP of Operations

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VP of Operations Job Description

We are recruiting for a strategic VP of Operations to lead our company from the front. As VP of Operations you should supervise the functioning of all departments, working to provide conceptual and practical guidance to figureheads across the organisation. You should also ensure that our values remain alined with trends in consumers’ behaviour that will maintain longevity.

To succeed as a VP of Operations, you should enlist the support of staff to drive procedures that promote a nourishing and fertile work environment.  Exceptional VP Operations will look to expand the reach of our company both locally and abroad.

VP of Operations Duties and Responsibilities

  • A minimum of 5 years’ demonstrable experience in a pertinent managerial position.
  • Assertive and clear style of communication.
  • Strategic thinking, honesty, and ethics in business dealings.
  • Unmatched budgeting, presentation, and interpersonal abilities.
  • Excellent supervisory and conflict resolution skills.
  • Willingness to embark on local and international travel, as needed.
  • Degree in a relevant Business-oriented stream.

VP of Operations Skills and Requirements

  • Evaluate the founding principles of our organisation, its current state, and the market to inform our vision.
  • Draught and ensure adherence to pertinent budgets.
  • Hire and monitor the duties of Department Heads to ensure their alinement with our strategic plans.
  • Host regular meetings with executive staff to discuss plans and address concerns.
  • Assess structures and procedures and tweaking these, where necessary, to ensure that objectives are met.
  • Inspect work sites to ensure that these are safe, fully-functional, and high-yielding.
  • Mediate disputes to promote amicable and co-operative relationships amongst staff.
  • Report to and meeting with the Board of Directors, as needed.
  • Represent our company at local and international gatherings.
  • A minimum of 5 years’ demonstrable experience in a pertinent managerial position.
  • Assertive and clear style of communication.
  • Strategic thinking, honesty, and ethics in business dealings.
  • Unmatched budgeting, presentation, and interpersonal abilities.
  • Excellent supervisory and conflict resolution skills.
  • Willingness to embark on local and international travel, as needed.
  • Degree in a relevant Business-oriented stream.

Personalising Your VP of Operations Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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