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Director Supervisor Jobs (NOW HIRING)

Lewisville ISD

Student Teacher- FALL 2026-27 SY

Lewisville, TX · On-site

$42K - $55K/yr

If not, please talk to your program director/supervisor first. 2. Are you in your last semester of your university education program, completing student teaching for an alt cert program, or a master ...

Sierra Medical Center

COOK-Part-Time

Reno, NV

$14 - $18.75/hr

Under the direct supervision of the Food & Nutrition Services Director, Supervisor, or Lead, the cook performs a variety of patient food service and dish duties. The cook will prepare appropriate ...

UHS

COOK-Part-Time

Reno, NV · On-site

$14 - $18.75/hr

Under the direct supervision of the Food & Nutrition Services Director, Supervisor, or Lead, the cook performs a variety of patient food service and dish duties. The cook will prepare appropriate ...

UHS

COOK-Part-Time

Reno, NV

$14 - $18.75/hr

Under the direct supervision of the Food & Nutrition Services Director, Supervisor, or Lead, the cook performs a variety of patient food service and dish duties. The cook will prepare appropriate ...

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Director Supervisor information

What is a director supervisor?

Director Supervisors are professionals who oversee and manage the performance of teams or departments within an organization. They are responsible for setting goals, developing policies, ensuring compliance with company standards, and providing guidance and support to staff members. Director Supervisors often act as a bridge between upper management and employees, helping to implement strategic objectives and resolve operational issues. Their leadership is crucial for maintaining productivity and fostering a positive work environment.

What are the key skills and qualifications needed to thrive as a director supervisor?

To thrive as a Director Supervisor, you need strong leadership, strategic planning, and team management skills, often supported by a bachelor’s or master’s degree in business or a related field. Familiarity with project management tools, budgeting software, and performance evaluation systems is typically required. Excellent communication, conflict resolution, and decision-making abilities set outstanding Director Supervisors apart. These skills and qualifications are essential for driving organizational success, fostering productive teams, and achieving business objectives.

How does a director supervisor typically interact with other departments to achieve organizational goals?

A Director Supervisor plays a critical role in facilitating cross-departmental collaboration by coordinating with department heads and teams to align objectives, share resources, and resolve conflicts. They often lead interdepartmental meetings, ensure clear communication, and track progress towards shared goals. Effective Director Supervisors foster a cooperative environment, helping to break down silos and encourage innovation across the organization. This collaborative approach not only improves efficiency but also enhances overall organizational performance.

What is the difference between Director Supervisor vs Department Manager?

AspectDirector SupervisorDepartment Manager
Required CredentialsBachelor's degree often required; leadership experienceBachelor's degree; management experience
Work EnvironmentOversees multiple teams or departments; strategic focusManages a specific department or team; operational focus
Employer & Industry UsageCommon in corporate, healthcare, education sectorsWidely used across industries like retail, manufacturing, services
Search & Comparison IntentPeople comparing leadership roles with operational managementIndividuals seeking to understand departmental leadership

The main difference between a Director Supervisor and a Department Manager lies in scope and focus. A Director Supervisor typically oversees multiple teams or departments with a strategic role, while a Department Manager manages a specific department's daily operations. Both roles require leadership skills and relevant experience, but their responsibilities and organizational levels differ.

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The most popular types of Supervisor jobs are:

What states have the most Director Supervisor jobs?

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What are popular job titles related to Director Supervisor jobs?

For Director Supervisor jobs, the most frequently searched job titles are:

Director Supervisor jobs near you
Infographic showing various Director Supervisor job openings in the United States as of September 2026, with employment types broken down into 1% As Needed, 76% Full Time, 20% Part Time, 2% Contract, and 1% Nights. Highlights an 97% Physical, 1% Hybrid, and 2% Remote job distribution.

Ski Instructor - Seasonal (16+)

Macungie, PA • On-site

Bear Creek Mountain Resort
See more jobs at Bear Creek Mountain Resortexternal

Full-time

Posted 13 days ago

Job description

WHAT WE ARE LOOKING FOR:

The ideal Ski Instructor for Bear Creek is a guest service focused individual with the ability to help create a positive, memorable experience for our guests. The successful team member will be able to work with their team as well as individually, have good communication skills, be detail oriented and foster the Bear Creek culture by focusing on our guests. This position will be an important member of the Snowsports team, providing lessons that help to develop a love of skiing, develop the guest's confidence, create a lifetime of memories for the guest and teach the safety of the sport.

WHAT WE EXPECT FROM YOU:

  • Teach skiingin a professional, student-centered, and outcome-based experience
  • Deliver lessons that our guests find rewarding and inspirational
  • Be available for teaching duties as assigned by the Director/Supervisor
  • Be at the area on time and ready to work when scheduled
  • Work effectively and cooperatively as part of a teaching team
  • Provide practical, high-value instruction that will enhance snowsports enjoyment and safety
  • Comply with the Rules & Guidelines of the Snowsports School as well as the policies set forth in the Bear Creek Mountain Resort and Conference Center Employee Handbook
  • Demonstrate professional conduct at all times
  • Comply with all Southern Management's policies and procedures
  • Perform various other duties as assigned by the Director/Supervisor
  • Give knowledgeable, friendly, prompt service
  • Increase the number of guest compliments

WHAT WE EXPECT FROM ALL BCMR TEAM MEMBERS:

  • Acknowledge all guests and respond promptly to their needs, however busy and whatever time of day. Ensure unresolved incidents are reported to Director/Supervisor
  • Familiarity with all hotel services/features and local attractions/activities to respond to guest inquiries accurately
  • Contribute to the team's success by accomplishing tasks and assisting with projects as needed
  • Maintain knowledge and compliance with departmental policies, service procedures, and standards
  • Availability during peak operating times, i.e.: weekends, holidays and special events
  • Work as a team member to ensure our guests have the best possible experience
  • Understand emergency procedures and be able to apply them when necessary
  • Report any incidents, property damage or injuries immediately to the Director/Supervisor
  • Attend department meetings and training sessions as necessary
  • Other duties as assigned by the Director/ Supervisor
  • Support Southern Management's Mission, Vision, and Values
  • Comply with Bear Creek and Southern Management's policies and procedures

QUALIFICATIONS:

  • Must be at least 16 years old by December 1st of the current season
  • Successfully complete Instructor Training Course offered by the school
  • Must have or be willing to obtain state mandated child abuse and criminal history clearances

JOB KNOWLEDGE & SKILLS:

  • Intermediate skiing skills and be willing to expand and improve those skills Possess good communication and interpersonal skills
  • Should demonstrate strong teaching skills

PHYSICAL DEMANDS & ENVIRONMENTAL CONDITIONS:

PHYSICAL DEMANDS

Physical Demands data elements provide a systematic way of describing the physical activities that an occupation requires of a worker. The assessment of these elements is focused primarily on the physical demands of the job - not the physical capacities of the worker. Physical Demand refers to the level and/or duration of physical exertion generally required to perform occupational tasks (sitting, standing, walking, lifting, carrying, reaching, pushing, and pulling).

  • Climbing Ramps/Stairs: Ascending or descending ramps and/or stairs using feet and legs. Hands and arms may be used for balance (e.g., to hold a railing). Note: Stairs involved in commute/getting into a building are excluded if work is always performed in one building. Stairs onto a vehicle or a piece of machinery/equipment are included.
  • Communicating Verbally: Expressing or exchanging ideas by means of the spoken word to impart oral information to clients or the public and to convey detailed spoken instructions to other workers accurately, loudly, or quickly.
  • Crawling: Moving about on hands and knees or hands and feet.
  • Crouching: Bending body downward and forward by bending legs and spine.
  • Far Visual Acuity: Clarity of vision at 20 feet or more. This is not just the ability to see a person or object, but the ability to recognize features as well.
  • Fine Manipulation: Picking, pinching, or otherwise working primarily with fingers rather than the whole hand or arm as in gross manipulation.
  • Foot/Leg Controls: Use of one or both feet or legs to move controls on machinery or equipment. Controls include, but are not limited to, pedals, buttons, levers, and cranks.
  • Gross Manipulation: Seizing, holding, grasping, turning, or otherwise working with hand(s). Note: Fingers are involved only to the extent that they are an extension of the hand.
  • Hearing Requirements: The ability to hear, understand, and distinguish speech and/or other sounds (e.g., machinery alarms, medical codes/alarms).
    • One-on-one (in person)
    • Group or conference (in person)
    • Other sounds
  • Keyboarding: Entering text or data into a computer or other machine by means of a keyboard. Devices include traditional keyboard, 10 keypad, touch screen and other.
  • Kneeling: Bending legs at knees to come to rest on knee(s).
  • Lifting/Carrying: Lifting is to raise or lower an object from one level to another (includes upward pulling). Carrying is to transport an object -- usually by holding it in the hands or arms but may occur on the shoulder. Up to 20 pounds
  • Near Visual Acuity: Clarity of vision at approximately 20 inches or less (i.e., working with small objects or reading small print), including use of computers.
  • Peripheral Vision: Observing an area that can be seen up and down or to the right or left while eyes are fixed on a given point.
  • Pushing/Pulling: May involve use of hands/arms, feet/legs, and/or feet only done with one side of the body or both sides.
    • Pushing - Exerting force upon an object so that the object moves away from the force
    • Pulling - Exerting force upon an object so that the object moves toward the force
  • Reaching At/Below Shoulder Level: Extending hand and arms from 0 up to 150 degrees in a vertical arc. Reaching requires the straightening and extension of the arm and elbow and the engagement of the shoulder. The elbow does not need to be locked at any time and the arm does not need to remain in a continuously straight position.
  • Reaching Overhead: Extending hands and arms in a 150 to 180 degrees vertical arc. Reaching requires the straightening and extension of the arm and elbow and the engagement of the shoulder. The elbow does not need to be locked at any time and the arm does not need to remain in a continuously straight position.
  • Standing/Walking: Standing is to remain on one's feet in an upright position at a workstation without moving about. Walking is to move about on foot.
  • Stooping: Bending the body downward and forward by bending the spine at the waist - requiring full use of the lower extremities and back muscles.

ENVIRONMENTAL CONDITIONS

  • Outdoors: Job requires work outdoors with workers unprotected and exposed to the elements. This does not include the commute to/from work.
  • Extreme Cold: Exposure to non-weather-related temperatures that are:
  • 32 degrees or colder if the exposure is for less than 2/3 of the workday
  • Wetness: Any non-weather-related contact with water or other liquids.
  • Humidity: Non-weather-related exposure to conditions where the air contains a high amount of water or water vapor, and the atmosphere is oppressive.
  • Proximity to Moving Mechanical Parts: Operation of or proximity to moving materials, mechanical parts, settings, or any moving objects (most commonly moving machinery or equipment) that could cause bodily harm.
  • Noise Intensity Level: The noise intensity level to which the worker is exposed in the job:
  • Very Loud

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