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Division Leader Director Jobs (NOW HIRING)

OWN, Inc.

Infrastructure Division Leader

Joplin, MO · On-site

OWN is seeking a Division Leader to provide strategic, operational, and financial leadership for ... and a direct stake in our collective success. It is the policy of OWN, Inc. to provide equal ...

OWN, Inc.

Infrastructure Division Leader

Lowell, AR

OWN is seeking a Division Leader to provide strategic, operational, and financial leadership for ... and a direct stake in our collective success. It is the policy of OWN, Inc. to provide equal ...

OWN, Inc.

Infrastructure Division Leader

Joplin, MO · On-site

OWN is seeking a Division Leader to provide strategic, operational, and financial leadership for ... and a direct stake in our collective success. It is the policy of OWN, Inc. to provide equal ...

OWN, Inc.

Infrastructure Division Leader

Lowell, AR · On-site

OWN is seeking a Division Leader to provide strategic, operational, and financial leadership for ... and a direct stake in our collective success. It is the policy of OWN, Inc. to provide equal ...

Kanrad

Customer Success Division Leader

Plano, TX

Customer Success Division Leaders must maintain a high level of regulatory knowledge by attending ... Demonstrated ability to establish credibility and lead as a trusted advisor to director-level and ...

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How much do division leader director jobs pay per year?

As of Jul 22, 2026, the average yearly pay for division leader director in the United States is $109,337.00, according to ZipRecruiter salary data. Most workers in this role earn between $66,500.00 and $140,500.00 per year, depending on experience, location, and employer.

Is director or C level higher?

In organizational hierarchy, C-level executives (such as CEO, CFO, COO) are higher than directors. Directors typically report to C-level executives and are responsible for specific departments or functions within the company. The exact hierarchy can vary by organization, but C-level roles generally hold the highest executive authority.

What is the difference between director and division head?

A Division Leader or Director is a senior management role responsible for overseeing a specific division within an organization, setting strategic goals, and managing senior staff. The division head typically reports to the director or executive leadership and focuses on operational management, team leadership, and implementing policies within the division. The main difference lies in the scope of responsibility and level of strategic involvement, with directors often holding higher authority and broader strategic duties.

How does a Division Leader Director typically collaborate with other departments to achieve organizational objectives?

A Division Leader Director works closely with other department heads and executive leadership to align division goals with overall company strategy. This often involves regular cross-functional meetings, joint planning sessions, and collaborative problem-solving to address shared challenges. Additionally, the role requires effective communication and negotiation skills to coordinate resources, manage interdepartmental dependencies, and ensure that all teams are working harmoniously towards common objectives. Successful Division Leader Directors foster a culture of cooperation, which is critical for driving large-scale initiatives and achieving organizational success.

What are the key skills and qualifications needed to thrive as a Division Leader Director, and why are they important?

To thrive as a Division Leader Director, you need strong leadership abilities, strategic planning skills, and substantial experience in managing teams and business operations, typically supported by a relevant degree. Familiarity with project management software, budget planning tools, and performance management systems is common in this role. Exceptional communication, decision-making, and conflict resolution skills help distinguish top performers. These competencies are crucial for aligning division goals with organizational strategy, driving results, and fostering a high-performing team culture.

What is the difference between Division Leader Director vs Department Manager?

AspectDivision Leader DirectorDepartment Manager
CredentialsTypically requires a bachelor's degree, often with advanced management or industry-specific certificationsUsually requires a bachelor's degree; some roles prefer or require advanced certifications
Work EnvironmentOversees multiple departments or units within a division, often at a strategic levelManages a specific department or team, focusing on daily operations
Employer & Industry UsageCommon in large corporations, government agencies, and organizations with multiple divisionsWidely used across industries for departmental oversight

The Division Leader Director typically has a broader scope, overseeing multiple departments within a division, focusing on strategic goals. In contrast, a Department Manager manages a specific department's daily operations. Both roles require leadership skills and relevant experience, but the Division Leader Director operates at a higher, more strategic level within the organization.

What are the 7 levels of the job title hierarchy?

In a typical organizational hierarchy for a Division Leader Director role, the seven levels often include entry-level manager, supervisor, team lead, manager, senior manager, director, and executive or vice president. These levels reflect increasing responsibility, scope, and strategic influence within the organization. The specific titles and levels can vary depending on the company's structure and industry standards.

What does a division director do?

A division director oversees the operations, strategic planning, and management of a specific division within an organization. They coordinate with department managers, set goals, allocate resources, and ensure that division objectives align with overall company targets. Strong leadership, communication skills, and industry knowledge are essential for this role.

What are Division Leader Directors?

Division Leader Directors are senior managers responsible for overseeing a specific division within an organization. They set strategic goals, manage budgets, supervise managers or team leaders, and ensure that the division meets its objectives. Division Leader Directors also coordinate with other departments, report to executive leadership, and play a key role in decision-making and policy implementation. Their work is crucial for aligning divisional performance with the overall mission of the company.
What cities are hiring for Division Leader Director jobs? Cities with the most Division Leader Director job openings:
What states have the most Division Leader Director jobs? States with the most job openings for Division Leader Director jobs include:
Division Leader Director jobs near you
Chemical Sciences Division Leader

Chemical Sciences Division Leader

SLAC National Accelerator Laboratory

Menlo Park, CA • On-site

Full-time

Posted 12 days ago

Job description

Position Overview:
You are invited to apply for the position of Division Leader of the Chemical Sciences Division (CSD) in the Energy Sciences Directorate (ESD) at SLAC National Accelerator Laboratory. The Division Leader of the Chemical Sciences Division (CSD) provides strategic, scientific, and operational leadership for the chemical sciences division programs which span catalysis science, ultrafast chemical dynamics, and related areas of fundamental and use-inspired research aligned with the U.S. Department of Energy (DOE) mission.
Reporting to the Associate Laboratory Director (ALD) for Energy Sciences, the CSD Director has full line-management responsibility for the division, including people, mission alignment, operational performance, and stewardship of resources. The Division Leader is accountable for sustaining a high-performing, inclusive research environment; delivering scientific excellence and impact; and ensuring strong alignment between the division's strategy, SLAC's institutional strategy, ESD priorities, and DOE Office of Science objectives.
As the primary point of contact to DOE Basic Energy Sciences (BES) Chemical Sciences, Geosciences, and Biosciences (CSGB) program(s), the Division Leader holds responsibilities for external sponsor engagement, anticipates emerging programmatic priorities, and translates those priorities into a coherent and compelling division portfolio. The Division Leader should also develop and maintain a robust, forward-looking research portfolio at the forefront of catalysis and chemical transformation, ultrafast science, or chemical sciences, leveraging SLAC's unique strengths in photon science, advanced characterization, data/AI-enabled discovery, and cross-directorate partnerships (including strong connections to Stanford and the broader national laboratory ecosystem). The Division Leader also plays a key role in enabling interdisciplinary initiatives across SLAC, connecting fundamental chemical sciences to energy-relevant outcomes, while maintaining scientific rigor, transparency, and excellence in execution.
Your specific responsibilities will include:
  • Strategic and Organizational Leadership. Develop, execute, and evolve a division-level strategy aligned to the directorate strategic plan, SLAC-wide priorities as articulated in the annual lab plan, the synchronized brilliance lab strategy, and DOE mission needs. Provide clear direction, prioritization, and communication to ensure operational excellence, scientific and technical impact, and safe, reliable execution of all work. Build and manage a high-performing team ensuring clarity of roles, responsibilities, and expectations for managers and individual contributors.
  • Program and Capability Stewardship. Sustain and grow the division's core capabilities (scientific, technical, operational, or infrastructure) that enable mission delivery within approved budget and mission scopes. Support program and/or capability development by identifying opportunities, developing people, shaping concepts, coordinating proposal efforts, and building strong relationships with peer division leaders, cognizant SLAC Points of Contact, peer laboratories, industrial partners, and Stanford collaborators. Ensure effective operation of division-managed facilities, laboratories, testbeds, equipment, and critical systems. Ensure effective stewardship of division finances, including overseeing financial stewardship of program budgets.
  • Operational Excellence and Management Systems. Ensure that all division activities are conducted in ways which exemplify disciplined operations including performing work safely, securely, and in compliance with DOE, Stanford, and SLAC requirements. Implement and maintain strong management systems, including performance feedback, ES&H, quality assurance, configuration control, cybersecurity, project management, and work planning and control. Identify risks proactively and institute effective mitigation and continuous improvement processes.
  • Workforce, Culture & Talent Development. Recruit, develop, mentor, and retain a world-class workforce across scientific, engineering, technical, and operational domains. Foster an inclusive, respectful, and collaborative culture that reflects SLAC and Stanford values. Promote career development, succession planning, and leadership growth. Set clear expectations and maintain high standards of performance, accountability, and professional conduct.
  • Integration, Communication & External Engagement. Ensure strong alignment with directorate and laboratory leadership. Communicate goals, decisions, risks, and accomplishments with transparency. Maintain well defined and articulated communications channels with clarity of expectations for frequency, participation and content to enable information to flow up- and down- line management. Collaborate across divisions and directorates to leverage shared capabilities and advance SLAC-wide initiatives. Represent the division to external stakeholders, advisory committees, review panels, Stanford partners, national labs, and industry collaborators as appropriate.

To be successful in this position you will bring:
  • Ph.D. in chemistry, chemical engineering, materials science, physics, or a closely related scientific discipline relevant to the Chemical Sciences Division mission.
  • A minimum of ten years of progressively responsible research experience following the Ph.D., with demonstrated scientific leadership in chemical sciences, catalysis, ultrafast science, or closely related fields.
  • An established record of scientific excellence and impact, demonstrated through high-quality publications, invited talks, and recognition within the chemical sciences community.
  • Demonstrated experience leading research programs or organizational units (e.g., research groups, centers, divisions, or large collaborative efforts) in an academic, national laboratory, or equivalent research environment.
  • Deep technical expertise in at least one core area aligned with the Chemical Sciences Division mission. (e.g. catalysis and chemical transformation science, ultrafast chemical dynamics or time-resolved spectroscopy, fundamental or use-inspired chemical sciences relevant to energy applications
  • Broad scientific understanding across chemical sciences sufficient to evaluate research quality across diverse subdisciplines, guide portfolio balance between fundamental discovery and mission-driven research, and enable interdisciplinary collaboration across SLAC and partner institutions
  • Demonstrated experience developing, managing, and growing a sponsored research portfolio, including interaction with federal research sponsors.
  • Experience translating sponsor priorities into compelling research programs and deliverables.
  • Ability to represent research programs effectively to external stakeholders, including DOE program managers, advisory committees, and review panels.
  • Demonstrated experience and capability in people leadership, including mentoring and developing scientists, building inclusive research teams, and managing performance.
  • Demonstrated ability to develop and execute strategic research plans aligned with institutional and sponsor missions.

SLAC Manager Competencies:
  • Results Through Others (drives results & directs work): Achieves expected results by effectively delegating and managing the work of others.
  • Aligns Priorities (plans & aligns): Ensures planning and prioritization of resources and work efforts; ensures alignment of direct and matrix reports to support organizational goals and business plans.
  • Applies Lab Acumen (business insight): Maintains understanding of lab efforts and direction as well as current research and trends, considers technology and customer impacts, and contributes relevant, informed ideas to lab growth.
  • Navigates Complexity (managing complexity): Manages a multitude of information and complex circumstances to discern what is most important; demonstrates effective problem-solving, decision-making, and takes appropriate action, even in difficult situations or with conflicting data.
  • Builds Trust (instills trust): Earns trust and credibility from team members, peers and stakeholders; demonstrates SLAC values of respect and integrity.
  • Relationships (interpersonal savvy, collaborates, manages conflict, builds networks): Builds relationships to foster trust, collaboration, and a positive climate to achieve team, department/directorate and lab goals.
  • Communication (communicates effectively): Ensures effective information flow to various audiences; delivers clear and appropriate written and verbal communications; makes clear and impactful presentations to a variety of internal and external audiences.
  • Self-Awareness (demonstrates self-awareness): Seeks feedback from others and takes ownership of, and actions to address what is learned; recognizes impact on others and adjusts as needed; pursues continuous learning opportunities; implements a meaningful development plan.
  • Team Effectiveness (builds effective teams): Effectively motivates team members and fosters a diverse and collaborative team environment; leverages team members strengths for overall team effectiveness; incorporates insights to improve team operations.
  • Purpose & Vision (drives vision & purpose): Articulates a clear vision of expected outcomes; inspires others to execute work plans and feel a sense of purpose and ownership for the mission.

Physical requirements and Working conditions:
  • Consistent with its obligations under the law, the University will provide reasonable accommodation to any employee with a disability who requires accommodation to perform the essential functions of his or her job.
  • Given the nature of this position, SLAC will require onsite work.

WORK STANDARDS:
  • Interpersonal Skills: Demonstrates the ability to work well with Stanford colleagues and clients and with external organizations.
  • Promote Culture of Safety: Demonstrates commitment to personal responsibility and value for environment, safety and security; communicates related concerns; uses and promotes safe behaviors based on training and lessons learned. Meets the applicable roles and responsibilities as described in the ESH Manual, Chapter 1-General Policy and Responsibilities: http://www-group.slac.stanford.edu/esh/eshmanual/pdfs/ESHch01.pdf
  • Subject to and expected to comply with all applicable University policies and procedures, including but not limited to the personnel policies and other policies found in the University's Administrative Guide, http://adminguide.stanford.edu
  • As a national laboratory, SLAC National Accelerator Laboratory is responsible for adhering to the Homeland Security Presidential Directive 12 (HSPD-12) and Department of Energy (DOE) Order 473.1A, which require employees to obtain and maintain a HSPD-12 Personal Identity Verification (PIV) Credential. To obtain this credential, employees must successfully complete the applicable tier of federal background investigation post hire and receive a favorable federal adjudication. The tier of federal background investigation will be determined by job duties and national security or public trust responsibilities associated with the job. All tiers of investigation include a declaration of illegal drug activities, including use, supply, possession, or manufacture within the last 1 to 7 years (depending on the applicable tier of investigation). Illegal drug activities include marijuana and cannabis derivatives, which are still considered illegal under federal law, regardless of state laws.

  • Classification Title: Senior Scientist
  • Duration: Regular Continuing
  • Grade: N10
  • Job code: 1324

The expected pay range for this position is $200,000 to $274,608 per annum. SLAC National Accelerator Laboratory/Stanford University provides pay ranges representing its good faith estimate of the salary the university reasonably expects to pay for a position upon hire. The pay offered to a selected candidate will be determined based on factors such as (but not limited to) the scope and responsibilities of the position, the qualifications of the selected candidate, departmental budget availability, internal equity, geographic location and external market pay for comparable jobs. At SLAC/Stanford, base pay represents only one aspect of the comprehensive rewards package.

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