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Mid Manager Jobs (NOW HIRING)

lumos

Mid Market Account Manager

Lone Tree, CO

$65K - $80K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Mid-arket Account Manager (MAM) is responsible for retaining and growing revenue within an existing customer base by building strong relationships, identifying expansion opportunities, and ...

lumos

Mid Market Account Manager

Roanoke, VA · On-site

$65K - $80K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Mid-arket Account Manager (MAM) is responsible for retaining and growing revenue within an existing customer base by building strong relationships, identifying expansion opportunities, and ...

lumos

Mid Market Account Manager

Lone Tree, CO · On-site

$65K - $80K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Mid-arket Account Manager (MAM) is responsible for retaining and growing revenue within an existing customer base by building strong relationships, identifying expansion opportunities, and ...

lumos

Mid Market Account Manager

Roanoke, VA · On-site

$65K - $80K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Mid-arket Account Manager (MAM) is responsible for retaining and growing revenue within an existing customer base by building strong relationships, identifying expansion opportunities, and ...

Console Systems, Inc

Mid-Market Sales Manager

San Francisco, CA · On-site

$325K - $350K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

About The Role We're hiring a Mid-Market Sales Manager as our mid-market segment scales past a handful of individual reps into a real team. As we add AEs selling into the 200-2,000 employee range, we ...

First Mid

Branch Manager

Coralville, IA

$51K - $63K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

At First Mid, base salary is one component of our Total Rewards program. Exact compensation is ... As a First Mid leader, a Branch Manager serves as a champion of this mission. Responsibilities ...

ASM Research

Patch Management Specialist, Mid

The Patch Management Specialist, Mid manages coordinated patching of operating systems, applications, and infrastructure components to maintain security, stability, and compliance for mission ...

Serval Inc

Sales Manager, Mid-Market

New York, NY · On-site

$350K/yr

Role Overview As the Manager of Mid-Market Account Executives, you'll build and lead our founding mid-market sales team while helping define Serval's commercial motion in this critical segment. You ...

Mid-America Asset Management, Inc.

Be Seen First

Property Manager

Oak Brook, IL · On-site

$75K - $85K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Mid-America promotes a Team approach to management and candidate must be a team player, while also being able to work independently. A working knowledge of Microsoft Word, Excel, MRI, Skyline and ...

Segra

Mid Market Account Manager

Roanoke, VA · On-site

$65K - $80K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Mid-arket Account Manager (MAM) is responsible for retaining and growing revenue within an existing customer base by building strong relationships, identifying expansion opportunities, and ...

Segra

Mid Market Account Manager

Lone Tree, CO · On-site

$65K - $80K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

The Mid-arket Account Manager (MAM) is responsible for retaining and growing revenue within an existing customer base by building strong relationships, identifying expansion opportunities, and ...

Rogo

Sales Operations Manager, Mid-Market

New York, NY · On-site

$130K - $180K/yr

We're hiring a Sales Operations Manager, Mid-Market to be the operational backbone for our MM sales organization: 4 sales leaders and their AEs. You will report to our Director of Sales Operations ...

Mid-States

Social Media Manager

Fort Worth, TX · On-site

Mid-States Distributing is the leading Farm, Ranch, and Home Retail Organization. Our 72+ year old ... Partner with Brand Managers to align social media plans with product launches, seasonal campaigns ...

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Mid Manager information

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How much do mid manager jobs pay per year?

As of Aug 17, 2026, the average yearly pay for mid manager in the United States is $59,525.00, according to ZipRecruiter salary data. Most workers in this role earn between $42,000.00 and $68,500.00 per year, depending on experience, location, and employer.

What is a mid manager?

Mid Managers, also known as middle managers, are professionals who oversee and coordinate the work of lower-level managers and employees while reporting to higher-level executives. They play a critical role in implementing organizational strategies, managing teams or departments, and ensuring that company goals are met efficiently. Mid Managers often serve as a bridge between upper management and operational staff, facilitating communication, managing resources, and monitoring performance. Their responsibilities can vary by industry but typically include planning, organizing, and leading within their area of expertise.

What are the key skills and qualifications needed to thrive as a mid manager?

To thrive as a Mid Manager, you need strong leadership abilities, organizational skills, and a proven track record in team supervision, usually supported by a bachelor's degree in business or a related field. Familiarity with project management tools (such as Asana or Trello), budgeting software, and standard office suites is often required. Excellent communication, conflict resolution, and motivational skills help you manage teams effectively and drive results. These competencies ensure that you can bridge the gap between upper management and front-line staff, fostering productivity and achieving organizational goals.

What are some common challenges mid managers face when balancing team leadership and upper management expectations?

Mid managers often serve as the crucial link between frontline staff and upper leadership, which can create challenges in balancing the needs and expectations of both groups. They may need to communicate strategic directives from executives while also advocating for their team's capabilities and well-being. Navigating these dynamics requires strong communication, adaptability, and conflict-resolution skills. Additionally, mid managers are frequently responsible for driving team performance, managing resources, and fostering employee development, all while meeting organizational goals.

What is the difference between Mid Manager vs Team Leader?

AspectMid ManagerTeam Leader
CredentialsRelevant experience, sometimes managerial certificationsExperience in specific team tasks, often less formal credentials
Work EnvironmentOversees multiple teams or departments, involved in strategic planningManages a single team or a specific project, more hands-on
Employer & Industry UsageCommon in corporate, manufacturing, and service industriesUsed across various industries, especially in retail, tech, and hospitality
Search & Comparison IntentUnderstanding career progression, responsibilities, and qualificationsClarifying roles, team management scope, and daily tasks

While both roles involve leadership, a Mid Manager typically oversees multiple teams and focuses on strategic planning, whereas a Team Leader manages a specific team with a more hands-on approach. The choice depends on the scope of responsibility and career level.

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Mid Manager jobs near you

Executive Vice President

Lancaster Bible College

Lancaster, PA • On-site

Full-time

Posted 8 days ago

Job description

Job Summary:
The Executive Vice President serves as the President's principal partner and chief operating officer, advancing the President's vision and priorities through institutional alignment, organizational culture, leadership development, and organizational effectiveness. Acting on behalf of the President, the Executive Vice President works closely with Cabinet leaders to ensure that people, systems, communication, and strategic initiatives remain aligned with Lancaster Bible College's mission, biblical values, and institutional priorities. Through collaboration, accountability, and strategic execution, the Executive Vice President strengthens organizational health, extends the leadership capacity of the President, and helps advance the College's mission and vision.
Essential Leadership Competencies:
  • Biblical Leadership: Demonstrates a mature Christian faith and models leadership characterized by biblical grounding, stewardship, collaboration, innovation, humility, and servanthood.
  • Organizational Alignment: Creates clarity and alignment across departments, leaders, initiatives, and institutional priorities.
  • Leadership Development: Identifies, develops, coaches, and equips current and future leaders throughout the institution.
  • Culture Building: Cultivates a healthy, Christ-centered culture where employees flourish spiritually, professionally, and relationally.
  • Strategic Execution: Transforms institutional priorities into measurable action and results.
  • Change Management: Leads organizational change with wisdom, clarity, empathy, and accountability.
  • Organizational Effectiveness: Uses assessment, planning, and data-informed decision-making to strengthen institutional health and effectiveness.
  • Executive Communication: Communicates with clarity, trust, diplomacy, and influence across multiple constituencies.
  • Emotional & Cultural Intelligence: Builds trust and collaboration among diverse individuals and groups while navigating complex organizational dynamics.

Primary Responsibilities:
Strategic Execution
  • Support the implementation of governance and organizational restructuring efforts.
  • Coordinate presidential initiatives requiring cross-departmental leadership.
  • Ensure institutional priorities move from vision to implementation.

Institutional Alignment
  • Serve as the President's principal partner for institutional alignment.
  • Ensure Cabinet decisions are communicated, understood, and implemented.
  • Facilitate cross-department collaboration and accountability.
  • Lead executive communication and alignment systems.
  • Coordinate institution-wide initiatives assigned by the President with the Cabinet.

Organizational Culture
  • Provide leadership for People & Culture.
  • Strengthen employee engagement and flourishing.
  • Promote a healthy Christ-centered workplace culture.

Leadership Development & Succession Planning
  • Lead institution-wide leadership development efforts with People & Culture.
  • Supporting Emerging Leaders and Mid-Manager Development programs.
  • Facilitate the Presidential Leadership Group with the President.
  • Strengthen succession planning systems.
  • Coach and support institutional leaders.

Institutional Planning & Effectiveness
  • Oversee the department of Institutional Planning & Effectiveness
  • Lead and oversee college strategic plan implementation and reporting.
  • Advance data-informed decision-making throughout the College.

Personal Qualities:
  • Leader Follower - Proven senior leader, aligned with the President in intent and deed.
  • Proactive - able to anticipate the changing dynamics and emerging opportunities in biblical higher education.
  • Growth oriented - desiring to grow, develop, and mature, both spiritually and professionally.
  • Developmental - able to inspire, lead and develop employees, both spiritually and professionally.
  • Professional - able to create a professional Christian atmosphere in internal and external relationships and to present a professional appearance.
  • Team oriented - cooperative and willing to serve as a collaborative leader of the Cabinet, PLG, and different departments.
  • Decisive - able to make and implement difficult decisions in a complex environment.
  • Trustworthy - able to handle highly confidential matters in a professional and God-honoring manner.
  • Relational - gifted with strong interpersonal skills, emotional intelligence, and cultural intelligence.
  • Positive - builds confidence, reflects well on the President, lifts people in prayer.

Education and Experience:
  • Education - Advanced degree in leadership, educational administration or other relevant field of study. Doctoral education preferred and supported.
  • Experience -10 years' demonstrated growth (5 years required) in senior leadership roles. Educational administrative experience is highly desirable, but corporate, non-profit, or governmental leadership may be appropriate.
  • Strategic Management - Experience with senior decision-making, stakeholder management, leading change, conflict management.
  • Development - Demonstrated record of continuing education and professional development.
  • Community of Practice - Involvement in at least one professional association in one's field of concentration.
  • Online Education - Experience helpful with the administration or instruction of online education.
  • Urban Setting - Experience helpful with adult education in an urban setting.
  • Range of Exposure - Experience with traditional undergraduate, adult undergraduate, graduate, doctoral, and seminary education.

Required Skills/Abilities:
Administrative Skills
  • Planning - the ability to collaborate with other senior leaders to provide strategic planning, budget development, institutional assessment, and staffing requirements.
  • Academic leadership - the ability to objectively evaluate and support the Provost in developing the academic program.
  • Executive leadership - the ability to function as a senior leadership team member with the administration of LBC , leading in the absence of the President.
  • Administrative leadership - the ability to collaboratively design and operate within the policies, procedures, and systems of LBC .
  • Spiritual leadership - a demonstrated concern for personal evangelism, discipleship, spiritual formation, and the ability to guide LBC employees and students appropriately in Biblical principles.
  • Leader development - the ability to develop leadership skills among academic department chairs and staff directors.
  • Continuous improvement - the ability and demonstrated desire to grow, develop, and innovate as characterized by achievement in both personal and organizational matters.
  • Discretion - the ability to maintain absolute confidentiality in handling all matters within LBC.
  • Engagement - the ability to represent the President effectively with community leaders, Trustees, and members of the Corporation board.

Technical skills
  • General management - the supervision/management skills to lead variously gifted people in a matrixed, multi-site academic setting.
  • Financial management - the ability to work collaboratively to execute department budgets.
  • Critical thinking - the ability to discern truth and situational dynamics in a range of professional and personal settings to inform sound decision making.
  • Communication skills - the ability to communicate clearly in verbal and written form in a variety of settings to a range of audiences.
  • Analysis - the ability to analyze academic, social, cultural, and regulatory trends.

Creative skills
  • Innovation - the capacity to develop new and relevant enhancements to deliver the academic program.
  • Strategic thinking - the ability to develop strategic plans advancing the College's mission, biblical values, academic and institutional priorities.
  • Future orientation - the ability to anticipate and prepare for strategic changes in the higher education environment.
  • Cultural understanding - the ability to understand existing and emerging dynamics to create both a positive organizational culture, a positive cross-cultural work and learning environment.
  • Problem solving - the ability to solve complex problems in a team environment.
  • Decision making - the ability to make difficult decisions and implement them with dignity.
  • Planning - the ability to guide the development of multiple department and program plans as well as participate in developing LBC 's strategic plan.

Personal Expectations - The ability to present oneself professionally and to create the environment for people to flourish.
  • Leadership - demonstrate a Biblical pattern of leadership characterized by an appropriate respect for and use of authority.
  • Dignity - treat all people with dignity and respect, regardless of their position or the circumstances of the moment.
  • Credibility - maintain the trust of the LBC constituency through decisions, actions, and communication.
  • Public speaking - Speak with truth, grace, and skill on behalf of LBC in churches, professional settings, and other public arenas.
  • Personal financial stewardship - manage one's personal finances in an appropriate manner consistent with biblical stewardship principles.
  • Appearance - dress and groom oneself in a conservative and professional manner, appropriately befitting an LBC administrative leadership role.
  • Performs other related duties as assigned.

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