ZipRecruiter

Log In

1

Middle Management Jobs in New York (NOW HIRING)

Diocese of Trenton

Middle School Language Arts

Red Bank, NJ · On-site

$46K - $63K/yr

Strong classroom management and organizational skills * Excellent written and verbal communication skills * Commitment to fostering a faith-based, inclusive, and supportive learning environment ...

Archdiocese of New York

Middle School Teacher

Bronx, NY · On-site

$55K/yr

Middle school teaching experience and strong classroom management skills 3-5 years of teaching experience preferred * Ability to differentiate instruction effectively Apply: Submit resume and cover ...

next page

Showing results 1-20

All JobsMiddle Management JobsMiddle Management Jobs in New York

Middle Management information

See New York salary details

$22

$24

$25

How much do middle management jobs pay per hour?

As of Aug 22, 2026, the average hourly pay for middle management in New York is $24.52, according to ZipRecruiter salary data. Most workers in this role earn between $24.47 and $24.71 per hour, depending on experience, location, and employer.

What is middle management?

Middle management refers to roles within an organization that fall between upper management (such as executives) and lower-level employees. Middle managers are responsible for implementing the strategies and policies set by senior management and overseeing the work of first-line managers or team leaders. They play a key role in communicating information between different levels of the organization, managing teams or departments, and ensuring that organizational goals are met. Typical titles include department manager, branch manager, or operations manager. Middle managers also help develop employees and may be involved in hiring, training, and performance evaluations.

What are some common challenges faced by middle managers and how can they be effectively addressed?

Middle managers often navigate the dual responsibility of implementing organizational strategies from senior leadership while also managing and supporting their teams. This can create challenges such as resolving conflicting priorities, balancing communication between levels, and motivating team members during periods of change. Successful middle managers address these challenges by fostering transparent communication, developing strong time management skills, and building trust both upward and downward. Regular feedback, team development, and adaptability are also key to thriving in this role.

What are the key skills and qualifications needed to thrive as a middle manager, and why are they important?

To thrive as a Middle Manager, you need strong leadership, organizational, and problem-solving skills, typically supported by a bachelor's degree in business or a related field and relevant industry experience. Familiarity with project management software, performance analytics tools, and enterprise resource planning (ERP) systems is often required. Exceptional interpersonal communication, adaptability, and conflict resolution abilities help you effectively lead teams and balance demands from upper management and frontline employees. These skills and qualities are crucial for driving departmental goals, fostering a positive work environment, and ensuring alignment with organizational objectives.

What is the difference between Middle Management vs Team Lead?

AspectMiddle ManagementTeam Lead
ResponsibilitiesOversees multiple teams or departments, develops strategies, manages managersLeads a specific team or project, manages daily tasks, guides team members
Required CredentialsOften requires a bachelor’s degree, management experience, sometimes advanced degreesTypically requires relevant experience, sometimes certifications, but less formal education needed
Work EnvironmentOffice setting, strategic planning, cross-department collaborationHands-on leadership, direct supervision of team members
Industry UsageCommon in corporate, manufacturing, and service industriesCommon in tech, retail, and customer service sectors

Middle Management and Team Lead roles differ mainly in scope and responsibilities. Middle Managers focus on strategic oversight across multiple teams, while Team Leads handle day-to-day team operations. Both roles require leadership skills, but Middle Management often demands more experience and broader organizational understanding.

What are the positions in middle management?

Middle management positions typically include roles such as department managers, project managers, team leaders, and supervisors. These roles serve as a bridge between senior executives and frontline staff, often requiring leadership skills, strategic planning, and operational oversight.

What positions are considered middle management?

Middle management includes roles such as department managers, regional managers, and team leaders who oversee daily operations and report to senior executives. These positions typically require leadership skills, experience, and sometimes specific certifications, acting as a bridge between upper management and frontline staff.
Middle Management jobs near you
Infographic showing various Middle Management job openings in New York as of August 2026, with employment types broken down into 1% As Needed, 82% Full Time, 15% Part Time, and 2% Contract. Highlights an 85% Physical, 3% Hybrid, and 12% Remote job distribution, with an average salary of $51,001 per year, or $24.5 per hour.

Assistant Manager of BIM Services Group

MG Engineering

Manhattan, NY • On-site

Full-time

Re-posted yesterday

Job description

Job Type
Full-time
Description
The Assistant BIM Manager , BIM Services Group, Production is a hands-on, trusted, senior member of the BIM services group. As the right hand of the BIM Manager, BIM Services Group, Production, the Assistant BIM Manager assists with the day-to-day oversight of all departmental functions. This includes the set-up and issuance of all BIM projects company-wide, as well as the implementation and upkeep of departmental standards. The Assistant BIM Manager also oversees the day-to-day execution of project scanning, filing and archiving, as well as the department's function as a training center for employees.
Qualifications
  • Minimum 8-10yrs experience working with Revit platform, with at least 2 yrs experience leading project design teams.
  • 4-year degree in engineering, architecture or similar industry.
  • Superior working knowledge of AutoCAD, Revit, Navisworks, BIM360 & Bluebeam.
  • Advanced working knowledge of Microsoft Office.
  • Superior interpersonal skills, excellent oral and written communication skills.
  • Highly organized and composed under pressure.
  • Must be able to manage strict timelines with multiple projects in order to meet deadlines under high-pressure environment.

Requirements
Responsibilities
Leadership, Management, Accountability (10%)
  • Entry to "middle management" becomes formal leader and manager of junior coordinator and coordinator staff.

Technical Production (91%)
  • Continued development of engineering design but beginning to shift from personal production to more oversight and direction of engineering design amongst designer levels below.

Project Management (10%)
  • Continues role of job captain on various projects and begins to take on most project management responsibilities on smaller, less complex projects.

Account Management (2%)
  • Hand in hand with their role in assisting the management of projects, this more client-facing role should collaborate with team leader to assure Clients are satisfied with our efforts providing feedback when required so adjustments can be made accordingly.

Business Development (3%)
  • Collaborates with team members to assure we maintain the appearance that we are ready, willing, and able to take on new business. Primarily by turning around work in a timely and professional manner. As a more outwardly facing member of the team, should always be cognizant of opportunities to generate new business by cultivating relationships.

Financial Management (2%)
  • As a middle manager, responsible for understanding specific aspects of the production cycle to ensure time is managed properly and team targets are met.

Staff / Organizational Management (3%)
  • While no formal responsibility, as an entrant to "middle management", expectation is to learn and respect the organizational structure and the dynamics of managing it as well as provide feedback to optimize structure.

Expectations
Trade-Specific Competency - For BIM Services Group - Level 4 (Functional Mastery)
  • Assist in developing BIM marketing materials (e.g., images, animations).
  • Assist in establishing documented processes, procedures, and workflows for onboarding of new hires.
  • Assisting Interoperability management of BIM and design/engineering tools.
  • Proactive approach to learning new technology software.
  • Establish training structure and implement throughout BIM production staff.
  • Lead training and onboarding of summer interns.
  • Review AutoCAD & Revit project setup and updates.
  • Work with vendors of all disciplines on content download and updates to MGE standards.
  • Develop and maintain BIM protocols and BIM execution plan to automate workflow.
  • Report to BIM Manager and BIM Director

Core Competencies
A. Project Management - Level 4 (Functional Mastery)
  • Project Management
  • Exhibits project process mastery with confidence and humility. Demonstrated ability to see the big picture and keep the team focused on key team & company goals, and on the client experience. Ensures effective collaboration between team members, understands the various personalities, and how they can best work together for the good of the whole.
  • Habitually performs Project Manager responsibilities without assistance & with the highest degree of efficiency.
  • Relationship Management
  • Fosters a collaborative culture, with demonstrated experience training & developing staff. Demonstrated ability to oversee team coordination with managers, clients, and team members to set expectations, deliverables, and objectives. Delegates workload assignments effectively and inspires others.
  • Problem Solving
  • Teaches the team to view problems as opportunities to grow & fosters a solution-based thinking culture, where the team brings ideas & solutions to the table. Enables the team to fill knowledge gaps through active & proactive research. Assesses team issues from different vantage points, thinks "outside the box", & formulates the most effective solution in addressing specific challenges. Takes a "prevent rather than intervene" approach by focusing on team quality and due diligence.
  • Customer Satisfaction
  • Ensures that the team focuses on the client experience and keeps the customer perspective in mind. Teaches the team to have a "customer is always right" approach. Elicits feedback from direct reports and creates strategies to help the team serve customers more effectively.

B. Communication - Level 4 (Functional Mastery)
  • Listen and ask questions to fully understand the scope of the project. Clearly conveys the focus and intent of the project to the team. Puts instructions into a framework that team members working on the project can understand. Explains how the project fits in with the overall scheme of the company and its ultimate objective.
  • Through writing and speaking openly & honestly with appropriate body language and grammar, successfully inspires trust in both the stakeholders and the team members. Through honest feedback and clear direction, instills loyalty in the team, making it easier to deliver instructions, make changes and provide constructive criticism. Reports the team's progress to the client with assurances that keep the client satisfied.

C. Leadership - Level 4 (Functional Mastery)
  • Enables, motivates, and inspires the team to meet deliverables within project constraints by demonstrating commitment, expertise, confidence, genuine concern, and ability to help everyone solve challenges and achieve goals. Finds the key factors that motivate each team member, settles disputes, and effectively encourages the team to maintain its focus. Conducts timely and recurring career development and performance management for team.

D. Accountability - Level 4 (Functional Mastery)
  • Self-Direction & Sense of Urgency
  • Is personally invested in the success of the team by feeling that personal success is directly related to the success of the team. Embraces management, mentorship, and the ownership of the team's workload, and ensures workload is delegated effectively. Takes advantage of opportunities to advance the brand of the team, initiates project, takes ownership of mistakes and gives credit to the team for their success. Takes leading action in the face of obstacles, freshly identifying what must be done and leading the implementation of the solution. Sets challenging goals for the team and demonstrates a strong sense of urgency & persistence about accomplishing them. Establishes plans that break projects into their component parts, each with its own timeline. Seeks & gives performance feedback to others, and addresses performance problems promptly.
  • Flexibility & Resilience
  • Leads the team through ambiguous situations, teaches the team to reconsider strongly held ideas, and maintains teamwork efficiency. Ensures team members respond positively to a changing environment and enables them to come up with creative ideas. When the picture is unclear and much is unknown, remains calm and comfortable, accurately assessing risks and options, changing direction & reorienting quickly. Acts decisively at the right time.
  • Results-Driven
  • Sets the bar high for the team and raises team standards; sets challenging team goals and develops standards against which to measure behavior & performance of the group. Persists in the face of significant difficulties, takes risks, faces fears, and demonstrates a strong sense of urgency about achieving goals.

Apply