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Middle Manager Jobs in Florida (NOW HIRING)

MG Engineering

Senior Mechanical Engineer

Hollywood, FL · On-site

$95K - $126K/yr

Leadership, Management, Accountability (12%) More established "middle management" position and formal leader and manager of lead designer/engineer and designer level (JD/D/SD) staff. * Technical ...

MGE DPC

Senior Mechanical Engineer

Hollywood, FL · On-site

$95K - $126K/yr

Leadership, Management, Accountability (12%) More established "middle management" position and formal leader and manager of lead designer/engineer and designer level (JD/D/SD) staff. * Technical ...

Ransom Everglades

Middle School Librarian

Miami, FL · On-site

Collaborate with library staff to develop and manage the middle school print and digital collections and resources. * Initiate library programming and outreach that aligns with school values.

Tampa Torah Academy

Middle School Teacher

Tampa, FL

$38K - $42K/yr

Middle School Teacher Tampa Torah Academy Tampa, Florida Job Summary We are seeking a passionate ... time management skills What We Offer: * A dynamic and supportive teaching environment that is ...

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All JobsMiddle JobsMiddle Manager JobsMiddle Manager Jobs in Florida

Middle Manager information

See Florida salary details

$8.8K

$44.3K

$105.2K

How much do middle manager jobs pay per year?

As of Jul 30, 2026, the average yearly pay for middle manager in Florida is $44,322.00, according to ZipRecruiter salary data. Most workers in this role earn between $29,872.00 and $57,354.00 per year, depending on experience, location, and employer.

What are the 4 types of managers?

In a middle management role, the four common types of managers are functional managers who oversee specific departments, general managers responsible for overall operations, project managers who lead specific initiatives, and team managers who supervise individual teams. Each type requires different skills such as leadership, communication, and strategic planning to effectively manage their areas of responsibility.

What are the 7 levels of the job title hierarchy?

In middle management, the hierarchy typically includes seven levels: entry-level manager, supervisor, team leader, department manager, senior manager, director, and vice president. These levels reflect increasing responsibility, scope, and decision-making authority within an organization. Progression often requires experience, leadership skills, and sometimes certifications or advanced education.

How do middle managers typically balance directives from senior leadership with the needs of their teams?

Middle managers play a crucial role as a bridge between senior leadership and frontline employees. They are responsible for translating organizational strategy into actionable tasks while also advocating for their team's needs and feedback. This often involves clear communication, prioritizing tasks, and negotiating resources to ensure both top-down directives and team welfare are aligned. Successful middle managers foster an environment of trust, adaptability, and open dialogue, which helps them balance these sometimes competing demands.

What is the job of a middle manager?

A middle manager oversees teams or departments within an organization, implementing strategies set by senior management and ensuring operational goals are met. They coordinate communication between upper management and staff, often requiring leadership, organizational skills, and familiarity with company policies and tools. Their role includes supervising employees, managing projects, and reporting performance metrics.

What is the work of a middle level manager?

A middle manager oversees specific departments or teams within an organization, implementing strategies set by senior management. They coordinate daily operations, manage staff, and ensure goals are met, often requiring leadership, communication, and organizational skills. Middle managers also monitor performance and report progress to upper management.

What is the difference between Middle Manager vs Team Lead?

AspectMiddle ManagerTeam Lead
CredentialsTypically requires a bachelor's degree; some roles prefer management certificationsUsually requires a bachelor's degree; leadership experience valued
Work EnvironmentOversees multiple teams or departments, involved in strategic planningManages a specific team or project, focuses on daily operations
Employer & Industry UsageCommon in corporate, manufacturing, and service industriesFound across various industries, often in tech, retail, and hospitality

Middle Managers and Team Leads both play vital roles in organizations. Middle Managers focus on strategic oversight and managing multiple teams, while Team Leads handle day-to-day team operations. Understanding these differences helps clarify career paths and organizational structure.

What are middle managers?

Middle managers are professionals who oversee specific departments or teams within an organization and report to higher-level executives. They are responsible for implementing company policies, managing staff, and ensuring that their teams meet organizational goals. Middle managers also act as a bridge between upper management and frontline employees, facilitating communication and translating strategic objectives into actionable plans. Their role is crucial for maintaining operational efficiency and supporting employee development.

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 a solid background in business operations, leadership, and project management, often supported by a relevant degree and prior supervisory experience. Familiarity with project management tools (like Asana or Trello), enterprise resource planning (ERP) systems, and sometimes certifications such as PMP can be essential. Strong communication, conflict resolution, and decision-making skills help middle managers effectively bridge upper management and frontline teams. These skills are crucial for aligning organizational goals, supporting team performance, and ensuring operational efficiency.
What cities in Florida are hiring for Middle Manager jobs? Cities in Florida with the most Middle Manager job openings:
Middle Manager jobs near you
Infographic showing various Middle Manager job openings in Florida as of July 2026, with employment types broken down into 82% Full Time, 15% Part Time, 2% Temporary, and 1% Contract. Highlights an 86% Physical, 1% Hybrid, and 13% Remote job distribution, with an average salary of $44,322 per year, or $21.3 per hour.

Senior Mechanical Engineer

MG Engineering

Hollywood, FL • On-site

$95K - $126K/yr

Full-time

Re-posted 17 days ago

Job description

Job Type
Full-time
Description
Position Summary
The Senior Mechanical Engineer* is a senior project leader (The team second-in-command behind the Associate), working under the direct supervision of the Associate to lead and manage all team functions & operations. This includes supervising a team of Design professionals with a goal to complete high-quality schematics & layouts based on solid design principles on time and within budget. The Design Manager manages all design team project functions, including surveys, calculations, selections & layouts, performs all project phases and is called upon to play a supervisory role in effectively communicating with peers, supervisors, vendors, consultants, clients & stakeholders. This includes directing the construction administration process with the ability to oversee the shop drawing processes, field observations, and reports oversight. The Design Manager (or Senior Engineer) is responsible for assisting the Associate with the training, development & project execution of the project team.
Qualifications
  • Minimum 8yrs experience working as a Designer, of which at least 2yrs were spent in a Lead Designer Role, as part of a professional engineering project team, under the direct or indirect supervision of a licensed professional engineer.
  • Minimum 4yrs experience leading engineering projects of various sizes and complexities.
  • 4-year Engineering degree.
  • Professional Engineering License required.
  • Great interpersonal skills.
  • Polished communication skills (both verbal & writing).
  • Highly organized and composed under pressure.
  • Proven project management ability, with demonstrated experience managing direct reports to strict timelines with multiple projects to meet deadlines under high-pressure environment.
  • Advanced proficiency with Microsoft Office.
  • Working knowledge of AutoCAD & REVIT.
  • Possesses a keen eye for detail.

Requirements
Responsibilities
  1. Leadership, Management, Accountability (12%) More established "middle management" position and formal leader and manager of lead designer/engineer and designer level (JD/D/SD) staff.
  2. Technical Production (53%) A respected authority in their respective trade, Design Manager/Senior Engineer is providing direction and oversight to staff in their respective trade in addition to designing/producing higher level designs.
  3. Project Management (15%) Transcends job captain responsibilities and operates more as a project manager in support of associates.
  4. Account Management (5%) As a senior member of the team with a more client-facing role, should be collaborating with the team leader to assure Clients are satisfied with our efforts, providing feedback when required so adjustments can be made accordingly.
  5. Business Development (5%) 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.
  6. Financial Management (5%) As a middle manager, responsible for understanding specific aspects of the production cycle to ensure time is managed properly and team targets are met.
  7. Staff / Organizational Management (5%) Acting as a right hand of the Team Leaders (Associates/Senior Associates), actively involved in providing feedback and managerial assistance to the team leader to assure we have the proper staffing with people that are actively engaged, and their careers are progressing well.

Expectations
Trade-Specific Competency - For Mechanical Engineers - Level 5 (Company Expert/Functional Leadership)
  • Company leader in generating standards for design.
  • Takes on more challenging projects without supervision.
  • Can develop even the most intricate mechanical room and system designs/layouts and selection of advanced equipment without supervision.
  • Very advanced knowledge of codes and standards.
  • Can generate specifications based on company standard templates without supervision.
  • Superior understanding of HVAC control systems. Ability to write sequence of operations for any type of HVAC system without supervision.
  • Can perform building energy models and interpret results without supervision.
  • Educates L4 engineers.
  • General knowledge of all MEP trades.
  • Involvement in local HVAC trade chapters.

Core Competencies
  1. Project Management - Level 5 (Functional Leadership)

Project Management
  • Habitually performs project management at a global team level without supervision & with the highest degree of efficiency. Recognized within the group as "the person to ask" when difficult questions arise regarding project management related issues.

Relationship Management
  • Habitually develops internal & external networks that are diverse in level and function, identifies and initiates, new relationships, as well as creative alliances to accomplish business objectives, and inspires people with diverse needs to work together for mutual benefit. Expands on company business portfolio.

Problem Solving
  • Even in the most complex situations, breaks down problems into their fundamental parts, identifies their root causes, analyzes costs, benefits, risks, and chances for success of potential solutions, and creatively attacks problems in ways that lead to innovative solutions.

Customer Satisfaction
  • Even in the most difficult situations, elicits feedback from customers, creates strategies to help the team serve customers more effectively, considers both short and long-term interests of the customer in making service decisions, and takes risks to serve these interests.

2. Communication - Level 5 (Functional Leadership)
  • Exhibits persuasive communication that maintains the support of the client and urges continued trust and faith in the project. Persuades clients to provide additional funding or to extend deadlines, keeps deadlines and budget restraints in mind and challenges project managers to persuade team members to always work efficiently. Keen ability to influence both the stakeholders and the project team to stay the course and complete the mission on time and within a specified budget.

3. Leadership - Level 5 (Functional Leadership)
  • Even in the most complex situations, demonstrates repeated success in enabling, motivating, and inspiring 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. Even in the most complex situations, demonstrates repeated success, finds the key factors that motivates each team member, settles disputes, and effectively encourages the team to maintain its focus. Builds team; conducts timely and recurring career development and performance management for team.

4. Accountability - Level 5 (Functional Leadership) Self-Direction & Sense of Urgency
  • Even in the most complex situations, habitually takes advantage of opportunities, initiates a project, and takes responsibility for their success even when the outcomes & circumstances are not well defined. Even in the most difficult or complex situations, sets challenging personal & team goals, 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 and gives performance feedback to others, and addresses performance problems promptly.

Flexibility & Resilience
  • Even in the most rapidly changing ambiguous situations, is willing to reconsider strongly held ideas, and teaches the team to do the same. Maintains work efficiency and responds positively to a changing environment by coming up with creative ideas. Even in complex, critical situations when the picture is unclear and much is unknown, remains calm & comfortable, accurately assesses risks and options, changes direction and reorients quickly, and acts decisively at the right time.

Integrity
  • Habitually maintains confidentiality regardless of pressure from others, admits mistakes and takes stands based on principles & values despite the potential for negative consequences. Challenges others who are not acting with integrity.

Results Driven
  • Habitually sets challenging goals and develops standards against which to measure behavior & performance. Persists in the face of significant difficulties, takes risks, faces fears, and demonstrates a strong sense of urgency about achieving goals.

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