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Middle Manager 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 ...

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Middle Manager information

What is a middle manager?

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.

How do middle managers 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 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 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 exactly does a middle manager do?

A middle manager oversees teams or departments within an organization, implementing strategies set by senior management and ensuring operational goals are met. They coordinate between upper management and frontline employees, often handling staffing, performance evaluations, and reporting. Strong communication, leadership skills, and familiarity with organizational tools are essential for this role.

What is the average salary for middle managers?

The average salary for middle managers varies depending on industry, location, and experience, but generally ranges from $60,000 to $120,000 annually. Factors such as company size, sector, and required skills like leadership and project management influence compensation levels.

What cities in New York are hiring for Middle Manager jobs?

Cities in New York with the most Middle Manager job openings:

Middle Manager jobs near you
Infographic showing various Middle Manager job openings in New York as of August 2026, with employment types broken down into 86% Full Time, 13% Part Time, and 1% Contract. Highlights an 83% Physical, 2% Hybrid, and 15% Remote job distribution.

Assistant Manager of BIM Services Group

MG Engineering D.P.C.

Manhattan, NY

Full-time

Re-posted yesterday

Job description

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.

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