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Regional Chief Operating Officer Jobs in Indiana

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Operations & Sales Administrative Assistant

Indianapolis, IN · On-site

Chief Operating Officer Position Summary The Operations & Sales Support Administrator provides administrative, reporting, and organizational support to the COO. This role is responsible for ...

Cox Roofing

Regional Roofing Sales Manager

Indianapolis, IN · On-site

$65K/yr (+ commission)

Collaborate with the COO, GM, and Sales Reps to develop and manage strategic Roofing target accounts aligned with regional goals. * Guide sales growth strategies and ensure efficient sales coverage ...

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All JobsRegional Chief Operating Officer JobsRegional Chief Operating Officer Jobs in Indiana

Regional Chief Operating Officer information

See Indiana salary details

$39.5K

$143.9K

$256.4K

How much do regional chief operating officer jobs pay per year?

As of Sep 6, 2026, the average yearly pay for regional chief operating officer in Indiana is $143,879.00, according to ZipRecruiter salary data. Most workers in this role earn between $106,100.00 and $176,000.00 per year, depending on experience, location, and employer.

What is a regional chief operating officer?

Regional Chief Operating Officers (COOs) are senior executives responsible for overseeing the daily operations and performance of a company's business activities within a specific geographic region. They implement corporate strategies, manage regional teams, and ensure operational efficiency to meet organizational goals. Regional COOs often collaborate closely with other executives, monitor regional budgets, and adapt operations to local market demands. Their role is crucial in aligning regional performance with the overall objectives of the company.

How does a regional chief operating officer typically collaborate with other executive leaders to drive business objectives?

A Regional Chief Operating Officer (COO) works closely with other executive leaders, such as the CEO, CFO, and regional heads of departments, to ensure alignment between operational execution and overall business strategy. This often involves leading cross-functional meetings, setting regional performance targets, and resolving operational challenges that may impact multiple departments. COOs also play a key role in communicating regional needs and feedback to the corporate leadership, ensuring that local market dynamics are considered in strategic decisions. Effective collaboration is essential for driving efficiency, scaling best practices, and achieving regional growth targets.

What are the key skills and qualifications needed to thrive as a regional chief operating officer?

To thrive as a Regional Chief Operating Officer, you need extensive experience in operational leadership, strategic planning, financial management, and a relevant degree such as an MBA. Familiarity with enterprise resource planning (ERP) systems, data analytics tools, and industry-specific compliance certifications is typically required. Strong interpersonal skills, decisive leadership, and the ability to communicate vision across diverse teams distinguish top performers. These competencies ensure effective oversight, drive regional growth, and align operations with organizational goals.

What is the difference between Regional Chief Operating Officer vs Regional Operations Manager?

AspectRegional Chief Operating OfficerRegional Operations Manager
ResponsibilitiesOversees multiple regional divisions, sets strategic direction, and manages senior leadershipManages daily operations within a specific region, focusing on efficiency and performance
CredentialsTypically requires extensive experience in operations, leadership, and often advanced degreesRequires operational experience, often with relevant industry certifications
Work EnvironmentExecutive-level, strategic planning, cross-departmental collaborationOperational management, team oversight, process improvement
Industry UsageCommon in large corporations across various industriesUsed in companies with regional structures, especially in retail, logistics, and manufacturing

The Regional Chief Operating Officer and Regional Operations Manager roles differ mainly in scope and seniority. The COO focuses on strategic leadership across multiple regions, while the Operations Manager handles day-to-day regional operations. Both roles require operational expertise, but the COO's responsibilities are broader and more strategic.

What are the most commonly searched types of Chief Operating Officer jobs in Indiana?

The most popular types of Chief Operating Officer jobs in Indiana are:

What are popular job titles related to Regional Chief Operating Officer jobs in Indiana?

For Regional Chief Operating Officer jobs in Indiana, the most frequently searched job titles are:

What job categories do people searching Regional Chief Operating Officer jobs in Indiana look for?

The top searched job categories for Regional Chief Operating Officer jobs in Indiana are:

What cities in Indiana are hiring for Regional Chief Operating Officer jobs?

Cities in Indiana with the most Regional Chief Operating Officer job openings:

Regional Chief Operating Officer jobs near you
Infographic showing various Regional Chief Operating Officer job openings in Indiana as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 15% Part Time, 4% Contract, and 1% Nights. Highlights an 94% Physical, 3% Hybrid, and 3% Remote job distribution, with an average salary of $143,879 per year, or $69.2 per hour.

Chief Human Resources Officer

Barnes and Thornburg LLP

Indianapolis, IN • On-site

Full-time

Posted 15 days ago

Key responsibilities

  • Develop and execute the Firm's HR strategy in alignment with organizational goals.

  • Lead, develop, and manage the HR department team and oversee the department's budget.

  • Oversee business professional performance management, including reviews, offers, and separations.

Barnes & Thornburg rating

9.1

Company rating: 9.1 out of 10

Based on 7 frontline employees who took The Breakroom Quiz

9th of 35 rated law firms

Job description

Summary:
Under the direct supervision of the Chief Operating Officer, and in accordance with established Firm policies and procedures, the Chief Human Resources Officer (CHRO) provides strategic oversight and leadership for all functions of Human Resources, including business professional recruiting, performance management, compensation and benefits, employee relations, HRIS, policy development and compliance. The CHRO leads and manages the HR department team and works in close partnership with the Chief of Staff and other C-suite leaders on strategic initiatives that advance the Firm's goals.
Responsibilities:
  • Develop and execute the Firm's HR strategy in alignment with the overall strategic direction of the organization, serving as a strategic HR business advisor to the Chief of Staff, Chief Operating Officer and other C-suite leaders on enterprise-wide initiatives, workforce planning, and organizational matters.
  • Lead, develop, and manage the HR department team; foster a high-performing, collaborative team culture; and manage the department's annual operating budget to ensure effective allocation of resources.
  • Oversee business professional performance management, including the annual review processes, offers of employment, and separations in partnership with appropriate managers, C-suite leaders and legal counsel as needed. Oversee the separation process for non-partner legal talent in coordination with the CLPO.
  • Develop and implement a comprehensive total rewards strategy for business professionals, including compensation and benefits plan design, administration, vendor management, benchmarking, internal equity analysis, merit increases, wellness initiatives, and leave of absence programs.
  • Provide strategic oversight of the Firm's HR information systems, including system selection, vendor relationship management, security, integrations, upgrades, data reporting and analytics capabilities.
  • Develop and update Firm workforce policies and business professional job descriptions in partnership with the Firm's General Counsel, Chief of Staff and appropriate C-Suite leaders, recommending revisions as needed to align with business needs, market standards, best practices, and legal requirements.
  • Ensure compliance with applicable federal, state, and local employment laws and regulations; oversee required regulatory reporting, HR data analytics, and annual training requirements; respond to EEOC, ADA, workers' compensation, and unemployment claims; and partner with the Firm's General Counsel and Labor Counsel on employment matters as needed.
  • Other duties as assigned.

Reasonable Accommodation:
  • The Firm will make reasonable accommodations to enable qualified individuals with disabilities to perform the essential functions of this position. Accommodations may be requested by contacting Human Resources.

Qualifications:
  • A BS/BA degree in Human Resources Management, Business, or a related field of study. MBA or MA/MS in human resources or a related field preferred.
  • 15 + years of progressive HR experience, with at least five years of executive HR leadership experience in a multi-state or global organization.
  • SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification preferred.
  • Experience working in a law firm or professional services organization preferred.
  • Experience across multiple functional areas of Human Resources (recruiting, compensation, benefits, employee relations, training and development, performance management) sufficient to effectively lead and develop a team of functional leaders.
  • Strong experience leading and managing a multi-layer team with demonstrated ability to develop talent and build organizational capability.
  • Excellent verbal, written, and presentation communication skills.
  • Strong conflict resolution, change management, analytical, and problem-solving skills.
  • Thorough knowledge of federal, state, and local labor and employment laws and regulations.
  • Knowledge of and experience with varied human resource information systems, human capital management systems, applicant tracking systems, and performance management systems.
  • Proficient with Microsoft Office applications (Word, Excel, PowerPoint, Outlook, and Teams).
  • Ability to organize and prioritize key performance objectives and daily leadership duties.
  • Strong interpersonal skills necessary to communicate effectively with attorneys, business professionals, and clients, providing information with courtesy and tact while safeguarding confidentiality.

Working Conditions:
  • Work occasionally requires more than 40 hours per week to perform the essential duties of the position.
  • Onsite office work required; position preferably sits in Indianapolis, Indiana with travel to other Firm locations as needed.
  • Normal law office environment with little exposure to excessive noise, dust, temperature, and the like.

Equal Employment and Opportunity Statement:
Barnes & Thornburg is committed to equal employment opportunity in both principle and as a matter of policy. We will recruit, hire, train, promote, compensate and provide benefits to all applicants and employees without regard to ancestry, sex, race, color, ethnicity, national origin, gender, age, religion, religious creed, mental and/or physical disability, medical condition, military and/or veteran's status, genetic information, marital status, sexual orientation, gender identity and/or expression, or any other basis protected by applicable federal, state and local laws. This policy applies to all recruiting, hiring, promotions, upgrades, layoffs, compensation, benefits, terminations and all other privileges, terms and conditions of employment. The firm complies fully with all federal, state and local equal employment opportunity laws.

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