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Senior Design Manager Jobs in Nebraska (NOW HIRING)

Orion Group

Senior Human Resources Manager

Omaha, NE · On-site

  • Medical

  • Dental

  • Retirement

  • PTO

This is a foundational leadership role: as the dedicated HR leader in the business, the Senior Human Resources Manager will design and stand up the people infrastructure - talent acquisition ...

Aligneddc

Manager, Architectural Design

Ord, NE

$80K - $108K/yr

  • Medical

  • Dental

  • Vision

  • Life

  • Retirement

  • PTO

Manager, Architectural Design Does the thought of joining one of the fastest-growing, privately ... Lead discussions, written and verbal, with Aligned senior leadership and Board of Directors

Orion Group

Senior Human Resources Manager

Omaha, NE · On-site

  • Medical

  • Dental

  • Retirement

  • PTO

This is a foundational leadership role: as the dedicated HR leader in the business, the Senior Human Resources Manager will design and stand up the people infrastructure - talent acquisition ...

Doane University Jobs and

Senior Creative Manager

Crete, NE

$52K - $57K/yr

  • Medical

  • Retirement

  • PTO

Position Information Position Title Senior Creative Manager Job Type Full Time - 12 months Division ... In addition, this position approves/guides the design process of externally created materials.

Doane University

Senior Creative Manager

Crete, NE · On-site

$52K - $57K/yr

  • Medical

  • Retirement

  • PTO

Position Details Position Information Position Title Senior Creative Manager Job Type Full Time - ... In addition, this position approves/guides the design process of externally created materials.

Cnx

Senior Project Manager

Omaha, NE · Hybrid

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

We combine human-centered design, powerful data, and strong tech to accelerate transformation at ... Senior Project Manager Location: Omaha, NE (Onsite - 5 days a week) We're looking for a results ...

Olsson

Senior Structural Engineer - Building Design

Omaha, NE · On-site

$96K - $130K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

As a Senior Structural Engineer on our North Central Facilities Engineering and Design team, you will manage the design production of projects by leading staff to complete projects in accordance with ...

Olsson

Senior Structural Engineer - Building Design

Omaha, NE · Hybrid

$96K - $130K/yr

As a Senior Structural Engineer on our North Central Facilities Engineering and Design team, you will manage the design production of projects by leading staff to complete projects in accordance with ...

Olsson

Senior Structural Engineer - Building Design

Lincoln, NE · On-site

$87K - $118K/yr

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

As a Senior Structural Engineer on our North Central Facilities Engineering and Design team, you will manage the design production of projects by leading staff to complete projects in accordance with ...

Olsson

Senior Civil Engineer - Site Design

Omaha, NE · On-site

  • Medical

  • Dental

  • Vision

  • Retirement

  • PTO

We engineer and design solutions that improve the world around us. As a company, we promise to ... Additionally, you will play an advisory role on challenging projects, provide project management ...

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Showing results 41-60

All JobsDesign JobsSenior Design Manager JobsSenior Design Manager Jobs in Nebraska

Senior Design Manager information

See Nebraska salary details

$63.8K

$136.8K

$187.8K

How much do senior design manager jobs pay per year?

As of Aug 15, 2026, the average yearly pay for senior design manager in Nebraska is $136,774.00, according to ZipRecruiter salary data. Most workers in this role earn between $120,637.00 and $160,536.00 per year, depending on experience, location, and employer.

How much does a senior design manager make?

A senior design manager typically earns between $100,000 and $160,000 annually, depending on industry, location, and experience. They often oversee design teams, require strong leadership skills, and may have expertise in design tools like Adobe Creative Suite or CAD software.

What is the difference between Senior Design Manager vs Design Director?

AspectSenior Design ManagerDesign Director
CredentialsBachelor's or Master's in Design, Architecture, or related field; experience in project managementSimilar educational background; often more extensive experience and leadership credentials
Work EnvironmentLeads design teams on multiple projects, collaborates with clients and stakeholdersOversees entire design departments, sets strategic vision, and manages senior teams
Industry UsageCommonly used in architecture, product, and interior design firmsTypically found in larger organizations with broader strategic responsibilities

The main difference between a Senior Design Manager and a Design Director lies in scope and strategic influence. Senior Design Managers focus on managing design teams and project execution, while Design Directors oversee overall design strategy and department leadership, often with higher-level responsibilities.

How does a senior design manager typically collaborate with cross-functional teams to drive project success?

As a Senior Design Manager, you will work closely with product managers, engineers, marketing, and other stakeholders throughout the design process. Effective collaboration involves facilitating design reviews, ensuring alignment between business objectives and creative direction, and proactively seeking feedback from multiple departments. You’ll often act as a bridge between the design team and other functions, translating technical or business requirements into actionable design solutions. This collaborative dynamic is essential for delivering cohesive, user-centered products and achieving shared project goals.

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

To thrive as a Senior Design Manager, you need advanced design expertise, leadership experience, and a strong portfolio, often supported by a degree in design or a related field. Familiarity with design tools like Adobe Creative Suite, Figma, and project management platforms such as Asana or Jira is typically required. Exceptional communication, team leadership, and stakeholder management skills set top performers apart. These abilities are crucial for delivering high-quality design solutions, leading creative teams, and aligning design objectives with business goals.

Is a senior design manager a stressful job?

A senior design manager role can be stressful due to responsibilities such as overseeing design teams, managing project deadlines, and coordinating with other departments. The level of stress often depends on workload, company culture, and project complexity, but strong leadership and time management skills can help mitigate it.

What is a senior design manager?

Senior Design Managers are experienced professionals who lead and oversee design teams within an organization. They are responsible for setting design strategies, managing multiple projects, mentoring designers, and ensuring that design outputs align with business objectives. Senior Design Managers collaborate with stakeholders across departments, drive innovation, and maintain high-quality standards in all design processes. Their role is crucial in bridging creative vision with practical execution, ensuring that projects meet both user needs and business goals.

What are popular job titles related to Senior Design Manager jobs in Nebraska?

For Senior Design Manager jobs in Nebraska, the most frequently searched job titles are:

What job categories do people searching Senior Design Manager jobs in Nebraska look for?

The top searched job categories for Senior Design Manager jobs in Nebraska are:

What cities in Nebraska are hiring for Senior Design Manager jobs?

Cities in Nebraska with the most Senior Design Manager job openings:

Senior Design Manager jobs near you
Infographic showing various Senior Design Manager job openings in Nebraska as of August 2026, with employment types broken down into 1% As Needed, 83% Full Time, 15% Part Time, and 1% Contract. Highlights an 93% Physical, 3% Hybrid, and 4% Remote job distribution, with an average salary of $136,774 per year, or $65.8 per hour.

Senior Human Resources Manager

Orion Group

Omaha, NE • On-site

Full-time

Medical, Dental, Retirement, PTO

Posted 8 days ago

Job description

Senior Human Resources Manager
Omaha, Nebraska
Reports to: Operating Company Vice President of Finance
Marick Mechanical
Role Overview
Marick Mechanical is seeking an entrepreneurial Senior Human Resources Manager to build and professionalize the entire human resources function from the ground up. Marick is a dynamic, fast-growing $50+ million mechanical services company with operations across numerous states and four distinct business units, and is investing in transformative leadership to reach a $100 million revenue goal over the next three to five years. This is a foundational leadership role: as the dedicated HR leader in the business, the Senior Human Resources Manager will design and stand up the people infrastructure - talent acquisition, compliance, compensation and benefits, performance management, and culture - that a company of this scale and ambition requires.
This role is for a builder. The ideal candidate is energized by the prospect of creating a function where little exists today, comfortable moving from strategy to hands-on execution, and eager to establish the systems, policies, and practices that will let Marick scale with discipline. Just as important, this leader will serve as a true partner to the operating company President, Vice President of Finance and senior leadership team - advising on organizational design, workforce planning, and leadership development while championing the values and culture that make Marick an employer of choice in the trades.
Core Responsibilities
HR Function Build-Out & Professionalization
Stand up and professionalize the human resources function from the ground up, creating the infrastructure to support disciplined, strategic growth.
  • Assess the current state of people practices and build the foundational HR infrastructure - systems, policies, processes, and documentation - required to support a multi-state, multi-business-unit organization.
  • Develop and implement a scalable HR strategy aligned with business goals, growth plans, and the path to $100 million in revenue.
  • Implement, and administer core people systems, including HRIS and performance management platforms, in collaboration with Finance and Operations.
  • Lead and support change management initiatives that reflect Marick's core values and mission.

Success looks like: A defined, well-documented HR function with the systems and processes in place to scale confidently, replacing ad hoc practices with repeatable, professional standards.
Strategic HR Leadership & Leadership Partnership
Serve as a trusted advisor to the President, Vice President of Finance and senior leadership team on the people decisions that drive the business.
  • Partner with the executive team on organizational design, succession planning, leadership development, and workforce planning.
  • Translate operational and growth priorities into clear people strategies and initiatives.
  • Support managers through coaching, conflict resolution, and team development.
  • Advise leadership on people risks, opportunities, and investments with a practical, business-first lens.

Success looks like: Leadership makes better, faster people decisions with HR as a genuine strategic partner rather than a back-office function.
Talent Acquisition & Retention
Build the recruiting and development engine that keeps field and office roles filled with strong talent.
  • Build a proactive recruiting strategy to support hiring needs across field and office roles (technicians, project managers, sales, and administrative staff).
  • Establish partnerships with local trade schools to attract emerging talent.
  • Create clear career paths, Individual Development Plans (IDPs), and performance management frameworks tailored to specific trades.
  • Develop distinct training and professional roadmaps for teammates, reducing turnover and positioning Marick Mechanical as the industry's top destination for talent.
  • Oversee onboarding, offboarding, and end-to-end employee lifecycle management.
  • Implement and oversee performance review processes, ensure compliance, and foster continuous performance improvement.

Success looks like: Reduced turnover, faster time-to-fill, and a growing pipeline of skilled talent drawn to Marick as an employer of choice.
Compliance & Risk Management
Protect the business with sound, well-documented employment practices across every jurisdiction Marick operates in.
  • Ensure adherence to federal, state, and local labor laws and regulations across all operational jurisdictions.
  • Manage employment-related policies, including workers' compensation, harassment prevention, and termination procedures.
  • Maintain and update HR policies, employee handbooks, and documentation to ensure legal and organizational compliance.

Success looks like: A compliant, well-documented employment environment with minimized people-related risk across all four states of operation.
Compensation & Benefits
Design competitive, sustainable rewards that attract and retain talent while supporting profitability.
  • Benchmark and design competitive compensation structures that attract, motivate, and retain talent while supporting company profitability.
  • Manage employee benefit programs - including health, dental, 401(k), PTO, and other perks - ensuring competitive and consistent offerings across branches.
  • Oversee payroll processes and HRIS systems in collaboration with Finance and Operations.

Success looks like: Compensation and benefits that are competitive, equitable across branches, and financially sustainable.
People Operations & Culture
Champion the culture and use data to drive continuous improvement in the employee experience.
  • Champion and embody Marick's company values, fostering a positive, team-oriented culture.
  • Establish and monitor HR KPIs - such as turnover, employee engagement, time-to-fill, and training hours - to inform decision-making.
  • Build the feedback and engagement mechanisms that keep leadership close to the health of the workforce.

Success looks like: A measurable, positive culture where people decisions are informed by data and aligned to Marick's values.
Qualifications
  • Proven experience in strategic HR leadership, preferably in multi-state, union operations.
  • Strong knowledge of federal, state, and local labor laws and compliance requirements.
  • Demonstrated success in talent acquisition, workforce planning, and retention strategies.
  • Experience implementing HRIS, performance management, and onboarding systems.
  • Excellent communication, leadership, and interpersonal skills.
  • Ability to develop and execute HR initiatives aligned with organizational goals.
  • Bachelor's degree required.

What Sets the Ideal Candidate Apart
  • Entrepreneurial mindset - genuinely excited by the prospect of building the HR function from the ground up rather than maintaining an established one.
  • A true partner to the leadership team, able to earn trust with the President, Vice President of Finance and senior leadership team and influence without relying on authority.
  • Comfortable moving fluidly between strategy and hands-on execution in a lean, decentralized environment.
  • Bias to action and the resourcefulness to "figure it out" with limited existing infrastructure.
  • Construction, trades, or field-services experience, and the credibility to partner with technicians and project managers as readily as with executives.
  • A builder's instinct for scalable, disciplined systems balanced with big-picture business awareness.

Why This Role
This role is ideal for an entrepreneurial HR leader who wants to make an immediate, lasting impact - someone who sees a blank canvas as an opportunity, not an obstacle. The Senior Human Resources Manager will build the people foundation for Marick Mechanical's next phase of profitable growth and become a core member of the leadership team shaping how the company scales.

Apply