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Subsidiary President Jobs (NOW HIRING)

Emery Sapp & Sons, Inc

VP of Administration

Columbia, MO · On-site

Vice President, Administration (Marketing, HR & Talent Development) Location: Columbia, MO Reports ... As a proud subsidiary of ESS Companies, ESS is a leading heavy civil contractor with a field-first ...

OmniCable

Senior Vice President, Sales

West Chester, PA · On-site

Senior Vice President, Sales | OmniCable Our Opportunity: OmniCable, LLC (OmniCable) is one of the ... OmniCable is a subsidiary of Dot Family Holdings. Our employees are all working towards the same ...

Grant Associates

Vice President Operations

Vice President, Operations Who We Are Our employees consistently rate Grant Associates as a great ... Grant Associates is a wholly-owned subsidiary of Advanced Personnel Management (APM) Group, a ...

RENK America

Vice President Finance

Muskegon, MI

RENK subsidiary and acts as the primary financial interface with the German parent company. This ... The VP of Finance supports the U.S. CEO/Managing Director & COO/Managing Director while ensuring ...

TECO

VP Finance

Tampa, FL

Title: VP Finance Company: Tampa Electric Company State and City: Florida - Tampa Shift: 8 Hr. X 5 ... Tampa Electric is a subsidiary of Emera Inc., a geographically diverse energy and services company ...

TECO

VP Finance

Tampa, FL · On-site

Title: VP Finance Company: Tampa Electric Company State and City: Florida - Tampa Shift: 8 Hr. X 5 ... Tampa Electric is a subsidiary of Emera Inc., a geographically diverse energy and services company ...

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Subsidiary President information

See salary details

$29.5K

$187K

$368.5K

How much do subsidiary president jobs pay per year?

As of Jun 13, 2026, the average yearly pay for subsidiary president in the United States is $186,961.00, according to ZipRecruiter salary data. Most workers in this role earn between $115,000.00 and $261,500.00 per year, depending on experience, location, and employer.

Is EVP considered C level?

An Executive Vice President (EVP) is typically considered a C-level executive or part of the senior executive team, but not always classified as a C-suite officer like a CEO or CFO. The specific designation can vary by company, but EVPs generally hold high-level leadership roles with significant strategic responsibilities.

What is a subsidiary president?

A subsidiary president is a senior executive responsible for overseeing the operations, strategy, and performance of a subsidiary company within a larger corporate structure. They typically manage staff, ensure compliance with corporate policies, and work closely with the parent company's leadership. Strong leadership, industry knowledge, and management skills are essential for this role.

What is the difference between Subsidiary President vs Regional Manager?

AspectSubsidiary PresidentRegional Manager
ResponsibilitiesOversees entire subsidiary operations, strategic planning, and executive decision-makingManages regional sales, operations, and team performance within a specific geographic area
CredentialsTypically requires advanced degrees (MBA, related fields), extensive industry experienceOften requires relevant experience in sales or operations, with managerial skills
Work EnvironmentExecutive office, high-level meetings, strategic planning sessionsRegional offices, client sites, team management
Industry UsageCommon in multinational corporations, large subsidiariesWidely used in retail, manufacturing, and service industries

The Subsidiary President focuses on overall subsidiary leadership and strategic direction, while the Regional Manager concentrates on regional operations and team management. Both roles require leadership skills, but the Subsidiary President operates at a higher strategic level within the company's hierarchy.

What are Subsidiary Presidents?

Subsidiary Presidents are senior executives responsible for leading and managing a branch or division of a larger parent company. They oversee all operations within their subsidiary, including setting strategic directions, managing budgets, ensuring profitability, and aligning the subsidiary’s goals with the parent company’s objectives. In addition to their operational duties, Subsidiary Presidents represent the subsidiary to stakeholders, foster relationships with clients and partners, and ensure compliance with both local and corporate policies. Their role requires strong leadership, business acumen, and the ability to adapt corporate strategies to local markets.

What are the main challenges a Subsidiary President typically faces in aligning the subsidiary’s strategy with the parent company’s objectives?

Subsidiary Presidents often navigate the complex task of balancing local market demands with the strategic direction set by the parent company. They must ensure that the subsidiary’s operations, goals, and culture are compatible with the broader organizational vision, which can involve adapting global strategies to fit regional regulations and cultural expectations. Effective communication and negotiation skills are vital, as is building strong relationships with both local teams and headquarters to foster alignment and drive performance. This role also requires agility in responding to shifting market conditions while upholding the parent company’s standards and expectations.

How much does a president of a company get paid?

The salary of a subsidiary president varies widely depending on the company's size, industry, and location, but it typically ranges from $100,000 to over $300,000 annually. Executive compensation may also include bonuses, stock options, and other benefits, reflecting the level of responsibility and experience required for the role.

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

To thrive as a Subsidiary President, you need extensive leadership experience, strategic business acumen, and a relevant advanced degree such as an MBA. Familiarity with enterprise management systems, financial reporting tools, and regulatory compliance frameworks is typically required. Exceptional communication, decision-making, and stakeholder management skills distinguish top performers in this position. These competencies are crucial for driving subsidiary growth, ensuring operational excellence, and aligning local objectives with the parent company's vision.

Is group president higher than CEO?

A group president typically reports to the CEO and is responsible for overseeing specific divisions or regions within a company. The CEO holds the highest executive position, making the group president subordinate in the corporate hierarchy. The exact structure can vary depending on the company's size and organization.
What job categories do people searching Subsidiary President jobs look for? The top searched job categories for Subsidiary President jobs are:
Subsidiary President jobs near you
Infographic showing various Subsidiary President job openings in the United States as of June 2026, with employment types broken down into 1% As Needed, 94% Full Time, and 5% Part Time. Highlights an 91% Physical, 4% Hybrid, and 5% Remote job distribution, with an average salary of $186,961 per year, or $89.9 per hour.
VP of Administration

VP of Administration

Emery Sapp & Sons, Inc

Columbia, MO • On-site

Full-time

Posted 26 days ago

Emery Sapp & Sons rating

6.3

Company rating: 6.3 out of 10

Based on 8 frontline employees who took The Breakroom Quiz

Job description

Vice President, Administration

(Marketing, HR & Talent Development)

Location: Columbia, MO
Reports To: Senior Executive Vice President, Emery Sapp & Sons

About Emery Sapp & Sons (ESS)
We're not just building roads, bridges, and sites-we're building an ownership-driven culture where every employee-owner has a stake in what comes next. As a proud subsidiary of ESS Companies, ESS is a leading heavy civil contractor with a field-first mindset and a relentless focus on people, performance, and long-term value.
Driven by our ownership mindset, we operate with grit, accountability, and a shared commitment to doing things the right way.

Why This Role Matters
This role is the bridge between our people, our story, and our future.

The VP, Administration (Marketing, HR & Talent Development) ensures ESS has the talent, leadership, and brand clarity to scale-without losing what makes us who we are. You'll align three critical functions-Marketing, HR, and Talent Development-into a unified force that supports operations, strengthens culture, and drives growth.

This role operates at a strategic level-setting direction, aligning priorities, and elevating impact-while empowering strong functional leaders to own execution within their respective areas.

This isn't a back-office role. It's a field-impact role.
You'll partner closely with operations and ESSC enterprise leadership to ensure our people are developed, our message is clear, and our systems support the pace and complexity of the business.

What You'll Own
Operational & Enterprise Alignment

  • Serve as the primary connector between ESS operations and the Marketing, HR, and Talent Development functions
  • Partner directly with ESS leadership to ensure support functions are aligned with field needs and business priorities
  • Remove friction between teams-keeping decisions practical, timely, and grounded in reality
  • Translate enterprise (ESSC) strategy into execution that works at the subsidiary level
  • Ensure alignment with ESSC standards and initiatives without disrupting operational momentum

Marketing | Brand, Communication & Growth Support

  • Lead ESS marketing strategy to support recruiting, retention, and project pursuits
  • Ensure brand consistency while keeping messaging grounded in field reality
  • Oversee internal and external communications, including employee-owner engagement
  • Partner with operations and business development to align messaging with real work and real wins
  • Guide a high-performing marketing team with clear priorities and accountability

Human Resources | People Strategy & Support Systems

  • Set direction for HR strategy across workforce planning, employee relations, and compliance
  • Ensure HR is a value-add partner to operations-not a bottleneck
  • Lead initiatives that strengthen employee-owner experience from hire to retire
  • Drive consistency in HR practices while allowing flexibility for operational needs
  • Partner with leadership on organizational design, succession planning, and performance management

Talent Development | Build the Bench

  • Establish and scale training and development programs (craft, foreman, leadership)
  • Ensure development efforts are practical, field-relevant, and tied to business outcomes
  • Partner with operations to identify gaps and build programs that close them
  • Create clear pathways for growth across roles and levels
  • Measure effectiveness-participation is not success, impact is

Leadership & Team Development

  • Lead, coach, and develop Directors across Marketing, HR, and Talent Development, ensuring clarity of direction while maintaining autonomy in execution
  • Build strong leaders who can operate independently and in alignment
  • Establish clear rhythms (meetings, reporting, priorities) that drive accountability without friction
  • Foster a culture of ownership, trust, and high standards across teams
  • Operational Partnership
  • Work shoulder-to-shoulder with operations leaders to ensure support functions are aligned with field needs
  • Bring practical solutions-not theory-to real operational challenges
  • Maintain a consistent pulse on field sentiment and adjust approach accordingly

What Success Looks Like

  • Marketing, HR, and Talent Development operate as one aligned system-not three separate functions
  • Operations leaders view these teams as essential partners to performance
  • Recruiting and retention improve with clear connection to brand and culture
  • Leadership bench strengthens across all levels of the organization
  • Training programs are adopted, respected, and tied to measurable outcomes
  • Communication is clear, consistent, and grounded in reality-not corporate noise

What You Bring
Experience

  • 10+ years of progressive leadership experience, ideally within construction or a similar field-driven industry
  • Proven ability to lead multiple functions and align them to business outcomes
  • Experience operating in a fast-paced, growth-oriented environment

Leadership Style

  • Field-first mindset-you understand where the real work happens
  • Coach and builder of people, not just a manager of functions
  • High ownership, low ego-focused on outcomes over credit
  • Able to balance enterprise alignment with local execution

Capabilities

  • Strong communicator-clear, direct, and adaptable to the audience
  • Strategic thinker who can also execute at ground level
  • Systems-oriented but practical-build what works, not what looks good on paper
  • Financial and operational awareness-understands impact beyond the function

Why ESS
Ownership isn't a tagline here-it's how we operate.


You'll have the opportunity to shape how we grow our people, tell our story, and build the next generation of leaders across a $1B+ business. This role sits at the intersection of culture, performance, and scale-and will directly influence where ESS goes next.


If you're wired to build, align, and lead from the front-we'd like to talk.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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