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Vice President Operational Risk Jobs in Michigan

StockX

Vice President, Product

Detroit, MI

The VP will set long-term product strategy, align multi-product roadmaps to business goals, and ... Align senior leaders across Operations, Engineering, Marketing, Finance, Legal, and business units ...

StockX

Vice President, Product

Detroit, MI · On-site

The VP will set long-term product strategy, align multi-product roadmaps to business goals, and ... Align senior leaders across Operations, Engineering, Marketing, Finance, Legal, and business units ...

Learning Care Group

VP, Enterprise PMO

Novi, MI · On-site

... risk, and trade-offs at all times. * Strategic Initiative Management: Partner with ELT members and ... Partner with Operations, Finance, Legal, and Real Estate to ensure growth programs are delivered on ...

Learning Care Group

VP, Enterprise PMO

Novi, MI

... risk, and trade-offs at all times. * Strategic Initiative Management: Partner with ELT members and ... Partner with Operations, Finance, Legal, and Real Estate to ensure growth programs are delivered on ...

VDS Consulting Group

VP of Engineering

Detroit, MI · On-site

$173.40K - $223.50K/yr

The VP of Engineering will own product, process, and manufacturing engineering and partner with Operations, Supply Chain, and Commercial leadership to translate the value-creation roadmap into ...

Value Driven Solutions

VP of Engineering

Detroit, MI · On-site

$173.40K - $223.50K/yr

The VP of Engineering will own product, process, and manufacturing engineering and partner with Operations, Supply Chain, and Commercial leadership to translate the value-creation roadmap into ...

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Vice President Operational Risk information

See Michigan salary details

$47.7K

$141.3K

$234.8K

How much do vice president operational risk jobs pay per year?

As of May 28, 2026, the average yearly pay for vice president operational risk in Michigan is $141,349.00, according to ZipRecruiter salary data. Most workers in this role earn between $104,400.00 and $168,000.00 per year, depending on experience, location, and employer.

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

To thrive as a Vice President Operational Risk, you need deep expertise in risk management frameworks, regulatory compliance, and financial services operations, often supported by an advanced degree and relevant certifications like FRM or CRISC. Proficiency with risk assessment tools, data analytics platforms, and governance, risk, and compliance (GRC) systems is typical. Outstanding leadership, strategic thinking, and communication skills distinguish top performers in this role. These skills are essential for effectively identifying, mitigating, and communicating operational risks to protect the organization's reputation and financial stability.

How does a Vice President of Operational Risk typically collaborate with other departments to manage risk across the organization?

A Vice President of Operational Risk frequently works cross-functionally with departments such as compliance, internal audit, IT, and business operations to identify, assess, and mitigate potential risks. This collaboration often involves leading risk assessments, developing risk mitigation strategies, and ensuring consistent risk management practices across teams. Regular meetings, reporting, and training sessions help to align all departments with the organization's risk appetite and regulatory requirements. Such teamwork is essential for proactively addressing emerging risks and fostering a culture of risk awareness throughout the organization.

What does a Vice President of Operational Risk do?

A Vice President of Operational Risk is responsible for identifying, assessing, and mitigating risks that could impact an organization's operations. They develop risk management strategies, policies, and procedures to minimize losses due to system failures, fraud, human error, or external events. This role often involves collaborating with other departments, overseeing risk assessments, and ensuring compliance with regulatory requirements. Additionally, they may lead teams and report on risk exposures to senior management. The ultimate goal is to protect the organization's assets and reputation while supporting business objectives.

What is the difference between Vice President Operational Risk vs Risk Manager?

AspectVice President Operational RiskRisk Manager
CredentialsBachelor's/Master's in Finance, Risk Management, or related fields; certifications like FRM or CRM often preferredBachelor's degree in Finance, Risk Management, or related fields; certifications like FRM or CRM beneficial
Work EnvironmentStrategic, leadership-focused, overseeing risk policies across departmentsOperational, analyzing and managing specific risk areas within teams
Employer & Industry UsageCommon in banking, finance, and large corporations with complex risk frameworksFound across industries, including banking, insurance, and corporate sectors

The Vice President Operational Risk typically holds a senior leadership role, focusing on strategic risk oversight and policy development, while the Risk Manager handles day-to-day risk assessments and mitigation within specific areas. Both roles require relevant certifications and experience but differ mainly in scope and responsibility.

What are the most commonly searched types of Operational Risk jobs in Michigan? The most popular types of Operational Risk jobs in Michigan are:
What are popular job titles related to Vice President Operational Risk jobs in Michigan? For Vice President Operational Risk jobs in Michigan, the most frequently searched job titles are:
What job categories do people searching Vice President Operational Risk jobs in Michigan look for? The top searched job categories for Vice President Operational Risk jobs in Michigan are:
What cities in Michigan are hiring for Vice President Operational Risk jobs? Cities in Michigan with the most Vice President Operational Risk job openings:
Vice President Operational Risk jobs near you
Infographic showing various Vice President Operational Risk job openings in Michigan as of May 2026, with employment types broken down into 79% Full Time, 15% Part Time, 2% Temporary, 2% Contract, and 2% Nights. Highlights an 89% Physical, and 11% Remote job distribution, with an average salary of $141,349 per year, or $68 per hour.
Vice President, People & Culture

Vice President, People & Culture

C3 Industries

Ann Arbor, MI • On-site, Remote

Full-time

PTO

Posted 16 days ago

C3 Industries rating

5.8

Company rating: 5.8 out of 10

Based on 6 frontline employees who took The Breakroom Quiz

21st of 29 rated cannabis dispensaries

Job description

JOB SUMMARY:
The Vice President, People & Culture is responsible for leading and evolving the enterprise Human Resources function in support of C3 Industries' multi-state retail, cultivation/facilities, and corporate operations. This role serves as a strategic business partner to executive leadership and is accountable for workforce planning, HRIS and data governance, benefits strategy and cost management, labor relations, talent acquisition, compliance, compensation strategy, and organizational development. The Vice President will elevate administrative discipline, financial alignment, and operational rigor across the HR function while maintaining strong partnership across the business.
JOB DUTIES:
Core duties and responsibilities include the following. Other duties may be assigned.
  • Monitor, analyze, and update C3 Industries' strategies and policies in response to evolving labor market trends - both within the cannabis sector and across broader industries - including areas such as remote work, hybrid work models, compensation, benefits, PTO, and AI in the workplace.
  • Enhance HR process efficiency by driving standardization, automation, and clearly defined service-level expectations.
  • Lead and continuously enhance the enterprise Human Resources operating model across retail, facilities, and corporate teams to ensure consistent, scalable, and high quality execution.
  • Lead workforce planning and labor cost forecasting to align staffing plans with financial targets and operating needs.
  • Build and maintain executive level workforce dashboards (turnover, hiring velocity, labor costs, engagement, compliance risk).
  • Oversee HRIS strategy, system automation, reporting integrity, and data governance.
  • Negotiate and manage company wide benefits strategy, broker carrier relationships, and cost modeling.
  • Provide strategic leadership in union engagement and collective bargaining to support stable operations and compliant outcomes.
  • Ensure multi-state compliance, audit readiness, and consistent policy enforcement.
  • Design and govern compensation strategies including pay structures and market benchmarking, aligned to business needs and negotiated agreements.
  • Build structured talent acquisition pipelines and succession planning across all functions.
  • Managed Human Resources budget and align HR initiatives with enterprise financial performance.
  • Build and coach a high-performing HR leadership team with clear roles, accountability, and development plans
  • Champion culture and organizational effectiveness through leader communication, manager capability, and consistent employee experience across sites.

SUPERVISORY RESPONSIBILITIES:
Directly oversees the HRIS Director, Director of Field HR, and Director of Talent Acquisition, while managing key external HR vendor relationships. Responsible for building and maintaining a high-performing, well-structured HR team.
JOB REQUIREMENTS:
  • Bachelor's degree in HR, Business, or related field; advanced degree preferred.
  • PHR, SPHR or other HR certification, strongly preferred.
  • 10+ years of progressive HR experience with 5+ years in senior leadership.
  • Experience in multi-state, highly regulated environments preferred.
  • Demonstrated experience with union negotiations and labor strategy.
  • Experience managing benefits negotiations and cost governance.
  • Strong financial acumen with ability to align HR strategy to EBITDA and operational goals.
  • Deep knowledge of employment law and compliance best practices.
  • Strong executive presence with ability to partner effectively at both Vice President and C suite levels.
  • Strong (and current) knowledge of all laws and regulations pertaining to employment & labor laws.
  • Strong results- orientation and commitment to quality, performance and deliverables.
  • Working knowledge of HRIS systems and comfortable learning new systems.
  • Effective multi-tasker with demonstrated ability to prioritize.
  • Demonstrate strong oral and written communication skills; ability to correspond in a professional, businesslike manner.
  • This role requires the ability to travel as needed and pass applicable background check requirements.

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