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Vp Retail Jobs in Michigan (NOW HIRING)

UNITED BANK OF MICHIGAN GROUP

VP, Branch Officer

Holland, MI · On-site

$15.50 - $21/hr

The VP Branch Officer position is a fundamental position at United Bank. Branch Officers have the ... You are responsible for areas of compliance related to retail and branch operations and you may ...

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All JobsVp Retail JobsVp Retail Jobs in Michigan

Vp Retail information

See Michigan salary details

$37.9K

$137.3K

$241.9K

How much do vp retail jobs pay per year?

As of Aug 30, 2026, the average yearly pay for vp retail in Michigan is $137,304.00, according to ZipRecruiter salary data. Most workers in this role earn between $100,200.00 and $165,600.00 per year, depending on experience, location, and employer.

What does a VP of Retail do?

A VP of Retail oversees the operations, strategy, and performance of a retail company or division. They are responsible for managing store operations, developing sales strategies, optimizing customer experience, and leading retail teams. This executive role also involves analyzing market trends, setting revenue targets, and ensuring that the company meets its business objectives. Additionally, they collaborate with other departments such as marketing, merchandising, and supply chain to drive growth and profitability.

What are the key skills and qualifications needed to thrive as a VP of Retail?

To thrive as a VP of Retail, you need strong leadership abilities, deep knowledge of retail operations, and significant experience in sales strategy and team management, often backed by a relevant degree such as business administration. Familiarity with point-of-sale systems, inventory management software, and data analytics tools is typically required, along with experience in budgeting and forecasting. Excellent communication, strategic thinking, and the ability to inspire and drive change are key soft skills for success in this role. These skills and qualities are vital for maximizing store performance, ensuring operational efficiency, and effectively leading large retail teams in a competitive market.

What are some common challenges a VP of Retail faces when managing multiple store locations?

A VP of Retail often encounters challenges such as ensuring consistent customer experiences across diverse locations, managing varying regional market trends, and aligning local operations with the company's overall strategic goals. Effective communication and strong leadership are essential, as the role typically involves collaborating with store managers, merchandising teams, and corporate leadership. Staying adaptable and proactive in addressing supply chain disruptions, staff training needs, and evolving consumer preferences is key to success in this role.

What is the difference between Vp Retail vs Retail Manager?

AspectVp RetailRetail Manager
Required CredentialsBachelor's degree, experience in retail leadership, strategic planning skillsHigh school diploma or bachelor's degree, retail experience, customer service skills
Work EnvironmentCorporate office, multiple store oversight, strategic planningStore level, direct customer interaction, daily operations management
Employer & Industry UsageRetail chains, large retail corporationsIndividual retail stores, regional retail outlets
Common Search & ComparisonStrategic leadership, executive roles in retailOperational management, store performance

The Vp Retail typically holds a higher-level, strategic role overseeing multiple stores or regions, focusing on long-term growth and corporate goals. In contrast, a Retail Manager manages daily store operations, staff, and customer service at a single location. Both roles require retail experience, but the Vp Retail's responsibilities are broader and more strategic.

What are the most commonly searched types of Retail jobs in Michigan?

The most popular types of Retail jobs in Michigan are:

What are popular job titles related to Vp Retail jobs in Michigan?

For Vp Retail jobs in Michigan, the most frequently searched job titles are:

What job categories do people searching Vp Retail jobs in Michigan look for?

The top searched job categories for Vp Retail jobs in Michigan are:

Vp Retail jobs near you
Infographic showing various Vp Retail job openings in Michigan as of August 2026, with employment types broken down into 63% Full Time, 36% Part Time, and 1% Contract. Highlights an 98% Physical, 1% Hybrid, and 1% Remote job distribution, with an average salary of $137,304 per year, or $66 per hour.

Vice President, People & Culture

Ann Arbor, MI • On-site

C3 Industries
Offices of Health Practitioners • 51 - 200 employees

5.8

Company rating: 5.8 out of 10

Based on 6 frontline employees who took The Breakroom Quiz

24th of 33 rated cannabis dispensaries

Great coworkers

Learn new skills

Learn more about C3 Industriesexternal

$120 - $160/hr

Other

PTO

Re-posted 19 days ago

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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