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Vp Software Development Jobs in Tennessee (NOW HIRING)

Airliquidehr

Vice President Bulk Sales

Jackson, TN

R10088847 Vice President Bulk Sales (Open) Location: Kennesaw, GA (SAF) - Management How will you ... Sales objectives will be achieved through the development of strategic growth initiatives for both ...

Campbellsville

The Vice President will provide disciplined leadership in evaluating, prioritizing, and ... Support development of new workforce-ready programs, certificates, microcredentials, and ...

Ingram Content Group

VP, Application Services

La Vergne, TN

$171K - $220K/yr

Ingram Content Group (ICG) is hiring a VP Application Services join our IT team in our LaVergne, TN ... Plans and leads development of new software and/or product enhancements. * Evaluates technical ...

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All JobsVp Software Development JobsVp Software Development Jobs in Tennessee

Vp Software Development information

See Tennessee salary details

$136.6K

$167.9K

$188.8K

How much do vp software development jobs pay per year?

As of Jun 22, 2026, the average yearly pay for vp software development in Tennessee is $167,909.00, according to ZipRecruiter salary data. Most workers in this role earn between $156,600.00 and $180,600.00 per year, depending on experience, location, and employer.

How does a VP of Software Development typically balance strategic leadership with day-to-day technical oversight?

As a VP of Software Development, you are expected to set the long-term technological vision while also staying involved in the team's day-to-day operations. This often means collaborating closely with engineering leads, product managers, and executive leadership to align software initiatives with business goals. While much of your time will be spent on high-level planning, budgeting, and mentoring, you will also need to maintain visibility into ongoing projects, address roadblocks, and ensure best practices are followed across teams. Successfully balancing these responsibilities requires strong communication, delegation, and a deep understanding of both technical and business priorities.

What is the difference between Vp Software Development vs Software Engineering Manager?

AspectVp Software DevelopmentSoftware Engineering Manager
ResponsibilitiesOversees multiple development teams, sets strategic goals, manages budgetsManages software engineering teams, oversees project execution, ensures technical quality
Required CredentialsBachelor's/Master's in CS or related, extensive experience, leadership skillsBachelor's/Master's in CS or related, several years of engineering management experience
Work EnvironmentExecutive-level, strategic planning, cross-department collaborationTechnical team management, project delivery, technical mentorship

The Vp Software Development typically holds a higher strategic and leadership role, overseeing multiple teams and aligning development with business goals. The Software Engineering Manager focuses more on managing engineering teams, project execution, and technical quality. Both roles require strong technical backgrounds, but the Vp is more involved in strategic planning and executive decision-making.

What does a VP of Software Development do?

A VP of Software Development is responsible for overseeing the software development teams, setting technical direction, and ensuring that projects align with the company’s strategic goals. They manage senior engineering staff, collaborate with other departments, and help define best practices for software architecture and development processes. Additionally, they are involved in hiring, mentoring, and evaluating developers while ensuring timely delivery of high-quality software products.

What are the key skills and qualifications needed to thrive as a VP of Software Development, and why are they important?

To thrive as a VP of Software Development, you need deep expertise in software engineering, team leadership, and strategic project management, often backed by a degree in computer science or a related field. Familiarity with modern development frameworks, cloud platforms, agile methodologies, and tools like Jira or GitHub is typically expected. Exceptional communication, vision, and the ability to inspire and mentor teams set outstanding leaders apart in this role. These skills ensure the successful delivery of high-quality software products, alignment with business goals, and the development of high-performing engineering teams.
What are the most commonly searched types of Software Development jobs in Tennessee? The most popular types of Software Development jobs in Tennessee are:
Vp Software Development jobs near you

Vice President Human Resources

Educational Media Foundation - K-LOVE & Air1

Franklin, TN • On-site

Full-time

Posted 13 days ago

Job description

Overview
Inspiring people to move closer to Jesus.
To be the most trusted source of compelling media, linking people everywhere to the hope of Christ.
Bold Faith: We pursue God-sized dreams through God-honoring obedience and humility. (Micah 6:8)
Innovative Spirit: We seek new ways to fulfill our mission for God's glory. (Isaiah 43:19)
Grateful Stewardship: To whom much is given, much is required. (1 Peter 4:10)
Team First: We commit to each other in love - honoring one another as we serve the Lord. (Romans 12:10)
Audience Focus: We reach more people for Christ in more ways. (Mark 16:15)
Steadfast Integrity: In all we do, we strive to remain above reproach. (1 Timothy 3:2)
Kingdom Excellence: We bring our best for God and each other. (Colossians 3:23)
Reporting to and partnering with the Chief Legal Officer, the Vice President Human Resources (VP HR) provides leadership through people impact, communication and Ministry initiatives, organizational development, and change management. The VP HR is a key leader helping to establish, communicate, and accomplish the Ministry's vision. The VP HR serves the CLO, CEO, the Board of Directors, and Ministry Team Leadership team (MLT) in fulfilling this role including: (1) development and implementation of People strategies and (2) leadership and organizational development initiatives (3) establishment and implementation of employment and people practices, (4) operational excellence and (5) compliance with policy, procedure, and employment practices and payroll.
  • Knows with whom, how, when, and what to communicate. Communication is flavored with grace, respect, and humility. Listens well and willingly receives and applies feedback.
    • Relationships: the ability to relate to others in a way that brings out the best in individuals, groups, and the Ministry as a whole.
    • Results: the ability to think and plan strategically and translate that thinking into sustained results.
    • Health: the ability to maintain capacity and openness to God's leading by staying physically, emotionally, and spiritually healthy.
  • Sees with a future focus beyond daily operations to establish and articulate vision and develop creative solutions. Obtains information and identifies key issues and relationships relevant to achieving a long-range goal or vision; commits to a course of action to accomplish a long-range goal or vision after developing alternatives based on logical assumptions, facts, available resources, constraints, and organizational values.
  • Inspires and motivates others to take action.
  • The employee is regularly required to sit; use hands to finger, handle, feel, and talk or hear. The employee is regularly required to reach with hands and arms. The employee is regularly required to stand and walk. The employee is frequently required to verbally communicate one on one and in group settings. The employee must regularly lift and/or move up to 25 pounds and be willing to travel as required
  • The employee is regularly in a typical office environment with adequate light and moderate noise levels. Employee to employee interaction in person, over the telephone, and/or via computer is high. Employee to public interaction in person, over the telephone, and/or computer is moderate. The employee will occasionally engage in public speaking.

Responsibilities
  • Contribute to long term planning and vision implementation through identification of HR strategic initiatives, succession planning, work force development, organizational and performance management, training and development and legal compliance collaboration, while preserving K-LOVE's reputation for integrity and excellence.
  • Proactively influence our Ministry, leading by example in demonstrating collaboration, empowerment, innovation, creativity, service, and a lifestyle consistent with the Christ-Centered Life Covenant, while being a faithful witness on and off the job of K-LOVE's mission to communicate the Gospel through mass media, and to lead as many people as possible toward salvation and spiritual growth.
  • Engage on people, HR, legal issues, Pastoral Care, trends, and changes in strategic initiatives and delivery.
  • Collaborate closely with leadership and Ministry departments to ensure alignment and shared accountability.
  • Manage human resources, talent acquisition, and learning and development, including goals, timelines, budgets, communication, performance metrics, and celebration of results.
  • Assess and report on performance against annual plans and Ministry-wide strategic objectives.
  • Provide mentoring and developing a highly competent and responsive HR team, ensuring alignment of goals and Ministry initiatives with K-LOVE's mission and culture. Foster a service environment where communication, risk management, HR best practices, and biblical values go hand in hand with creative and solution-oriented partnerships, ensuring the best fulfillment of the Ministry's mission.
  • Identify critical business issues and develop appropriate strategies to address them. Challenge the status quo and explore innovative and relevant ways to achieve results.
  • Ensure implementation of HR initiatives (in-line with overall strategic plan), ensuring team members are equipped and resources are aligned.
  • Review, recommend, and ensure implementation of HR policies and practices that integrate biblical values, cultural alignment, flexibility, and legal compliance.
  • Lead compensation and benefits philosophy, strategy, and administration in alignment with long-term organizational goals.
  • Oversee hiring and talent acquisition strategies in partnership with hiring managers to ensure alignment with Ministry calling, culture, and professional excellence.

  • Strengthen leadership bench depth and succession readiness. Serve as the visionary and champion for organizational learning and knowledge management. Develop high-potential talent identification, development, and retention strategies.
  • Develop a culture for organizational learning. Identify current and future workforce needs and develop strategies for development and/or redeployment of current and future resources. Develop, implement, and manage learning and development across the Ministry.
  • Develop and sustain enterprise-wide succession planning programs to preserve critical knowledge and fuel innovation and growth.

  • Work with all leaders to develop programs and Ministry initiatives to reinforce culture through experiences, celebrations, and storytelling.
  • Refine and continuously improve internal communications to be highly effective within our cultural framework of transparency, excellence, and biblical values.
  • Design, implement, and manage best practices for highly performing distributed teams.
  • Ensure team members are informed, connected, and engaged through multiple channels, including in-person meetings and K-LOVE's internal online platform.

  • Partner with legal to ensure K-LOVE complies with all regulatory requirements, local, state, and federal laws.
  • Oversee hiring, employee management, and separation practices consistent with legal and biblical standards.
  • Positively represent the Ministry internally as well as externally.
  • Advise Chief Legal Officer on policies to ensure compliance.

  • Recruit, develop, and mentor a highly competent, responsive and mission-aligned People team.
  • Foster a learning environment where training, risk management, operational best practices, and biblical values go hand in hand with creative and entrepreneurial solution that best fulfill the Ministry's mission.
  • Provide functional day-to-day leadership to human resources.
  • Demonstrate the qualities of a life-time learner in the disciplines relevant to effectively lead and perform job duties by taking personal responsibility for professional development and training.

  • Actively participate and contribute to Ministry wide initiatives and projects like Gratitude Fest, Daily Prayer, All Team Meetings, All Team Celebrations and others as announced. These initiatives, and others, are key components of the Ministry, our culture and more fun to do together!
  • Support and contribute to Ministry endeavors by following employment policies and practices and supporting a safe and healthy work environment. Specifically, follow K-LOVE's Injury Prevention and Safety program, support and maintain safety standards, and participate in safety training.
  • Perform other duties as assigned.
  • Job responsibilities are subject to review and change.

Qualifications
Bachelor's degree required; advanced degree preferred in Human Resources, Organizational Development, Business Administration, Leadership, Theology, or a related field.
  • Minimum of 10+ years of progressive leadership experience in human resources, people strategy, or organizational leadership, including senior leadership experience.
  • Experience working as a true business partner to leadership of a multi-state entity. Strong understanding of employment law, regulatory compliance, compensation, benefits, and HR operations.
  • Demonstrated experience leading people strategy in a mission-driven, faith-based, nonprofit, or complex values-centered organization preferred.
  • Experience working in leadership; proven ability to contribute to global strategic initiatives as well as implementation of relevant cross-departmental goals and objectives, including measurements/metrics and the successful management, mentoring and training of staff.
  • Proven track record of leading organizational change, culture transformation, leadership development, and succession planning.
  • Strong analytical skills and experience interpreting a strategic vision into human resources models. Skill and experience in examining, developing, and evaluating strategic initiatives.
  • Knowledge of federal, state, and local employment laws.
  • A collaborative and flexible style, with strong service mentality. Need to be seen as a team player.
  • A hands-on leader with integrity and a desire to work in a dynamic, mission driven environment.
  • Excellent interpersonal skills with the ability to develop sincere business/Ministry relationships.
  • Strong written and verbal communication and presentation skills. Ability to speak in culturally relevant language; relates well to board of directors, team members, and multiple stakeholders.
  • Experience working with or supporting Boards of Directors and executive leadership teams

Certifications (Preferred but not required)
  • SHRM-SCP, SPHR, or equivalent senior-level HR certification.
  • Executive coaching, change management, or organizational development credentials.
  • Must pass a pre-employment reference and background scree
  • Proof of legal authorization to work in the United States required upon hire.
  • Must agree with K-LOVE Christ-Centered Life Covenant and Statement of Faith.

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