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Cardinal Group
Cardinal Group

66 Cardinal Group Executive Director Jobs Hiring Near You

Pierson Henry

Executive Director

Shoreview, MN

$150K - $200K/yr

Executive Director WORKING TITLE: Same as Above SALARY RANGE: $150,000 - $200,000 JOB TYPE ... In collaboration with the Finance Director and finance work group, develop, manage, and execute the ...

Ivy Living

Executive Director

San Jose, CA · On-site

$135K - $145K/yr

Executive Director RCFE Pay Range: $135,000 - $145,000 Ivy Park at San Tomas is a premier senior ... Based in Irvine, California, Oakmont Management Group is a recognized leader in senior living ...

Oakmont Senior Living

Executive Director

Los Gatos, CA · On-site

$145K - $165K/yr

Executive Director RCFE Pay Range: $145,000 - $165,000 Ivy Park at Los Gatos is a premier senior ... Based in Irvine, California, Oakmont Management Group is a recognized leader in senior living ...

Oakmont Senior Living

Executive Director

San Jose, CA · On-site

$140K - $150K/yr

Executive Director RCFE Pay Range: $140,000 - $150,000 Oakmont of San Jose is a premier senior ... Based in Irvine, California, Oakmont Management Group is a recognized leader in senior living ...

Pierson Henry

Executive Director

Shoreview, MN

$150K - $200K/yr

Executive Director WORKING TITLE: Same as Above SALARY RANGE: $150,000 - $200,000 JOB TYPE ... In collaboration with the Finance Director and finance work group, develop, manage, and execute the ...

Oakmont Senior Living

Executive Director

San Jose, CA · On-site

$135K - $145K/yr

Executive Director RCFE Pay Range: $135,000 - $145,000 Ivy Park at San Tomas is a premier senior ... Based in Irvine, California, Oakmont Management Group is a recognized leader in senior living ...

Ivy Living

Executive Director

Los Gatos, CA · On-site

$145K - $165K/yr

Executive Director RCFE Pay Range: $145,000 - $165,000 Ivy Park at Los Gatos is a premier senior ... Based in Irvine, California, Oakmont Management Group is a recognized leader in senior living ...

Oakmont Senior Living

Executive Director

Redding, CA · On-site

$125K - $140K/yr

Executive Director RCFE Pay Range: $125,000 - $140,000 Oakmont of Redding is a premier senior ... Based in Irvine, California, Oakmont Management Group is a recognized leader in senior living ...

Oakmont Senior Living

Executive Director

Hayward, CA · On-site

$160K - $170K/yr

Executive Director RCFE Pay Range: $160,000 - $170,000 Ivy Park at Hayward is a premier senior ... Based in Irvine, California, Oakmont Management Group is a recognized leader in senior living ...

Ivy Living

Executive Director

Hayward, CA · On-site

$160K - $170K/yr

Executive Director RCFE Pay Range: $160,000 - $170,000 Ivy Park at Hayward is a premier senior ... Based in Irvine, California, Oakmont Management Group is a recognized leader in senior living ...

The MH Group

EXECUTIVE DIRECTOR

Holyoke, MA · On-site

$68K - $75K/yr

Reporting to a nine-member working Board of Directors, the Executive Director serves as Chief ... Company Description The MH Group is a full-service staffing agency.

The MH Group

EXECUTIVE DIRECTOR

Holyoke, MA · On-site

$68K - $75K/yr

Reporting to a nine-member working Board of Directors, the Executive Director serves as Chief ... Company Description The MH Group is a full-service staffing agency.

StoryPoint Group

Executive Director

Minneapolis, MN · On-site

Executive Director StoryPoint Blaine Position Summary: Our mission is all about creating the absolute best experience, with every person, in every interaction, every minute of every day. Employees ...

TX Assoc of School Boards

Executive Director

Austin, TX · On-site

... the largest group of publicly elected officials in the state with more than 7,000 school board ... The Executive Director of TASB serves as the leader responsible for collaborating with the TASB ...

StoryPoint Group

Executive Director

Independence, OH · On-site

Executive Director StoryPoint Independence Position Summary: Our mission is all about creating the absolute best experience, with every person, in every interaction, every minute of every day.

StoryPoint Group

Executive Director

Rockford, MI · On-site

Executive Director StoryPoint Rockford Position Summary: Our mission is all about creating the absolute best experience, with every person, in every interaction, every minute of every day. Employees ...

Emerson Group

Executive Director

Cherry Hill, NJ · On-site

Executive Director - Nonprofit | Cumberland County, NJ This is an outstanding opportunity for a mission-driven leader who is passionate about nonprofit leadership, strategic growth, and making a ...

StoryPoint Group

Executive Director

Saint Paul, MN · On-site

Executive Director StoryPoint Highland Park Position Summary: Our mission is all about creating the absolute best experience, with every person, in every interaction, every minute of every day.

StoryPoint Group

Executive Director

Libertyville, IL · On-site

Executive Director StoryPoint Libertyville Position Summary: Our mission is all about creating the absolute best experience, with every person, in every interaction, every minute of every day.

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Cardinal Group Jobs Information

What is it like to work at Cardinal Group?

Cardinal Group is a company that values collaboration and innovation, fostering a dynamic work environment where employees can share ideas and expertise to drive business growth.

The company's team structure is designed to be agile and flexible, with cross-functional teams working together to achieve common goals, and a flat organizational hierarchy that encourages open communication and transparency.

Working at Cardinal Group may appeal to candidates who are looking for a challenging and rewarding career in a fast-paced industry, with opportunities to develop new skills, take on leadership roles, and contribute to the company's mission of delivering exceptional results and exceeding client expectations.

What makes Cardinal Group an attractive place to work?

Cardinal Group is a well-established and respected company in the industry, known for its commitment to delivering high-quality services and solutions. The company's workplace culture values innovation, collaboration, and open communication, providing employees with opportunities to grow professionally and contribute to meaningful projects. By joining Cardinal Group, individuals can expect to be part of a dynamic team that fosters a supportive and inclusive environment, offering opportunities for career advancement and personal growth.

Do workers at Cardinal Group Companies get paid breaks?

No. Most people don’t get paid breaks.
68% of people say they don’t get paid breaks.
Based on data from 19 people who took the Breakroom Quiz between December 2024 and May 2026.

Does Cardinal Group Companies pay people when they’re sick?

Sometimes. Only some people get paid when they’re sick.
65% of people say they wouldn’t get paid if they were sick but scheduled to work.
Based on data from 20 people who took the Breakroom Quiz between December 2024 and May 2026.

At Cardinal Group Companies, are sick days and vacation days separate paid time off?

Sick days and vacation days are used from the same paid time off.
77% of people say they have to use vacation days when they’re out sick.
Based on data from 13 people who took the Breakroom Quiz between June 2025 and December 2025.

Is the health insurance from Cardinal Group Companies affordable enough for their workers?

Most people say the health insurance costs are okay.
100% of people say the health insurance costs are okay
Based on data from 7 people who took the Breakroom Quiz between June 2025 and September 2025.

Do people get paid time off at Cardinal Group Companies?

Most people get paid time off work.
68% of people say they get paid time off.
Based on data from 19 people who took the Breakroom Quiz between June 2025 and May 2026.

How far ahead of time do people find out their work schedule?

Only some people find out their schedule four weeks ahead of time.
  • 38% of people with changing schedules find out their shifts one week or less ahead of time.
  • 25% of people with changing schedules find out their shifts two weeks ahead of time.
  • 0% of people with changing schedules find out their shifts three weeks ahead of time.
  • 38% of people with changing schedules find out their shifts four weeks or more ahead of time.

Based on data from 8 people who took the Breakroom Quiz between February 2025 and May 2026.

Do workers at Cardinal Group Companies worry about hours?

Most people don’t worry about getting enough hours.
88% of people report they don’t worry about getting enough hours.
Based on data from 17 people who took the Breakroom Quiz between December 2024 and May 2026.

Do Cardinal Group Companies workers get to choose the shifts they work?

Most people get to choose which shifts they work.
85% report that they have enough control over which shifts they work.
Based on data from 13 people who took the Breakroom Quiz between December 2024 and May 2026.

How easy is it for Cardinal Group Companies workers to change shifts?

Some people find it hard to change shifts.
42% of people report that it’s hard to change shifts if they need to.
Based on data from 12 people who took the Breakroom Quiz between January 2025 and May 2026.

How easy is it to get time off at Cardinal Group Companies?

Some people find it hard to get time off.
50% of people report it’s hard to get time off.
Based on data from 20 people who took the Breakroom Quiz between December 2024 and January 2026.

Do Cardinal Group Companies managers change schedules at the last minute?

Most managers don’t change people’s schedules at the last minute.
88% of people say their manager doesn’t change their shift schedule at the last minute.
Based on data from 16 people who took the Breakroom Quiz between December 2024 and May 2026.

Do jobs at Cardinal Group Companies spill into time workers aren’t paid for?

Rarely. The job doesn't usually spill into unpaid time.
31% of people report that their job takes up time that they don’t get paid for.
Based on data from 16 people who took the Breakroom Quiz between December 2024 and May 2026.

How easy is it to take sick days at Cardinal Group Companies?

Most people find it easy to take sick days.
70% of people report that it’s easy to take time off if they are sick.
Based on data from 20 people who took the Breakroom Quiz between December 2024 and May 2026.

Is a Cardinal Group Companies job good for students?

Most students say this is a good place to work if you’re studying.
80% of students report this is a good place to work if you’re studying.
Based on data from 10 people who took the Breakroom Quiz between December 2024 and May 2026.

Do people at Cardinal Group Companies feel treated with respect by their managers?

Some people don’t feel treated with respect by their managers.
35% of people say they’re not treated with respect by their managers.
Based on data from 23 people who took the Breakroom Quiz between December 2024 and May 2026.

Do people at Cardinal Group Companies get to take their breaks without interruption?

Only some people get breaks without interruption.
37% of people report that their breaks get interrupted.
Based on data from 19 people who took the Breakroom Quiz between December 2024 and May 2026.

Is it stressful to work at Cardinal Group Companies?

Most people feel stressed here.
73% of people say they often feel stressed at work.
Based on data from 22 people who took the Breakroom Quiz between December 2024 and May 2026.

Do people at Cardinal Group Companies enjoy their jobs?

Most people enjoy their job.
69% of people report they enjoy their job.
Based on data from 16 people who took the Breakroom Quiz between December 2024 and May 2026.

Do people at Cardinal Group Companies recommend working with their team?

Only some people recommend working with their team.
48% of people report that they wouldn’t recommend working with their immediate team to a friend.
Based on data from 23 people who took the Breakroom Quiz between December 2024 and May 2026.

Do people get enough training when they start at Cardinal Group Companies?

Most people didn’t get enough training when they started.
68% of people report they didn’t get enough training when they started working here.
Based on data from 22 people who took the Breakroom Quiz between December 2024 and May 2026.

Do people get support to advance at Cardinal Group Companies?

Only some people are given support to advance their career here.
In the last year, 67% of people report not being given support to advance their career here.
Based on data from 18 people who took the Breakroom Quiz between December 2024 and May 2026.

Do people think Cardinal Group Companies’s headquarters understands what’s happening where they work?

Most people think headquarters doesn’t understand what’s happening where they work.
95% of people think that this employer’s headquarters or owners don’t have a good understanding of what’s really happening where they work.
Based on data from 21 people who took the Breakroom Quiz between December 2024 and May 2026.

Do workers feel well informed about how Cardinal Group Companies is doing?

Only some people feel well informed about how the company is doing.
67% of people feel that they aren’t kept well informed about how the company is doing as a whole.
Based on data from 21 people who took the Breakroom Quiz between December 2024 and May 2026.

What other companies are hiring for Executive Director jobs?

What are the most popular jobs at Cardinal Group?

What are the most popular categories at Cardinal Group?

Infographic showing various Executive Director job openings at Cardinal Group in the United States as of August 2026, with employment types broken down into 79% Full Time, and 21% Part Time. Highlights an 98% Physical, and 2% Remote job distribution.

Executive Director

Pierson Henry

Shoreview, MN

$150K - $200K/yr

Full-time

Re-posted 18 days ago

Job description

CLASSIFICATION TITLE:    Executive Director
WORKING TITLE:                 Same as Above
SALARY RANGE:                 $150,000 - $200,000
JOB TYPE:                            Full-time
REPORTS TO:                      Board of Directors
BARGAINING
UNIT STATUS:                      Exempt
TRAVEL:                               Travel is required
 
Executive Director
In collaboration with the President, the Executive Director (ED) leads the organization and is vested with executive authority to manage and direct staff, operations, and programs consistent with the constitution, bylaws, and policies adopted by the governing bodies. The ED is accountable to the President, the Board of Directors, the Executive Committee, and other governing bodies for the effective administration of the organization and is responsible for carrying out the strategic direction established through democratic governance. It is essential that the chosen ED possesses significant experience in all aspects of union administration, including the oversight of finance, field operations, legislative strategy, communications, and organizational management.
 
Organizational Leadership & Strategy
  • Provide executive leadership to advance the mission, values, and long-term goals of the organization.
  • Translate the strategic vision set by elected leadership into actionable plans and measurable outcomes and lead these initiatives with transparency.
  • Exercise independent judgment in setting operational priorities and allocating organizational resources.
  • Identify emerging challenges and opportunities and recommend strategic responses to governing bodies.
 
Staff Leadership
  • Serve as the chief leader of all staff. Collaborate with the staff leadership on matters such as hiring, supervising and evaluating employees, and follow contracts regarding disciplining and discharging employees.
  • The ED manages, addresses, and makes final decisions on all human resources and personnel matters.
  • Establish a high-performing, values-aligned staff culture focused on collaboration, accountability and results.
  • Direct senior staff and department heads to ensure coordination across programs and functional areas.
  • Support staff development and establish a culture of inclusivity and transparency.
 
Operations, Finance & Administration
  • Oversee all internal operations to ensure organizational effectiveness, efficiency, and compliance.
  • In collaboration with the Finance Director and finance work group, develop, manage, and execute the annual budget; ensure sound financial controls and long-term sustainability.
  • Authorize expenditures, contracts, and operational commitments consistent with approved budgets and policies set by the Board of Directors.
  • Ensure systems, policies, and procedures are in place to support staff, programs, and governance.
 
Governance Support & Accountability
  • Serve as the primary staff liaison to the President, Executive Committee, and Board..
  • Implement decisions, resolutions, and policies adopted by governing bodies.
  • Provide timely, accurate, and strategic information to support informed governance decision-making.
  • Maintain clear boundaries between governance and management while ensuring organizational accountability.
  • The Executive Director will report to MAPE Board of Directors.
 
External Relations & Representation
  • Represent the organization in coalitions, community partnerships, and strategic external relationships as delegated by the President or governing bodies.
  • In partnership with the Board and the President, advance the organization’s priorities through relationship-building with affiliates, allies, and stakeholders.
  • Support political, legislative, and organizing efforts by ensuring staff and operational readiness.
  • Maintain and nurture member relations in collaboration with the Board.
 
Authority & Decision-Making
  • In collaboration with the President and Executive Committee, exercise executive authority over all day-to-day operations, staff leadership, and administrative functions of the organization.
  • Take all actions necessary to implement the constitution, bylaws, policies, resolutions, and directives adopted by the governing bodies.
  • Direct and deploy staff, financial, and organizational resources in furtherance of organizational priorities and approved plans.
  • Recommend policy, structural, and strategic changes to governing bodies and implement those changes once adopted.
 
Member Engagement
  • Operationalize and implement the directives and priorities set by member leaders, translating these into actionable plans for staff.
  • Maintain the focus on member needs and perspectives in staff operations, underlining MAPE’s identity as a member-led organization.
  • Collect both formal and informal feedback from the membership to understand their sentiments, needs, and challenges, thereby ensuring staff initiatives are aligned with member needs.
  • Transform member input into organizational strategies and initiatives, ensuring that member perspectives guide the association’s activities.
  • Maintain organizational agility to ensure that MAPE remains relevant and effective in serving its membership base.
  • Act as a conduit between member leadership and staff, facilitating a two-way flow of information to ensure members are effectively represented and both staff and member input are integrated into organizational strategy.
 
Representation and Conflict Resolution
The ED plays an indispensable role in maintaining the organization's internal cohesion, serving as a mediator in conflict situations and an advisor in decision-making processes. This function is critical not only for staff morale but also for achieving the union's mission and values effectively. As a key facilitator, the ED ensures MAPE's operational integrity is maintained, working in concert with staff, Board, Executive Committee and the President.
 
Specific Responsibilities include:
      • Act as an Impartial Mediator: Serve as a neutral and trusted advisor to both staff, the Board, and the Executive Committee, steering the organization through challenges in line with its goals and values.
      • Promote Organizational Harmony: Foster a working environment conducive to cooperation and mutual respect among staff, the President, the Board, and the Executive Committee.
      • Navigate Complex Decision-Making: Handle intricate situations related to decision making and conflict resolution among staff, and between staff and the Board, in a way that is consistent with MAPE's policies and values.
      • Maintain Transparency and Constructive Relationships: Ensure open and transparent communication between staff and the Board, acting as a guardian of MAPE's principles during internal disagreements.
      • Facilitate Timely Resolutions: Promptly address issues that arise to prevent minor disagreements from escalating into major organizational challenges, employing effective conflict resolution techniques as needed.
      • Informed Decision-Making: Provide comprehensive information and insights to the Board, the President and Executive Committee to enable them to make well-informed decisions, respecting their roles in the organization's governance.
 
The ideal candidate for the ED position should:
  • Have at least five years-experience effectively leading, managing, and administering the staff operations of a complex union/member organization.
  • Possess knowledge of and have experience in union management, labor law, state government operations, finance and budget management, and the legislative process. Some knowledge of trade union organizations, contract negotiation, and lobbying is highly desirable.
  • Demonstrate superior leadership skills, including the ability to organize, develop, and lead a professional staff, maintain appropriate office staffing levels, maintain and scrutinize a budget, and have database experience.
  • Demonstrate superior interpersonal and communication skills, including the ability to forge positive working relationships with various stakeholders, and to communicate clearly and concisely across multiple platforms and with diverse audiences.
  • Demonstrate superior problem-solving skills, including the ability to independently and collaboratively derive solutions to the challenges of management and staff operations.
  • Demonstrate the ability to prioritize competing demands and manage multiple tasks simultaneously.
  • Transform member input into organizational strategies and initiatives, ensuring that member perspectives guide the association’s activities.
  • Maintain organizational agility to ensure that MAPE remains relevant and effective in serving its membership base.
  • Act as a conduit between member leadership and staff, facilitating a two-way flow of information to ensure members are effectively represented and both staff and member input are integrated into organizational strategy.
Employment Type: FULL_TIME

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