Vice President of Regional Operations

Position Summary

The Regional Vice President (RVP) is responsible for guiding operations, leadership, and performance across several offices. This role keeps regional teams aligned, compliant, and efficient, while acting as the main escalation contact for office-level concerns. The position focuses on enforcing standard procedures, improving workflows, supporting managers, and helping drive hiring, training, and performance outcomes across the region.

The RVP also works to ensure the region stays in step with company goals while strengthening communication, culture, accountability, and professional development across all assigned locations.

Regional Leadership and Office Oversight

• Direct everyday operations across the assigned offices so that processes, communication, and results remain consistent.
• Step in to resolve office disputes, guide difficult conversations, and reinforce expectations that support a productive workplace.
• Visit offices throughout the region to observe operations, coach team members, address concerns, and confirm that workflow standards are being followed.

Hiring, Staffing, and Job Posting Approval

• Review and approve regional job postings and hiring decisions before they are released.
• Work closely with HR to keep recruiting timely, staffing aligned, and job descriptions accurate.
• Assess staffing needs in advance and approve replacements or new positions based on workload, performance, and office demand.

Operational Compliance and SOP Oversight

• Make sure firmwide SOPs, workflow rules, and compliance requirements are consistently followed.
• Contribute to the creation, testing, validation, and rollout of SOP updates.
• Spot inefficiencies in processes and help implement improvements that raise performance and reduce mistakes.
• Ensure all offices use standardized onboarding, training, and documentation practices.

Quality, Metrics, and Performance Management

• Monitor quality measures, KPIs, scorecards, and productivity results across the region.
• Identify recurring errors, performance patterns, and operational bottlenecks, then provide focused feedback to management.
• Lead corrective action plans when office or team performance drops below expected standards.
• Partner with Quality Assurance and Training teams to address repeated issues and learning gaps.

Training, Coaching, and Manager Development

• Coach managers and Office Managing Attorneys through leadership development, workflow guidance, and ongoing support.
• Coordinate with Office Managing Attorneys and the Corporate Training Manager to make sure attorneys and staff receive effective onboarding, role-based training, development resources, and retraining when needed.
• Collaborate on staff development, mentoring, performance support, and training initiatives within each office.
• Support company-wide growth efforts such as buddy systems, mentoring programs, milestone tracking, and role-level expectations.

Strategy and Business Execution

• Take part in organizational planning, including merger transitions, revenue forecasting, and regional growth efforts.
• Help ensure teams achieve business plan targets for closings, orders, title performance, and other company goals.
• Look for opportunities to expand strategically or improve efficiency across the region.

Cross-Functional Collaboration

• Work with HR, Compliance, Training, Managing Attorneys, Employee Relations, and Executive Leadership on major initiatives.
• Share updates and requirements across departments so expectations stay clear and aligned.
• Represent regional needs and concerns in leadership meetings and act as the link between field offices and senior leadership.

Change Leadership and Process Improvement

• Guide teams through workflow changes, SOP revisions, and system updates such as Qualia changes, onboarding updates, and new task sequences.
• Provide input during the testing and launch of new initiatives.
• Assess how well changes are being adopted and support offices through full implementation.

Culture, Communication, and Team Alignment

• Reinforce communication standards, customer service expectations, and the company’s core values.
• Encourage professionalism, responsiveness, teamwork, and alignment with the firm’s culture.
• Run regional meetings, set expectations, and help keep offices working together effectively.

Escalations and High-Risk Issue Resolution

• Serve as the escalation point for office issues, staff conflicts, staffing concerns, and workflow disruptions.
• Handle sensitive matters related to performance, employee relations, and office morale.
• Coordinate with Employee Relations when extra support is needed.

General Expectations

• Demonstrate professionalism and reflect the company’s core values at all times.
• Protect confidentiality and handle sensitive matters with care and discretion.
• Support communication standards, workflow consistency, and operational excellence across the company.
• Maintain accountability and consistent execution across all offices in the region.
• Encourage a positive, solution-focused mindset within the teams.

Qualifications

• Demonstrated leadership experience overseeing multiple offices or teams.
• Solid knowledge of real estate closing processes, operational workflows, and related technology platforms.
• Ability to review operational data, identify trends, and turn findings into improvements.
• Strong communication, coaching, and conflict-resolution abilities.
• Proven success leading teams through change and transition.
• Strong problem-solving, judgment, and organizational capability.
• Ability to work effectively with executives and cross-functional leaders.

Additional Information

This is a full-time, onsite role based in Mooresville, NC. The posting does not specify salary, benefits, number of openings, application deadline, start date, or experience range.