Vice President of Regional Operations

Position Overview The Regional Vice President (RVP) provides strategic, operational, and leadership oversight across multiple offices, ensuring that teams deliver consistent, compliant, and efficient performance. RVPs serve as the primary escalation point for office issues, drive regional performance metrics, lead staffing and hiring decisions, enforce SOPs, guide workflow improvements, and develop managers and teams. This position requires strong leadership, operational expertise, cross‑functional collaboration, and an ability to implement change effectively. RVPs ensure alignment with firmwide objectives while championing culture, communication, performance standards, and team development across their assigned region. Key Responsibilities 1. Regional Leadership & Office Oversight Oversee daily operations across assigned offices, ensuring consistent processes, communication, and high performance. Intervene in office conflicts, facilitate resolution conversations, and reinforce role expectations to maintain a professional and productive work environment. Conduct regional office visits to observe operations, coach staff, resolve issues, and ensure adherence to workflow standards. 2. Hiring, Staffing, & Job Posting Approvals Approve all regional job postings and hiring decisions prior to publication. Partner with HR to ensure timely recruiting, staffing alignment, and accurate job descriptions. Review staffing needs proactively and approve replacements or new roles based on performance, capacity, and office demand. 3. Operational Oversight & SOP Compliance Enforce adherence to firmwide SOPs, workflows, and compliance procedures. Participate in SOP development, testing, validation, and rollout. Evaluate process inefficiencies and support the implementation of changes that improve performance and reduce errors. Ensure all offices follow standardized onboarding, training, and documentation processes. 4. Quality Control, Metrics & Performance Management Review quality metrics, KPIs, scorecards, and productivity data across regional teams. Identify patterns in errors, performance trends, and bottlenecks, delivering targeted feedback to management. Lead corrective action plans when office or team performance falls below standards. Partner with Quality Assurance and Training Teams to address recurring issues or training needs. 5. Training, Development & Manager Enablement Develop and support managers and Office Managing Attorneys through ongoing coaching, leadership development, and workflow training. Partner with Office Managing Attorneys and the Corporate Training Manager to ensure attorneys and staff receive effective onboarding, training resources, role‑specific development, and retraining as needed. Collaborate with Office Managing Attorneys to coordinate staff development, performance support, mentoring opportunities, and ongoing training initiatives within each office. Support firm‑wide initiatives such as buddy systems, mentoring programs, performance milestones, and role‑based leveling expectations to promote employee growth and engagement. 6. Strategic Planning & Business Execution Participate in organizational planning, including merger transitions, revenue forecasting, and regional growth initiatives. Ensure teams meet business plan objectives for closings, orders, title performance, and other firmwide goals. Identify opportunities for strategic expansion or operational efficiency within the region. 7. Cross‑Functional Collaboration Collaborate with HR, Compliance, Training, Managing Attorneys, Employee Relations, and Executive Leadership to support key initiatives. Communicate updates and requirements across departments to ensure alignment and clarity. Represent regional concerns and needs at leadership meetings and serve as liaison between field offices and upper leadership. 8. Change Management & Process Improvement Lead teams through workflow transitions, SOP updates, or system changes such as Qualia updates, onboarding revisions, and new task sequences. Provide feedback during testing and rollout of new initiatives. Assess process adoption and support offices in full integration of updates. 9. Culture, Communication & Team Alignment Reinforce communication standards, customer service expectations, and firm core values. Promote professionalism, responsiveness, teamwork, and alignment with firm culture. Facilitate regional meetings, communicate expectations, and ensure office cohesion. 10. Escalation Handling & High‑Risk Issue Resolution Serve as the escalation point for office issues, interpersonal conflicts, staffing concerns, or workflow disruptions. Manage sensitive matters involving performance concerns, staff relations, or office morale. Coordinate with Employee Relations when additional support is required. General Responsibilities Model professionalism and the firm’s core values. Maintain confidentiality and handle sensitive situations with discretion. Support firmwide communication expectations, workflow standards, and operational excellence. Ensure consistent execution and accountability across all offices in the region. Promote a positive, solutions‑oriented approach among teams. Qualifications Proven leadership experience managing multiple offices or teams. Strong understanding of real estate closing processes, workflows, and technology platforms. Ability to analyze operational metrics, identify trends, and drive improvements. Excellent communication, coaching, and conflict‑resolution skills. Demonstrated ability to manage change and lead teams through transitions. High‑level problem‑solving, decision‑making, and organizational skills. Ability to collaborate with executives and cross‑functional leaders. #J-18808-Ljbffr