Vice President, Leadership Development Salary at Blusky BETA
How much does a Blusky Vice President, Leadership Development make?
As of December 2024, the average annual salary for a Vice President, Leadership Development at Blusky is $254,823, which translates to approximately $123 per hour. Salaries for Vice President, Leadership Development at Blusky typically range from $225,286 to $284,187, reflecting the diverse roles within the company.
It's essential to understand that salaries can vary significantly based on factors such as geographic location, departmental budget, and individual qualifications. Key determinants include years of experience, specific skill sets, educational background, and relevant certifications. For a more tailored salary estimate, consider these variables when evaluating compensation for this role.
DISCLAIMER: The salary range presented here is an estimation that has been derived from our proprietary algorithm. It should be noted that this range does not originate from the company's factual payroll records or survey data.
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What Skills Does a person Need at Blusky?
At Blusky, specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.
- Organizational development: Process of developing, implementing, and evaluating organizational strategies, structures, and procedures to create overall growth and development.
- Leadership: Knowledge of and ability to employ effective strategies that motivate and guide other members within our business to achieve optimum results.
- Change Management: Change management (sometimes abbreviated as CM) is a collective term for all approaches to prepare , support and help individuals, teams, and organizations in making organizational change. The most common change drivers include: technological evolution, process reviews, crisis, and consumer habit changes; pressure from new business entrants, acquisitions, mergers, and organizational restructuring. It includes methods that redirect or redefine the use of resources, business process, budget allocations, or other modes of operation that significantly change a company or organization. Organizational change management (OCM) considers the full organization and what needs to change, while change management may be used solely to refer to how people and teams are affected by such organizational transition. It deals with many different disciplines, from behavioral and social sciences to information technology and business solutions.
- Coaching: Coaching is a form of development in which an experienced person, called a coach, supports a learner or client in achieving a specific personal or professional goal by providing training and guidance.
- Employee Engagement: Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. An engaged employee has a positive attitude towards the organization and its values. In contrast, a disengaged employee may range from someone doing the bare minimum at work (aka 'coasting'), up to an employee who is actively damaging the company's work output and reputation. An organization with "high" employee engagement might therefore be expected to outperform those with "low" employee engagement. Employee engagement first appeared as a concept in management theory in the 1990s, becoming widespread in management practice in the 2000s, but it remains contested. It stands in an unspecified relationship to earlier constructs such as morale and job satisfaction. Despite academic critiques, employee engagement practices are well established in the management of human resources and of internal communications.
Related Jobs
Check more jobs information at Blusky
| Job Title | Average Blusky Salary | Hourly Rate | |
|---|---|---|---|
| 2 | Technical Lead | $166,911 | $80 |
| 3 | Technical Project Manager | $175,841 | $85 |
| 4 | Technician | $91,727 | $44 |
| 5 | Technician - Journeyman | $73,108 | $35 |
| 6 | Technician Apprentice | $55,558 | $27 |
| 7 | Water Technician | $68,395 | $33 |
| 8 | Project Manager, National Restoration | $173,371 | $83 |
| 9 | Regional Estimator | $78,759 | $38 |
| 10 | Regional HR Business Partner | $108,194 | $52 |
| 11 | Regional Manager | $134,066 | $64 |
| 12 | Risk Administrator | $135,904 | $65 |
| 13 | Sales Estimator | $95,448 | $46 |
Hourly Pay at Blusky
FAQ about Salary and Jobs at Blusky
The average hourly pay is $123. The salary for each employee depends on several factors, including the level of experience, work performance, certifications and skills.
According to the data, the highest approximate salary is about $284,187 per year. Salaries are usually determined by comparing other employees’ salaries in similar positions in the same region and industry.
According to the data, the lowest estimated salary is about $225,286 per year. Pay levels are mainly influenced by market forces, supply and demand, and social structures.
There are various ways to increase the wage. Level of education: An employee may receive a higher salary and get a promotion if they obtain advanced degrees. Experience in management: an employee with supervisory experience can increase the likelihood to earn more.