General Manager of Operations Job Description Templates
6 templates by company size and industry, with the title disambiguation, company-size salary bands, FLSA exempt-status explanation, and org-chart positioning that generic templates skip. Download as DOCX.
A general manager of operations runs the day-to-day operations of a business and reports to the owner or CEO. It is a senior, generalist role, effectively a second-in-command, and it is easy to confuse with a store-level general manager, a functional operations manager, or a COO. Those are different roles with different pay and different candidates, so the first job of a good posting is to make clear which one you are actually hiring.
These six templates cover the role by company size and industry: a standard version, a small-business or founder-led version, multi-location, manufacturing and distribution, services, and mid-market or enterprise. Each is ready to use, with the title disambiguation, company-size salary context, FLSA explanation, and org-chart positioning the generic templates skip. For the fundamentals behind any posting, the guide to writing a job description covers the basics, and you can pair this with FirstHR to onboard your new leader once they accept.
TL;DR
A general manager of operations leads daily operations and reports to the owner or CEO. It is a senior generalist role, paid clearly six figures at the national level (median $102,950, BLS), and it is almost always salaried and exempt. Do not confuse it with a store GM or a functional operations manager: those are different, lower-paid roles. Download six templates by company size and industry.
What a General Manager of Operations Does
A general manager of operations directs the daily operations of a business: managing department leaders and staff, setting and tracking performance goals, owning budgets and resources, improving processes and systems, ensuring compliance, and reporting to ownership. The role is a senior generalist, the person who keeps the organization running efficiently so the owner or CEO can focus on strategy and growth.
The Bureau of Labor Statistics classifies the role under general and operations managers (SOC 11-1021), one of the largest occupations in the country, and the federal definition explicitly includes owners and managers who head small establishments and whose duties are primarily managerial. The title appears as GM of operations, general manager operations, or operations general manager, all phrasings of the same senior operations role.
GM of Operations vs GM vs Operations Manager vs COO
This is the single most important thing to get right, because four similar titles carry materially different scope and pay, and they rank on different search results. Choosing the wrong one attracts the wrong candidates at the wrong salary. Here is how they compare before you pick which to post.
Title
Scope
Typical national pay
COO
C-suite, company-wide operations strategy
Well into six figures
Director of Operations
Senior leader between GM and COO
High five to six figures
GM of Operations
Runs operations across the business
~$94K to $129K
General Manager
Single store, unit, or location
~$65K average
Operations Manager
Owns a function below GM level
Low $60Ks average
General Manager of Operations: the senior generalist
This is the exact role on this page: a mid-to-senior operations leader who runs the business day to day and reports to the owner or CEO. National pay runs roughly 94,000 to 129,000 dollars depending on the source, well above the band for a store-level GM. The title skews toward mid-market and larger firms, but small businesses use it too, especially a manufacturer or a multi-location group hiring its first true operations head.
General Manager: usually a store, unit, or location
A plain general manager typically runs a single store, restaurant, hotel, or branch. It is a different, lower-paid role, averaging around 65,000 dollars nationally, and it is genuinely small-business scale. If you are hiring someone to run one location rather than operations across the business, that is a general manager, not a general manager of operations. The two phrases sit on different search results and carry different pay.
Operations Manager: the functional specialist below GM
An operations manager owns a function or a slice of operations, reporting up to a GM or director. It is a more focused, lower-tier role, averaging in the low 60,000s nationally, and is often the right and more affordable hire for a small business that does not yet need a full operations head. Do not conflate it with general manager of operations; the scope and pay are different.
COO and Director of Operations: the tier above
A chief operating officer is a C-suite executive who reports to the CEO or board and owns company-wide operations strategy, well into six figures. A director of operations is a senior leader between the GM and the COO. Both are adjacent senior roles on separate search results. Pick the title that matches the actual scope and reporting line, because the title sets candidate expectations and pay.
The duties cluster into four areas: operations leadership, people management, performance and finance, and quality and compliance. A strong job description picks the specific responsibilities from each that match the company size and industry, rather than listing every possible task.
Operations leadership
Direct daily operations across the business
Develop and improve processes and systems
Drive cross-functional coordination
People management
Lead, develop, and evaluate managers and staff
Handle hiring, performance, and structure
Build and retain a strong team
Performance and finance
Set and track operational KPIs and goals
Manage budgets, costs, and resources
Report performance to the owner or CEO
Quality and compliance
Ensure quality and safety standards
Maintain regulatory compliance
Manage operational risk
The weighting shifts with scale: at a small business the role is hands-on across all four areas, while at a larger company it leans toward strategy, P&L, and managing managers. Write the duties to your scope. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by company size and industry. The core structure is the same across all six, but each emphasizes the scope, duties, and reporting line that fit a specific kind of operation. Use this guide to choose the closest fit, then adjust.
Standard GM of Operations
All-purpose baseline
The general version: lead daily operations, manage department heads, own KPIs and budgets, and report to the owner or CEO.
Small Business / Founder-Led
First operations hire
For a small company hiring its first ops leader to take the business off the owner's plate and build systems to scale.
Multi-Location / Multi-Unit
Several sites
For a business running multiple locations: standardize processes, track performance by site, and lead unit managers.
Manufacturing / Distribution
Production and logistics
For production, warehouse, or distribution operations: throughput, quality, safety, and cost control across shifts.
Services / Professional
Service delivery
For a services firm: service delivery, scheduling, utilization, and client satisfaction with operational efficiency.
Mid-Market / Enterprise
Division or unit
For a larger organization: own the operating plan and P&L, lead a management team, and scale with KPIs and OKRs.
Match the Template to Your Operation
General baseline: Standard. First operations hire at a small company: Small Business / Founder-Led. Several sites: Multi-Location. Production or warehouse: Manufacturing / Distribution. Service delivery: Services / Professional. A larger organization with a division or unit: Mid-Market / Enterprise. When in doubt, the Standard version is the baseline to adapt.
6 General Manager of Operations Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: company overview, position summary, key responsibilities, required qualifications, an FLSA note, compensation, and how to apply, with an EEO statement. Fill in the brackets and post.
Download All 6 Job Description Templates
Standard, small business, multi-location, manufacturing, services, and enterprise. All in one DOCX.
Template 1: General Manager of Operations (Standard)
The all-purpose version: lead daily operations, manage department heads, own KPIs and budgets, and report to the owner or CEO. The baseline for most businesses.
General Manager of Operations Job Description (Standard)
GENERAL MANAGER OF OPERATIONS JOB DESCRIPTION
Company: __
Location: __ ([City, State])
Reports to: __ (Owner / CEO / President)
Employment type: [ ] Full-time
FLSA status: Exempt (executive), confirm classification, see note below
Compensation: $_____ to $_____ per year
ABOUT [COMPANY NAME]
[One or two sentences about your company, what you do, the size of the team, and
the scope of operations the GM will lead.]
POSITION SUMMARY
[Company Name] is hiring a General Manager of Operations to lead day-to-day
operations across the business. Reporting to the [owner / CEO], you will manage
department leaders and staff, set and track performance goals, oversee budgets and
resources, improve processes, and keep the organization running efficiently and
profitably.
KEY RESPONSIBILITIES
•Direct daily operations across departments
•Lead, develop, and evaluate managers and staff
•Set, track, and report on operational KPIs and goals
•Manage budgets, costs, and resource allocation
•Develop and improve processes, systems, and procedures
•Ensure quality, safety, and regulatory compliance
•Drive cross-functional coordination and execution
•Report on performance and plans to the owner or CEO
REQUIRED QUALIFICATIONS
•Bachelor's degree in business, operations, or related field (or equivalent experience)
•[5 or more] years of operations or management experience, with leadership
•Proven track record running and improving operations
•Strong leadership, budgeting, and analytical skills
•Excellent communication and decision-making ability
FLSA AND CLASSIFICATION NOTE (read before posting)
A general manager of operations is almost always salaried and exempt under the
executive exemption (29 CFR 541.100): primary duty of management, directs two or
more employees, and has hiring or firing authority or particular weight. Confirm
the classification against current Department of Labor rules. This is general
information, not legal advice.
COMPENSATION AND BENEFITS
Compensation: $_____ to $_____ per year
Benefits: __ (health, retirement, bonus, PTO)
HOW TO APPLY
To apply, send your resume to __ by _.
[Company Name] is an equal opportunity employer.
Template 2: Small Business / Founder-Led
For a small company hiring its first operations leader to take the business off the owner's plate and build the systems to scale.
Small Business / Founder-Led GM of Operations Job Description
GENERAL MANAGER OF OPERATIONS JOB DESCRIPTION (SMALL BUSINESS)
Company: __
Location: __
Reports to: Owner / Founder
Employment type: [ ] Full-time
FLSA status: Exempt (executive), confirm classification, see note below
Compensation: $_____ to $_____ per year
POSITION SUMMARY
[Company Name] is a [size]-person [industry] business, and we are hiring our first
General Manager of Operations to take daily operations off the owner's plate. You
will run the business day to day, manage the team, own budgets and key numbers,
build the systems we have outgrown, and free the founder to focus on growth.
KEY RESPONSIBILITIES
•Own daily operations so the founder can step back
•Lead and develop the full team
•Manage the budget, cash, and core metrics
•Build the processes and systems the business needs to scale
•Handle vendors, scheduling, and resource planning
•Ensure compliance and smooth execution across the business
•Report directly to the owner on performance and priorities
REQUIRED QUALIFICATIONS
•[4 or more] years of operations or management experience
•Hands-on, build-from-scratch mindset for a growing business
•Comfortable owning numbers, people, and process at once
•Strong judgment and the ability to run things independently
•[Industry] experience a plus
FLSA NOTE
This is a salaried, exempt executive role even at a small company (29 CFR
541.100). Note that at sub-50-employee firms some owners use a fractional or
part-time operations leader instead of a full-time hire. Confirm classification.
This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Compensation: $_____ to $_____ per year
To apply, send your resume to __ by _.
[Company Name] is an equal opportunity employer.
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For a services firm: own service delivery, scheduling, utilization, and client satisfaction with operational efficiency.
Services / Professional GM of Operations Job Description
GENERAL MANAGER OF OPERATIONS JOB DESCRIPTION (SERVICES / PROFESSIONAL)
Company: __
Location: __
Reports to: Owner / Managing Partner
Employment type: [ ] Full-time
FLSA status: Exempt (executive), confirm classification, see note below
Compensation: $_____ to $_____ per year
POSITION SUMMARY
[Company Name] is a [type] services firm hiring a General Manager of Operations to
run the operational side of the business. You will manage staff and scheduling,
own service delivery and client satisfaction, control costs and utilization, and
build the systems that let the firm grow without losing quality.
KEY RESPONSIBILITIES
•Run day-to-day service operations and delivery
•Manage staff, scheduling, and utilization
•Own client satisfaction and service quality
•Control costs, margins, and resource planning
•Build and improve operational processes and systems
•Coordinate across teams and functions
•Track and report on operational and financial metrics
•Support the owner or partners on growth initiatives
REQUIRED QUALIFICATIONS
•[4 or more] years of operations or management experience in services
•Track record improving delivery and efficiency
•Strong people, scheduling, and budgeting skills
•Client-focused and process-oriented
•Bachelor's degree or equivalent experience
FLSA NOTE
Salaried, exempt executive or administrative role (29 CFR 541.100 / 541.200).
Confirm classification. This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Compensation: $_____ to $_____ per year
To apply, send your resume to __ by _.
[Company Name] is an equal opportunity employer.
Template 6: Mid-Market / Enterprise
For a larger organization: own the operating plan and P&L for a division or unit, lead a management team, and scale with KPIs and OKRs.
Mid-Market / Enterprise GM of Operations Job Description
GENERAL MANAGER OF OPERATIONS JOB DESCRIPTION (MID-MARKET / ENTERPRISE)
Company: __
Location: __
Reports to: CEO / COO
Employment type: [ ] Full-time
FLSA status: Exempt (executive), confirm classification, see note below
Compensation: $_____ to $_____ per year
POSITION SUMMARY
[Company Name] is hiring a General Manager of Operations to lead operations for a
[division / region / business unit]. Reporting to the [CEO / COO], you will own the
operating plan, manage a leadership team, deliver against revenue and efficiency
targets, and scale the organization through process, systems, and people.
KEY RESPONSIBILITIES
•Own the operating plan and P&L for the unit or division
•Lead a team of managers and department heads
•Set and deliver against KPIs, OKRs, and budgets
•Drive operational strategy, scale, and efficiency
•Build systems, processes, and reporting at scale
•Ensure compliance and risk management
•Partner with finance, sales, and other functions
•Report performance and forecasts to executive leadership
REQUIRED QUALIFICATIONS
•[8 or more] years of operations leadership, including managing managers
•P&L ownership and strategic-planning experience
•Track record scaling operations in a growing organization
•Strong financial, analytical, and leadership skills
•Bachelor's degree required; MBA a plus
FLSA NOTE
Salaried, exempt executive role (29 CFR 541.100); the highly-compensated-employee
standard (29 CFR 541.601) typically applies at this pay level. Confirm
classification. This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Compensation: $_____ to $_____ per year
To apply, send your resume to __ by _.
[Company Name] is an equal opportunity employer.
Where the Role Sits by Company Size
The reporting line and the number of direct reports change with company size, and they are part of what defines the role. Spelling this out in the job description sets expectations and helps candidates understand the scope before they apply.
Small business (5 to 50 employees)
Reports to: Reports to the owner or founder
Manages: Directs the whole team or a few supervisors
Often the first dedicated operations hire; some firms use a fractional ops leader instead of a full-time GM at this scale.
Mid-market (50 to 500 employees)
Reports to: Reports to the CEO or COO
Manages: Directs department heads and managers
The most common home for this exact title; owns a division, region, or the full operating plan.
Enterprise (500+ employees)
Reports to: Reports to a COO or division president
Manages: Leads a layered management team
Runs a business unit or region with P&L ownership; one of several operations leaders.
Naming the reporting line and the team the role manages is one of the cheapest ways to improve a senior posting, because it tells a candidate exactly how much authority and scope the job carries.
FLSA: Why the Role Is Exempt
Unlike many hourly roles, a general manager of operations rarely raises an overtime question, because it is almost always exempt. It is still worth understanding why, and putting the classification on the record, so the posting and pay structure are correct from the start.
Executive exemption (29 CFR 541.100): the main fit
A general manager of operations almost always qualifies as an exempt executive. The test has four parts: paid on a salary basis of at least 684 dollars a week; primary duty of managing the enterprise or a recognized department; customarily directs the work of two or more full-time employees; and has authority to hire or fire, or whose recommendations carry particular weight. This role clears all four cleanly, so it is exempt and not owed overtime. This is general information, not legal advice.
Administrative and highly-compensated paths
The administrative exemption (29 CFR 541.200) also covers the general-business-operations side of the role. And where total annual compensation reaches 107,432 dollars or more, the highly-compensated-employee standard (29 CFR 541.601) offers a relaxed, single-duty path to exemption. In practice a salaried operations head can be exempt under more than one path, which is why this role rarely raises a misclassification question. This is general information, not legal advice.
Salary threshold: the operative 2019 levels
The Department of Labor is enforcing the 2019 rule's salary level of 684 dollars a week and the 107,432-dollar highly-compensated threshold, after a federal court vacated the higher levels the 2024 rule would have set. For a role paying around six figures, this is academic: it clears every version of the threshold. The point to take away is that the threshold floor is settled at the 2019 levels for now. This is general information, not legal advice.
Why it matters even though the role is exempt
Getting classification on the record matters even when the answer is clearly exempt. It sets pay structure and expectations, it documents your reasoning if the role is ever questioned, and it reminds you that the non-exempt staff this manager supervises are owed overtime even though the manager is not. Write the classification into the job description and confirm it before posting. This is general information, not legal advice.
Not Legal Advice: Document the Exempt Classification
Under the Fair Labor Standards Act, a general manager of operations is almost always exempt under the executive standard (29 CFR 541.100), with the administrative (541.200) and highly-compensated (541.601) paths also available. The Department of Labor is enforcing the 2019 salary levels ($684 per week; $107,432 for highly compensated employees). The exempt answer is clear here, but document it anyway, and remember the non-exempt staff this role supervises are owed overtime. This page is a general reference, not legal advice.
Pay is clearly six figures nationally, but the headline median is misleading for a small business, because the federal category lumps together everything from small-firm managers to large-company operations heads.
The National Median vs What a Small Firm Pays
The Bureau of Labor Statistics puts general and operations managers at a $102,950 median (May 2024), with a 10th percentile near $47,420 and a 90th above $239,200 (U.S. Bureau of Labor Statistics). National surveys for the exact title average about $94,000 to $129,000. The wide range matters: a 5-to-50-employee firm typically pays below the median, and some use a fractional ops leader instead.
Pay scales with company size, industry, region, and P&L scope. For a small business, benchmark to your size and structure rather than the national median, decide whether a full-time or fractional leader fits, and post a good-faith range, which a growing number of states now require for any senior posting.
Hiring a GM of Operations at a Small Business
The title skews mid-market and enterprise, where most general managers of operations work inside larger organizations. But small businesses do hire the role, usually a manufacturer, a multi-location group, or a regional distributor bringing on its first true operations head, and they handle the hire owner-to-leader rather than through a large recruiting function. Here is how to write and run it for that reality.
The national median overstates what a small business pays
Almost every template cites the 102,950-dollar national median and stops there. That figure spans everything from small-business managers to large-firm operations heads, so it badly overstates what a 5-to-50-employee company pays for the role. At that scale the number is typically well below the headline median, and many small firms engage a fractional or part-time operations leader, often in the range of 40 to 75 dollars an hour, rather than a full-time GM of operations. Benchmark to your company size and structure, not to the national median, and post a realistic range, especially where pay-transparency law requires one.
At a small company, the title and scope have to be deliberate
The same set of duties can be a general manager, an operations manager, or a general manager of operations depending on scope and reporting line, and the titles carry different pay and different candidate expectations. A small business hiring its first operations leader should decide consciously: a single-location lead is a general manager; a focused functional owner is an operations manager; a true second-in-command running the whole operation under the owner is a general manager of operations. Pick the title that matches the real scope so the posting attracts the right candidates at the right pay.
It is a senior, one-time hire that still has to be onboarded well
Unlike a recurring hourly role, a general manager of operations is hired rarely and carries a lot of weight, so a sloppy start is expensive. The offer, the classification, the early goals, and access to systems all need to be right from day one. FirstHR fits this side of the hire: e-signature for the offer, an onboarding wizard and task workflows for the first-90-days plan and system access, document management for the signed agreement and policies, and the HRIS, org chart, and self-service portal to slot a senior leader into the structure cleanly. To be clear on scope, FirstHR is an onboarding and HR platform, not a payroll, benefits, or time-tracking system, so pair it with those. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one. Once a candidate accepts, the work shifts to onboarding a senior leader well, because a GM of operations is hired rarely and carries a lot of weight, so the offer, classification, early goals, and system access all need to be right from day one. A repeatable process keeps a high-stakes hire on track.
Send the offer
Confirm title, scope, reporting line, salary, classification, and start date in writing, with e-signature.
Set the first-90-days plan
Define the early goals, KPIs, and decision authority so a senior hire knows what success looks like from day one.
Grant access and place them
Provision systems and slot the role into the org chart so the team and direct reports are clear immediately.
Store agreements and policies
Keep the signed offer, agreements, and acknowledged policies organized and easy to find.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new leader a structured start. FirstHR connects the offer and e-signature, an onboarding wizard and task workflows for the first-90-days plan and system access, document management for the signed agreement and policies, and the HRIS, org chart, and self-service portal to place a senior leader cleanly into the structure, so a small business can onboard a key hire consistently. FirstHR is an onboarding and HR platform, not a payroll, benefits, or time-tracking system, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
A general manager of operations runs daily operations across a business and reports to the owner or CEO; it is a senior generalist, second-in-command role.
The title is the crux: it is not a store-level general manager (~$65K) or a functional operations manager (low $60Ks), and it sits below COO and director of operations.
Pay is clearly six figures nationally (BLS median $102,950), but a 5-to-50-employee firm typically pays below the national median, and some use a fractional ops leader.
The role is almost always salaried and exempt under the executive standard (29 CFR 541.100), with administrative and highly-compensated paths also available.
Match the template to company size and industry, and spell out the reporting line and direct reports so candidates understand the scope.
Post a good-faith salary range where pay-transparency law applies, and onboard a senior hire deliberately from day one.
Frequently Asked Questions
What does a general manager of operations do?
A general manager of operations leads the day-to-day operations of a business and reports to the owner or CEO. The core responsibilities are directing daily operations across departments; leading, developing, and evaluating managers and staff; setting and tracking operational goals and KPIs; managing budgets, costs, and resources; developing and improving processes and systems; ensuring quality, safety, and compliance; and reporting on performance to ownership. It is a senior generalist role: the person is effectively a second-in-command who runs the business so the owner can focus on strategy and growth. The exact scope scales with company size, from running the whole operation at a small firm to owning a division or business unit at a larger one.
What is the difference between a general manager of operations and an operations manager?
They are different roles at different levels, and conflating them leads to mis-set pay and expectations. A general manager of operations is a senior generalist who runs operations across the business and reports to the owner or CEO, with national pay roughly in the 94,000-to-129,000-dollar range. An operations manager is a more focused, functional role that owns a slice of operations and usually reports up to a GM or director, with national averages in the low 60,000s. For a small business, the operations manager is often the right and more affordable first hire; the general manager of operations is the bigger, second-in-command role. They also rank on different search results, so they call for separate job descriptions rather than one shared posting.
Is a general manager of operations exempt or non-exempt?
A general manager of operations is almost always salaried and exempt, so they are not owed overtime. The primary fit is the executive exemption (29 CFR 541.100): the role is paid on a salary basis above the threshold, has a primary duty of management, directs two or more full-time employees, and has hiring or firing authority. The administrative exemption (29 CFR 541.200) also applies to the general-business-operations dimension, and where total compensation reaches 107,432 dollars or more, the highly-compensated-employee standard (29 CFR 541.601) offers an additional path. Because the role qualifies under more than one exemption and pays well above the salary floor, misclassification risk is low. The non-exempt staff this manager supervises are still owed overtime. This is general information, not legal advice.
How much does a general manager of operations make?
Pay is clearly six figures at the national level. The Bureau of Labor Statistics groups the role under general and operations managers (SOC 11-1021), with a median annual wage of 102,950 dollars in May 2024; the 10th percentile is about 47,420 dollars and the 90th percentile is above 239,200 dollars, reflecting how broad the category is. For the specific title general manager of operations, national surveys average roughly 94,000 to 129,000 dollars depending on the source. The important caveat for a small business is that the national median spans large firms, so a 5-to-50-employee company typically pays below it, and some small firms use a fractional operations leader instead. Benchmark to your company size and region, and post a range where required. This is general information, not legal advice.
Does a small business need a general manager of operations?
Sometimes, but often the more affordable operations manager or a fractional operations leader is the better first step. The federal occupation explicitly includes owners and managers who head small establishments, so the role does exist at small companies, typically a manufacturer, a multi-location services or restaurant group, or a regional distributor hiring its first true operations head to take the business off the owner's plate. But at the 5-to-50-employee scale, the equivalent function is frequently titled simply operations manager or general manager, handled by the founder, or filled on a fractional basis at a fraction of a full-time salary. Decide based on scope: if you need a full second-in-command running the whole operation, it is a GM of operations; if you need a focused functional owner, it is an operations manager.
Who does a general manager of operations report to?
It depends on company size, and the reporting line is part of what defines the role. At a small business, the GM of operations reports directly to the owner or founder and often directs the entire team or a handful of supervisors, frequently as the first dedicated operations hire. At a mid-market company, which is where the exact title is most common, they report to the CEO or COO and manage department heads and other managers. At an enterprise, they may report to a COO or division president and lead a layered management team while owning a business unit or region. In all cases the role reports to executive leadership or ownership, not to a board, which is part of what distinguishes it from a chief operating officer.
What should a general manager of operations job description include?
A strong job description names the company and the scope, includes a position summary, and lists operational, people-management, performance, and compliance responsibilities tailored to the company size. It should state the required experience and education, the reporting line, the FLSA classification, and the compensation, ideally as a range, which several states now require. The most valuable additions that generic templates skip are clear title disambiguation so candidates understand this is the senior generalist role rather than a store GM or a functional operations manager; company-size salary context so the range is realistic; an FLSA note explaining the exempt status; and org-chart positioning showing who the role reports to and manages. Close with an equal opportunity statement and clear application steps.
Do I need to post a salary range for a general manager of operations?
In a growing number of states, yes. As of 2026, more than 18 states plus the District of Columbia have pay-transparency laws that require a good-faith salary range in job postings, including California, Colorado, New York, Washington, Illinois, Minnesota, New Jersey, Massachusetts, and Vermont, with more taking effect through 2026. The specific employee-count thresholds and rules vary by state, so check the requirement where the role is based or where the candidate will work. Even where it is not required, posting a range for a senior role like this improves candidate quality and saves time by filtering for fit early. Confirm the current rule in your state before posting. This is general information, not legal advice.
