Job intelligence
Associate Vice President - Delivery & Solutions
ERPA
Before relying on the listing: Confirm Compensation with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
The available details do not point to a single standout advantage yet. The clearest issue to weigh is the pay picture is incomplete.
A financial comparison will need the approved compensation range.
The listing contains work-authorization language that may limit where the employer can hire.
The listing does not make the minimum education or experience threshold clear enough yet.
Work authorization, sponsorship or relocation wording may materially limit who can take the role.
Part of the application route can be assessed, but the full external process may contain additional steps.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Work arrangement
- Location eligibility
- Application closing time
- Employment type
What to verify next
- Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
Unknown information is never converted into a negative score. The questions above exist to prevent missing evidence from being mistaken for a favorable term.
Decision levers
What could make or break the fit?
Reasons to look closer
Nothing stands out strongly enough yet to call a clear advantage. The role may still be attractive for reasons the listing does not spell out.
Trade-offs to weigh
- The pay picture is incomplete: No usable salary range is stated, so a meaningful financial comparison is not possible yet.
- Location rules could change the fit: The listing contains work-authorization language that may limit where the employer can hire.
Questions worth asking before you invest more time
- Ask for the approved compensation range before comparing this opportunity financially.
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Confirm the actual minimum experience requirement rather than assuming preferred background is mandatory.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Opportunity neighborhood
Keep your options open
These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.
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Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Vice President, Investor Transformation Group
Frost & Sullivan · Remote — Worldwide
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Director, New Business Operations
Cloudinary · Remote — Worldwide
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad Executive leadership roles family. It describes visible choice and disclosure, not future demand or career quality.
200 most recent current roles sampled for the disclosure measures below.
Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.
Current sampled roles stating at least four of the five Core Decision Facts.
Requires a numeric amount, explicit ISO currency and supported pay period.
Listings with explicit enough remote, hybrid or on-site evidence to classify.
Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.
Currencies with explicit pay evidence in the sample: USD (73) · CAD (3) · GBP (2) · EUR (1). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Shows the subset with enough stated evidence for a more informed first comparison.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Uses only roles with a stated employment type.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 1624 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing does not state usable structured compensation. About 40% of the bounded current role sample does.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is limited in the current role sample.
Employer-level comparison is withheld until enough current employer listings are available.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: current same-currency market context, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
The approved base-pay range is not established in the listing.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- What is the approved base-pay range for this role?
- Is there a bonus, commission or other variable-pay component, and how is it calculated?
- Does the package include equity or another long-term incentive, and what are the vesting terms?
- What retirement or pension contribution does the employer provide?
- What health coverage is included and what costs remain with the employee?
- How much paid leave is provided and what are the carry-over or blackout rules?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- chief operating officer
- brokerage firm director
- chief executive officer
- gambling manager
- animal facility manager
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Chief Executives 11-1011.00
- Chief Sustainability Officers 11-1011.03
- Fashion Designers 27-1022.00
- General and Operations Managers 11-1021.00
- Sales Managers 11-2022.00
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
chief operating officer
Usually essential in this ESCO occupation
- plan medium to long term objectives
- negotiate with stakeholders
- ensure lawful business operations
- marketing management
- make strategic business decisions
- abide by business ethical code of conducts
- establish collaborative relations
Context-dependent ESCO skills
- interact with the board of directors
- set organisational policies
- define organisational standards
- shape corporate culture
- develop business plans
O*NET · U.S. occupation
Chief Executives
O*NET occupation skills
- Judgment and Decision Making
- Complex Problem Solving
- Critical Thinking
- Coordination
- Management of Financial Resources
- Management of Personnel Resources
- Speaking
- Systems Evaluation
Build my private skill preparation brief Your evidence · Practice · Interview questions
Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.
Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.
Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?
These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.
Skill bridge
What does this role connect to?
AWS is one of the signals this listing shares with skills appearing often across current Executive leadership roles opportunities.
Skills named in this listing
Shared with the current career sample
- AWS Seen in 6 sampled listings
- Project Management Seen in 9 sampled listings
Additional signals in this listing: Supply Chain
Application edge
- If these skills match your background, prepare one concrete example that shows how you used AWS, Project Management, and Supply Chain rather than relying on a keyword-only claim.
- The listing mentions extra application steps. Review those requirements before starting so you can prepare the requested material in one pass.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 120 sampled listings; 64 contain a recognized skill signal.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
AWS
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Project Management
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Supply Chain
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Prepare for a stated application step
A portfolio or work sample is explicitly mentioned.
Prepare for a stated application step
Professional references are explicitly mentioned.
Work authorization condition stated
The listing explicitly states a work-authorization condition. Verify that condition against your own status before relying on the opportunity.
Questions worth resolving before you rely on the opportunity
- Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
Decision analysis
What the listing really tells you
For Associate Vice President - Delivery & Solutions at ERPA, the most useful clues right now are the location rules are clear enough to judge, international mobility has concrete clues, and the visible application effort can be estimated. Looking at them together makes the trade-offs easier to see.
The location rules are clear enough to judge
Location flexibility can be assessed here: Highly location-flexible, with a Remote Freedom reading of 86/100. One practical limit to notice is the listing contains work-authorization language that may limit where the employer can hire..
International mobility has concrete clues
work-authorization wording is present. These details help frame the practical questions to ask; they are not immigration advice or a guarantee of eligibility.
The visible application effort can be estimated
Provider-mediated application path · 2 visible process steps. The external application may contain additional steps that are not visible from the listing itself.
Source continuity adds useful context
1 recent enabled source can currently renew this vacancy across 1 source classes. That improves traceability, although it does not verify the employer itself.
How this analysis is assembled
The brief pulls together the parts of the vacancy that can be compared reliably today. Gaps in the listing remain visible instead of being filled with assumptions.
Analysis evidence coverage
How much analysis can the current evidence support?
Comparable salary data is not available for this job yet.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
Missing compensation is not treated as negative evidence; this dimension simply remains unavailable.
The source posting date is today.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
- The available work-location evidence indicates strong location flexibility.
Visible cautions
- The listing contains work-authorization language that may limit where the employer can hire.
Still unknown
- There is not enough comparable salary evidence to establish this job’s current pay position.
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Opportunity Efficiency not assessed
The current pay position is not reliable enough to weigh compensation against the stated barriers.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Current comparable pay position is unavailable.
- Education requirement is not established.
- Required prior-experience level is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
The observable Remote Freedom evidence is strong and contains few explicit restriction signals.
Still check: The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Explainable opportunity highlight
Why this opportunity stands out
These are supported signals from the current listing and comparison sample—not a guarantee that this is the best job for you.
The observable work-location signals indicate unusually strong location flexibility.
The source posting date is today.
Compensation intelligence
How competitive is this pay?
Comparable salary data is not available for this job yet.
Why this analysis?
- Comparable salary data is not available for this job yet.
- Salary confidence: Not available. No disclosed salary can currently be normalized for comparison. Missing compensation is not treated as low-quality salary evidence.
- Range quality: No disclosed range.
Employer compensation communication
Pay transparency at ERPA
Only 1 current listing from this employer is indexed. At least three are required before employer-level pay transparency is summarized.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
ERPA — current opportunity snapshot
Only 1 current listing from this employer is visible. At least three are needed before an employer pattern is shown.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Highly location-flexible
Why this score?
- The source describes the role as open worldwide or globally.
Location restrictions detected
- The listing contains work-authorization language that may limit where the employer can hire.
Flexibility signals detected
- Worldwide or global remote eligibility is explicitly indicated.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Work authorization wording detected: The listing appears to state a work-authorization requirement. Verify the exact jurisdiction and whether sponsorship changes that requirement on the original listing.
Tradeoff check
What’s the catch?
No obvious trade-off appears in the available job details. That does not mean the role has no drawbacks, so the original listing and employment terms are still worth reading carefully.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: himalayas.app · HTTPS
Visible application steps or requirements
- A portfolio or work sample is explicitly mentioned.
- Professional references are explicitly mentioned.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
It's fun to work in a company where people truly BELIEVE in what they're doing!
We're committed to bringing passion and customer focus to the business.
ERPA is seeking an experienced and client-focused Associate Vice President – Delivery and Solutions to lead delivery, solutioning, and customer engagement for its PeopleSoft Practice. This role will provide leadership across functional, technical, and Project Management Office teams and ensure the successful delivery of PeopleSoft projects and managed services engagements.
This role will serve as the senior delivery escalation point, lead solutioning, drive customer satisfaction and practice growth. The position requires a strong combination of PeopleSoft expertise, delivery leadership, solution development, commercial judgment, and executive-level client engagement.
The position will report to the Executive Vice President and PeopleSoft Practice Leader.
Key Responsibilities:
Team Leadership
- Lead and manage the PeopleSoft functional, technical, and Project Management Office teams.
- Manage a scalable delivery organization capable of supporting projects, upgrades, cloud migrations, optimization initiatives, and managed services.
- Mentor delivery leaders, project managers, solution architects, and functional and technical consultants.
- Oversee workforce planning, resource allocation, capacity management, and utilization,
- Promote accountability, collaboration, continuous improvement, and a customer-focused delivery culture.
- Monitor performance, including delivery quality, utilization, project profitability, and customer satisfaction
Project and Managed Services Delivery
- Provide executive oversight for PeopleSoft projects and managed services engagements.
- Serve as the senior delivery escalation point for critical project issues, service concerns, resource challenges, and customer escalations.
- Conduct portfolio reviews to evaluate engagement health, financial performance, resource requirements, risks, dependencies, and customer satisfaction.
- Drive improvements in delivery efficiency, service quality, repeatability, automation, and profitability.
- Participate in executive steering committees, Quarterly Business Reviews, and strategic customer meetings.
Presales and Solution Development
- Lead discovery sessions to understand customer objectives, requirements, challenges, technical environments, and desired business outcomes.
- Orchestrate solution development by bringing together functional, technical, cloud, security, integration, managed services, and project management expertise.
- Translate customer requirements into practical solution approaches, delivery roadmaps, staffing models, estimates, timelines, and assumptions.
- Develop Statements of Work and review responses to requests for proposals.
- Ensure proposed solutions are achievable, appropriately scoped, commercially viable, and aligned with ERPA’s delivery capabilities.
- Participate in proposal presentations, solution workshops, and oral presentations
Customer Satisfaction and Executive Engagement
- Build and maintain trusted relationships with customer executives, technology leaders, and business stakeholders.
- Serve as executive sponsor for selected strategic accounts and high-visibility engagements.
- Proactively monitor customer satisfaction and address concerns before they become significant relationship or delivery issues.
- Partner with account and delivery teams to develop customer success plans and measurable improvement actions.
Performance Expectations
- Successful delivery of projects and managed services engagements.
- Customer satisfaction, retention, references, renewals, and account growth.
- Contribution to practice revenue, and expansion of margin.
- Timely and effective resolution of delivery and customer escalations.
- Quality and accuracy of proposed solutions, estimates, and Statements of Work.
- Development and retention of high-performing delivery teams.
- Growth and maturity of standardized delivery methodologies and service offerings.
- Increased market visibility through webinars, conferences, and thought leadership.
Required Qualifications
- Bachelor’s degree in Information Technology, Computer Science, Business Administration, Engineering, or a related field.
- Fifteen or more years of experience in consulting, professional services, or technology delivery.
- Ten or more years of experience with PeopleSoft applications and technologies.
- Experience leading multidisciplinary functional, technical, project management, and service delivery teams.
- Demonstrated success overseeing both project-based engagements and managed services operations.
- Strong understanding of PeopleSoft HCM, Financials and Supply Chain Management, Campus Solutions, PeopleTools, integrations, security, upgrades, and support models.
- Proven PreSales experience leading discovery, solution development, estimating, proposal preparation, and Statement of Work development.
Preferred Qualifications
- Experience delivering PeopleSoft solutions on AWS, Oracle Cloud Infrastructure, or other public cloud platforms.
- Previous responsibility for a portfolio of projects.
Travel
- Travel to customer locations, conferences, partner events, ERPA offices, and internal meetings may be required based on business needs.
Nothing in this job description restricts management's right to assign or reassign duties and responsibilities of this job.
Applicants are considered for all positions in accordance with statutes and regulations concerning non-discrimination on the basis of race, ancestry, age, color, religion, sex, national origin, sexual orientation, gender identity, non-disqualifying disability, veteran status, or other protected classification.
ERPA is an equal opportunity employer, as well as a substance and tobacco free workplace. All offers of employment are contingent on successfully passing the pre-employment drug screen and background investigation which may include reference checks, criminal background investigation, and when applicable licensing verification.
Applicants must be legally authorized to work in the United States on a full-time basis. We will not consider any applicants that require sponsorship for employment visa status either now or in the future.
If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!
Notice: We use E-Verify to confirm the identity and employment eligibility of all new hires.
Originally posted on Himalayas
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed today
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.
Listing source: Himalayas. Destination: himalayas.app. The application opens in a new tab so you can keep this report open.