Compare profiles
Side-by-side leveling, scope, and market pay. Add up to four via ?keys=SWE.GEN.P5,SWE.GEN.P6.
| vs | M4 OEM.GEN.M4 Sr. Manager or Associate Director, Operational Excellence | M3 OEM.GEN.M3 Operational Excellence Manager | M5 OEM.GEN.M5 Director, Operational Excellence | M2 OEM.GEN.M2 Senior CI Specialist/Lean Supervisor |
|---|---|---|---|---|
| Market pay | — | — | — | — |
| Level | M4 · M4 — Director | M3 · M3 — Senior Manager | M5 · M5 — Senior Director | M2 · M2 — Manager II |
| Function | Operational Excellence in Manufacturing | Operational Excellence in Manufacturing | Operational Excellence in Manufacturing | Operational Excellence in Manufacturing |
| Focus | General | General | General | General |
| Typical years | 10–15 | 8–12 | 12–18 | 5–8 |
| Scope | A function or department | Multiple teams or a sub-function | Multiple functions or a large department | An established team or sub-function |
| Autonomy | Owns area strategy and budget | Sets goals within functional strategy | Owns multi-year strategy for the area | Owns planning for the group |
| Impact | Function-level results | Sub-function outcomes | Multi-function results | Group delivery and development |
| Decision rights | Owns strategy, budget, and org design for the area | Owns goals, budget input, and people decisions across teams | Owns investment and org design across functions | Owns staffing, priorities, performance for the group |