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Download this job's description (markdown) → derived live from this record.

Key statistics

The identity block — every fact is canon, none is generated.

3 of 8

Track

Management

Family rungs priced

M1 · M2 · M3 · M4 · M5 · M6

—

manufacturing

Coordinates

2 / 4 spaces

pay@2 · 2026-07

What this role is

Manages a team of demand planners responsible for building and maintaining product demand forecasts that drive inventory and component planning. At the Senior Manager (M3) level, the role owns multiple teams or a sub-function, multi-team execution and resourcing trade-offs, and drives sub-function outcomes. Manages managers and/or several teams.

What this level does

Manages the end-to-end demand planning process and budget for a department, evaluating diverse forecast trends across multiple product categories or markets
Leads the monthly demand review (S&OP cadence) discussion for meeting customer demand with organizational counterparts
Evaluates risk to supply and develops contingency plans with the Supply Chain Manager, communicating them to the wider team
Coordinates cross-functionally across Sales, Marketing, Finance, Sourcing, and Manufacturing Operations to secure a single consolidated demand plan
Manages managers or cross-functional professionals, holding the team accountable for forecast accuracy and bias within the department's scope

Knowledge applied: Applies broad demand-planning knowledge to evaluate diverse forecast trends across multiple categories and to run the S&OP demand review.
Complexity & problem solving: Handles diverse issues and trend evaluation; assesses supply risk and develops contingency plans across categories.
Collaboration & interaction: Leads functional and customer-facing demand teams; coordinates across Sales, Marketing, Finance, Sourcing, and Manufacturing.
Typical experience: 5–7+ years managing professionals and budgets; department lead responsible for demand-planning operations and budget.

Skills at this level

Statistical and analytical forecasting: — Applies forecasting methodologies backed by strong mathematical and statistical knowledge to estimate future product demand and analyze inventory flow.
S&OP and consensus demand review leadership: — Leads the monthly demand review within the S&OP cadence, driving a single-number mindset by reconciling Commercial, Finance, and Supply Chain inputs into one consolidated demand plan.
Forecast accuracy and bias management: — Owns and improves forecast accuracy and bias for a business segment, setting up mechanisms to detect critical forecast changes and reporting net change against prior forecast.
Supply risk and contingency planning: — Evaluates risk to supply, develops contingency plans with the Supply Chain Manager, and communicates them across the wider planning team.
Predictive analytics and machine learning: — Leverages predictive analytics and machine learning as demand planning increasingly relies on advanced analytics to improve forecast models.
ERP and demand planning systems: — Uses ERP and demand planning software such as SAP APO and SAP IBP to integrate demand signals and capitalize on company technological resources for planning.
Cross-functional stakeholder coordination: — Coordinates demand planning across Sales, Marketing, Finance, Sourcing, and Manufacturing Operations to align on a shared demand plan.
Advanced Excel for forecasting: — Uses advanced Excel to build, maintain, and model forecasts and to produce monthly demand-planning metrics and net-change analyses.
Executive insight translation: — Places granular, quantitative demand insight within the wider business context and translates it into actionable recommendations for senior management and executives in S&OP meetings.
Problem-solving and business acumen: — Blends analytical prowess with business acumen to question inputs, accurately identify a demand need, and present an effective planning solution.

Model-authored from 21 retrieved sources, then adversarially reviewed by an independent judge panel and held to a minimum-evidence floor before publication. Distinct from corpus-extracted content, which is labelled as such.

Pay across the ladder

Demand / Forecast Planning — median with , by . Real canon data.

Pay figures are modeled estimates from our market equation — level-differentiated, with honest-wide bands. They refresh as new leveling evidence lands; treat per-role dollars as directional.

Demand — is the field growing, or just turning over?

Employment growth 2019–2024, BLS OEWSobserved

+12.7%Purchasing Managers · United States

72,100 → 81,240 jobs

6,400 openings / year, split into:

replacement / exits 6,141

Growth — new jobs (4%)Exits — backfill (96%)

4% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +3.1%
Growth share of hiring: 4%
Exit / retention pressure high: 96%
Openings / year: 6,400

Two quantities, kept apart: observed = employment growth differenced from two BLS OEWS vintages (what already happened); projected = BLS Employment Projections 2024–34, openings decomposed into growth + exits (growth derived from projected employment change). Neither is a pay figure.

Where this role sits — growth vs. pay

level M3 held

Demand axis is projected growth (not raw openings — that just measures churn). A curated, de-duplicated set of recognizable occupations held at this level; this role is highlighted.

Where it pays — by metro

OEWS metro median

San Jose-Sunnyvale-Santa Clara, CA$207k

San Francisco-Oakland-Fremont, CA$186k

Washington-Arlington-Alexandria, DC-VA-MD-WV$172k

Boulder, CO$169k

Seattle-Tacoma-Bellevue, WA$169k

Boston-Cambridge-Newton, MA-NH$162k

Lexington Park, MD$158k

Trenton-Princeton, NJ$157k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $124k; the demand-cube initiative will add growth-by-metro.

What changes across the ladder

Level-distinction canon isn't available for the adjacent levels of this profile yet.

Level differentiators

What separates M3 (M3 — Senior Manager) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Multiple teams or a sub-function
Autonomy: Sets goals within functional strategy
Complexity: Multi-team execution and resourcing trade-offs
Impact: Sub-function outcomes
Decision rights: Owns goals, budget input, and people decisions across teams
Leadership: Manages managers and/or several teams

Full level-by-level matrix (side by side across the ladder) lives on the Ladder drill-down — not here.

Promotion

The next rung from M3 is M4.

Performance criteria for this profile render in the assessment kit →

People also watch

Nearest coordinate neighbors — same , same level. Each row's (confident / review / no match) comes from its — computed, not curated.

Profile	Key	Median	Δ structural
Chief Demand Officer	jf_demand_forecast_planning::E3	$363,257	confident0.06
Demand Planner	jf_demand_forecast_planning::P3	$85,090	confident0.06
Senior Demand Planner	jf_demand_forecast_planning::S3	$51,142	confident0.06
Senior Demand Planning Supervisor	jf_demand_forecast_planning::M2	$113,967	confident0.06

Capability cluster

O*NET 11-3061

Core to this role. Click any element with an ⓘ for its O*NET definition. A job-specific capability model (SkillFrame) will sharpen this and add worked examples.

The Job Swatch

M3

jf_demand_forecast_planning::M3

Demand Planning Manager

Demand / Forecast Planning

no content fingerprint

The swatch is JobFrame's core primitive: a hueset deterministically by the role's superfunction, the profileKey as its color code, the level ladder, and a content fingerprint. Two swatches that look alike are alike.

Because every role carries computable coordinates, similarity, leveling, and pricing become measurable instead of arguable— the whole point of "Pantone for jobs."

Structural

structural@1

Where it sits— position in the work taxonomy + level (weighted Gower, level > function > focus).

Track: M
Superfunction: manufacturing
Function: supply_chain
Family: demand_forecast_planning
Universal level: 3 / 8

Content

content@2

What it's about— a fingerprint over the role's tasks & capabilities.

No content fingerprint for this profile.

Two roles can sit far apart structurally yet be close in content — that gap is itself a signal.

3-state matching

How any two swatches compare — a real distance in coordinate space, resolved to a calibrated verdict (never a fake "94% match").

Distribution Center / Warehouse · M3review0.17

Materials · M3review0.17

Purchasing / Procurement · M3review0.17

Transportation · M3review0.17

Editions — frozen & versioned

structural@1live

Released 2026-06-17

content@2live

Released 2026-07-28

pay@2live

Released 2026-07-02

semantic@1live

Released 2026-07-02

Coordinates belong to a frozen, versioned edition — a coordinate computed today still means the same thing next quarter. Re-fitting issues a new edition, so comparisons are never silently redefined.

How to read this profile

Every number here is traceable — to a named source, a stated method, and an as-of date — and each value is labeled by how we know it: observed from data, computed by a model, projected forward, or governed canon. Nothing is a black box, and nothing is invented to fill a gap.

Where every number comes from

What	Source & method	Edition	State
Median pay + range	JobFrame pay equation (function base × family multiplier × level × focus differential)	pay@2	computed
Pay across the ladder	Same equation applied at each universal level	pay@2	computed
Demand — growth & openings	BLS Employment Projections; openings decomposed into growth + exits	EP 2024–34	projected
Pay by metro	BLS OEWS metropolitan medians	OEWS 2024	observed
Level distinctions	JobFrame universal-level canon (scope · autonomy · complexity · impact · decision rights · leadership)	canon	canon
Capability cluster	O*NET Knowledge / Skills / Abilities	O*NET 11-3061	computed
Coordinates	JobFrame coordinate system — structural (weighted Gower) + content fingerprint	structural@1 · content@2 · pay@2 · semantic@1	computed
Related roles	Nearest neighbors in the structural coordinate space	structural@1	computed

The principles behind the numbers

Ranges, not false precision

Pay is P10 · median · P90, never a single misleading number.

Three honest states, never a fake %

Role matches resolve to confident / review / no-match — a calibrated verdict, not a made-up percentage.

Provenance on every value

Each number carries whether it's observed, computed, projected, or canon — so you always know how much to lean on it.

Gaps shown as gaps

When a figure isn't available at the grain you need, we say so — we don't fabricate a number to fill the cell.

Frozen, versioned editions

Pay and coordinate editions are pinned, so a comparison you make today still means the same thing next quarter.

Privacy by min-N

Any aggregate over people is suppressed below a minimum count, so no individual is identifiable.

Freshness

As of2026-07-30Editioncanon-v2@2.1.0-completeSourcecanon-v2 cell + salary-benchmark (model)