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Key statistics

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

2 of 8

Track

Executive

Family rungs priced

E1 · E2 · E3 · E4

11-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Executive who leads all mine site operations across extraction, processing, and infrastructure functions for a multi-site mining organization. At the Senior Director (Executive) (E2) level, the role owns multiple functions or a major area, multi-function strategy and risk, and drives major-area outcomes. Leads function leaders.

What this level does

Lead multiple mining operations across several sites or divisions through VPs/site heads, integrating production plans where individual-site decisions may compound into company-viability-level consequences (e.g., major reserve, safety or environmental exposure)
Resolve cross-functional, abstract issues spanning operations, mine engineering, geology, environmental and supply chain — arbitrating trade-offs between throughput, safety, sustainability and capital across the portfolio of mines
Negotiate critical matters with top leaders, key customers and major suppliers of equipment, explosives and materials, setting multi-site inventory and procurement strategy
Own the aggregate safety and environmental compliance posture across the operated fleet, standardizing extraction techniques and metal-accounting practices between sites
Set multi-site operational budgets and capital allocation for equipment renewal and mine-life extension, holding site VPs accountable to consolidated production and cost commitments

Knowledge applied: Applies cross-functional knowledge across multiple mines/divisions — operations, engineering, geology, environmental and procurement — to lead through VPs where decisions may impact company viability.
Complexity & problem solving: Resolves abstract, high-consequence issues that span sites and functions, arbitrating throughput/safety/sustainability/capital trade-offs across a multi-mine portfolio.
Collaboration & interaction: Negotiates critical matters with top leaders, key customers and major equipment/explosives suppliers; standardizes practice across site leadership.
Typical experience: 15+ years including strategic leadership of multiple mining functions or operating units.

Skills at this level

Mining Operations Command: — Directs the safe and efficient extraction of minerals or resources across mine sites, governing production schedules, extraction techniques and workflow optimization to meet committed output targets.
Mine Safety Governance: — Owns the mining safety program at portfolio scale — enforcing safety regulations, PPE standards and emergency procedures — and bears executive accountability for the safety outcomes of underground and surface operations.
Environmental Compliance Leadership: — Sets and governs the operations' environmental compliance and sustainability posture, integrating regulatory obligations and closure requirements into production planning across producing mines.
Ore Control and Metal Accounting Oversight: — Governs ore control and metal-accounting discipline across sites so that extracted grade and recovery reconcile against plan, protecting the operational P&L of the mining portfolio.
Mine Fleet and Capital Strategy: — Sets deployment, renewal and capital-allocation strategy for heavy mining equipment (haul trucks, loaders, drills, excavators, continuous mining machines) to sustain throughput within budget across the operated fleet.
Multi-Site Production Portfolio Management: — Integrates production plans, targets and costs across multiple mines or regions, arbitrating throughput, safety and capital trade-offs to optimize the aggregate operating result.
Geomechanical Risk Translation: — Translates complex geomechanical and resource information into practical operating direction for mine planning, design, risk management and closure at the portfolio level.
Mining Executive Stakeholder Engagement: — Represents mining operations to boards, regulators, communities, major customers and industry bodies, negotiating critical matters and participating in enterprise strategy formation.
Operational Reporting and Performance Governance: — Governs monthly operational and technical reporting from mine departments, converting production, safety and cost signals into corrective actions and executive-level accountability.
Mining Workforce Leadership: — Builds and leads senior operations leadership through Directors and VPs, cascading standards for skill development, safety adherence and production discipline across mining personnel.

Model-authored from 19 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

Mining Operations — median with , by . Real canon data.

National-base pricing — this family's function differential is pending review, so dollar levels are not function-adjusted (level-over-level % is unaffected).

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?

SOC 11-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+8.3%Architectural and Engineering Managers · United States

194,250 → 210,340 jobs

14,500 openings / year, split into:

replacement / exits 13,693

Growth — new jobs (6%)Exits — backfill (94%)

6% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +3.8%
Growth share of hiring: 6%
Exit / retention pressure high: 94%
Openings / year: 14,500

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 E2 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$555k

San Francisco-Oakland-Fremont, CA$498k

Washington-Arlington-Alexandria, DC-VA-MD-WV$460k

Boulder, CO$454k

Seattle-Tacoma-Bellevue, WA$454k

Boston-Cambridge-Newton, MA-NH$435k

Lexington Park, MD$424k

Trenton-Princeton, NJ$421k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $333k; 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 E2 (E2 — Senior Director (Executive)) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Multiple functions or a major area
Autonomy: Owns area-level strategy
Complexity: Multi-function strategy and risk
Impact: Major-area outcomes
Decision rights: Owns strategy and resourcing across functions
Leadership: Leads function leaders

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

Promotion

The next rung from E2 is E3.

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
Senior Mining Operations Supervisor	jf_field_operations_mining_operations::M2	$110,455†	confident0.06
Mining Operations Technician	jf_field_operations_mining_operations::P2	$72,357†	confident0.06
Mining Operations Technician	jf_field_operations_mining_operations::S2	$42,923†	confident0.06
VP of Mining Operations	jf_field_operations_mining_operations::E1	$169,459†	confident0.06

†National-base pricing — this family's function differential is pending review, so the dollar level is not function-adjusted.

Capability cluster

O*NET 11-9041

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

E2

jf_field_operations_mining_operations::E2

SVP of Mining Operations

Mining Operations

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: E
Superfunction: industrial_energy_operations
Function: field_operations
Family: field_operations_mining_operations
Universal level: 2 / 8

Content

content@2

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

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").

Battery Storage Operations · E2review0.17

Drilling Operations · E2review0.17

Field Maintenance · E2review0.17

Field Measurement · E2review0.17

Field Operations · E2review0.17

Marine Operations · E2review0.17

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 11-9041	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)