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Key statistics

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

3 of 8

Track

Executive

Family rungs priced

E1 · E2 · E3 · E4

—

industrial_energy_operations

Coordinates

2 / 4 spaces

pay@2 · 2026-07

What this role is

The top executive accountable for all mine site extraction operations, production output, and operational safety across the organization. At the Vice President (E3) level, the role owns a division, market and competitive strategy, and drives division-wide. Leads a division's leadership team.

What this level does

Lead a large mining division or regional operating business through senior executives, shaping the corporate operations strategy for a significant portion of the company's producing assets
Own enterprise-level operational risk — mine safety catastrophe exposure, environmental liability, closure obligations and regional reserve depletion — and account for it in the company's strategic plan
Shape corporate strategy for the operated portfolio: which mines to expand, sustain, or move toward closure, translating geomechanical and resource information into portfolio-level operating direction
Represent the operations business externally with regulators, industry bodies, communities and major customers, participating in enterprise strategy at the executive table
Set the division's productivity, safety and sustainability targets and govern the operating model that senior executives cascade across sites

Knowledge applied: Shapes corporate operations strategy for a large division or regional mining business, translating resource, geomechanical and safety knowledge into enterprise operating direction.
Complexity & problem solving: Addresses enterprise-level operational risk — catastrophic safety, environmental liability, reserve depletion, closure — with critical strategic impact on the company.
Collaboration & interaction: Represents the operations business externally with regulators, industry, communities and major customers, and participates in enterprise strategy formation.
Typical experience: 15–20+ years with demonstrated enterprise-impact experience across major mining operations.

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?

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 it pays — by metro

OEWS metro median

San Jose-Sunnyvale-Santa Clara, CA$605k

San Francisco-Oakland-Fremont, CA$543k

Washington-Arlington-Alexandria, DC-VA-MD-WV$502k

Boulder, CO$495k

Seattle-Tacoma-Bellevue, WA$495k

Boston-Cambridge-Newton, MA-NH$474k

Lexington Park, MD$462k

Trenton-Princeton, NJ$459k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $363k; 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 E3 (E3 — Vice President) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A division
Autonomy: Accountable for division strategy and P&L
Complexity: Market and competitive strategy
Impact: Division-wide
Decision rights: Owns division strategy, budget, and org
Leadership: Leads a division's leadership team

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

Promotion

The next rung from E3 is E4.

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
Mining Operations Manager	jf_field_operations_mining_operations::M3	$120,351†	confident0.06
Mining Operations Technician	jf_field_operations_mining_operations::P3	$82,468†	confident0.06
Senior Mine Operator	jf_field_operations_mining_operations::S3	$49,566†	confident0.06
SVP of Mining Operations	jf_field_operations_mining_operations::E2	$322,728†	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

E3

jf_field_operations_mining_operations::E3

Chief Mining Officer

Mining Operations

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: E
Superfunction: industrial_energy_operations
Function: field_operations
Family: field_operations_mining_operations
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").

Battery Storage Operations · E3review0.17

Drilling Operations · E3review0.17

Field Maintenance · E3review0.17

Field Measurement · E3review0.17

Field Operations · E3review0.17

Marine Operations · E3review0.17

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)