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Key statistics

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

6 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

Senior director who leads the enterprise lean manufacturing function, driving design-for-manufacture strategy from concept through high-volume production across multiple sites. At the Vice President (M6) level, the role owns a major function or division, enterprise priorities and external factors, and drives division-wide / organization-wide. Leads the leadership of a division.

What this level does

Leads lean manufacturing across multiple functions or divisions through senior managers, owning the long-term operational-excellence strategy that shapes company success
Sets the long-horizon manufacturing-excellence vision — technology roadmap, target operating model, and improvement culture — spanning multiple sites
Negotiates with executives on critical manufacturing investment and transformation matters and influences enterprise manufacturing policy
Resolves abstract, cross-functional issues where lean, capital strategy, supply, and product roadmaps intersect, defining the framework rather than the solution
Governs technical direction on next-generation production systems and digital/AI-enabled optimization, deciding where the organization invests over multi-year horizons

Knowledge applied: Owns long-term operational-excellence strategy and technology roadmap across multiple functions or divisions.
Complexity & problem solving: Tackles abstract, cross-functional issues where lean, capital, supply, and product strategy intersect; defines long-term frameworks.
Collaboration & interaction: Negotiates with executives on critical transformation matters; influences enterprise manufacturing policy; leads through senior managers.
Typical experience: 12–15+ years of deep leadership across departments or divisions.

Skills at this level

Lean Six Sigma Methodologies: — Applies continuous-improvement and process-optimization methods — VSM, standard work, 5S, SMED, Kanban, TPM, Kaizen — to eliminate waste and increase throughput in manufacturing operations.
Root Cause Analysis: — Uses structured problem-solving to identify the permanent root cause of recurring quality and productivity issues on the production floor and drives corrective control plans.
Time Study & Work Standards: — Conducts and audits time studies to set time standards, measure productivity, and support estimation of manufacturing costs.
Workshop Facilitation & Kaizen Leadership: — Organizes and facilitates improvement workshops (changeover, 5S, TPM, Value Stream, material flow), scoping opportunities and leading teams to solutions and control plans.
Lean Coaching & Capability Building: — Coaches, trains, and mentors cross-functional teams in Lean/Six Sigma tools (GEMBA, DOE, TPI) to build capability and sustain adoption of improvements.
Workplace Flow & Layout Design: — Plans and implements workplace flow, line layout, and equipment installations, modifications, and moves according to Lean concepts.
Manufacturing Systems (ERP/MES): — Uses ERP and MES systems to pull production data, track standards and losses, and feed improvement decisions in manufacturing operations.
New Line Start-up & NPI: — Leads advanced manufacturing plans to start up new production lines, commission plants, and introduce new products into manufacturing operations.
Stakeholder Alignment for Lean Adoption: — Aligns diverse teams around lean principles through communication and stakeholder engagement to ensure sustainable, measurable adoption.
Manufacturing Strategy & Technology Evaluation: — Contributes to long-term manufacturing planning and evaluates new technologies such as digital manufacturing and AI-enabled process optimization for adoption.

Model-authored from 18 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

Lean Manufacturing — 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

+26.2%Industrial Production Managers · United States

185,790 → 234,380 jobs

17,100 openings / year, split into:

replacement / exits 16,640

Growth — new jobs (3%)Exits — backfill (97%)

3% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +1.9%
Growth share of hiring: 3%
Exit / retention pressure high: 97%
Openings / year: 17,100

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 M6 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$415k

San Francisco-Oakland-Fremont, CA$373k

Washington-Arlington-Alexandria, DC-VA-MD-WV$345k

Boulder, CO$340k

Seattle-Tacoma-Bellevue, WA$340k

Boston-Cambridge-Newton, MA-NH$325k

Lexington Park, MD$317k

Trenton-Princeton, NJ$315k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $249k; 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 M6 (M6 — Vice President) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A major function or division
Autonomy: Accountable for division strategy and outcomes
Complexity: Enterprise priorities and external factors
Impact: Division-wide / organization-wide
Decision rights: Owns strategy, budget, and org for a division
Leadership: Leads the leadership of a division

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

Promotion

M6is the top of this family's ladder — progression from here is a lattice move (see adjacent roles below), not a rung.

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
Principal Lean Manufacturing Engineer	jf_lean_manufacturing::P6	$194,302	confident0.06
Director of Lean Manufacturing	jf_lean_manufacturing::M5	$194,360	confident0.06
Chief Lean Manufacturing Officer	jf_lean_manufacturing::E5	$351,571	confident0.12
Staff Lean Manufacturing Engineer	jf_lean_manufacturing::P5	$142,824	confident0.12

Capability cluster

O*NET 11-3051

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

M6

jf_lean_manufacturing::M6

Senior Director of Lean Manufacturing

Lean Manufacturing

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: manufacturing_expansion
Family: lean_manufacturing
Universal level: 6 / 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").

Chemistry, Manufacturing & Controls (CMC) · M6review0.17

Machine Shop · M6review0.17

Maintenance · M6review0.17

Manufacturing Engineering · M6review0.17

Pilot Plant Operations · M6review0.17

Production Test · M6review0.17

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 11-3051	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)