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Key statistics

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

1 of 8

Track

Executive

Family rungs priced

E1 · E2 · E3 · E4 · E5

11-0000

retail_hospitality

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Executive who leads the organization's overall loss prevention, asset protection, and shrink reduction strategy. At the Director (Executive) (E1) level, the role owns a significant function with strategic authority, strategic and cross-functional, and drives function-wide enterprise impact. Executive leadership of a function.

What this level does

Lead the complete Loss Prevention function for a business unit or region through Directors and Area/Regional LP Managers, owning shortage (shrink) and safety goals across all assigned stores and districts.
Set the functional loss prevention strategy — audit programs (target-store, maintenance, safety, EAS), investigative standards, and physical-security deployment — translating enterprise shrink objectives into executable programs.
Govern deployment of loss prevention resources (staff, CCTV, alarm, EAS technology) across the location portfolio, balancing coverage against cost.
Partner with store operations, HR, and legal executives, and interface with major law enforcement relationships, on high-consequence internal-theft and organized-retail-crime matters.
Own the standard operating procedures for loss prevention, physical security and risk management, and the compliance regime that enforces them.

Knowledge applied: Deep loss-prevention functional expertise combined with detailed company knowledge; applies mastery of audit programs, investigations, physical-security systems and shrink drivers to set functional strategy for a sub-function or business unit.
Complexity & problem solving: Solves functional strategy problems — how to reduce shrink and hit safety goals across a store portfolio — where errors carry serious functional and business consequences to the assigned region.
Collaboration & interaction: Interfaces with other executives and with major law enforcement and vendor contacts; leads through Directors and field LP managers rather than doing investigations directly.
Typical experience: 12–15+ years of loss prevention and management experience, typically with advanced asset-protection certification (e.g., LPC) and multi-site leadership.

Skills at this level

Shrink & Shortage Program Governance: — Sets, allocates and defends enterprise shortage (shrink) and safety goals across stores, districts and regions, translating them into funded loss-prevention programs and holding the organization accountable for the outcomes.
Loss Prevention Audit Program Direction: — Directs enterprise loss-prevention audit programs — target-store audits, maintenance audits, safety audits and electronic article surveillance audits — to surface procedural deficiencies and problem areas across the fleet.
Investigations & Retail-Crime Strategy: — Governs the standards for investigating internal theft, external theft and vendor fraud, and sets the enterprise posture for collaborating with law enforcement to report and pursue crimes including organized retail crime.
Physical Security & Surveillance Technology Strategy: — Directs enterprise investment in and deployment of physical-security systems — alarms, closed-circuit cameras and electronic article surveillance (EAS) — sizing coverage against cost across the location portfolio.
Loss Prevention Resource Deployment: — Assesses security needs across locations to ensure proper deployment of loss-prevention resources, balancing in-house versus contract security staffing and technology coverage against risk and budget.
Cross-Functional Loss Root-Cause Leadership: — Leads collaboration with store management and cross-functional teams to identify the root causes of loss and to develop, fund and scale effective preventive solutions across the enterprise.
Public Safety & Security Governance: — Applies knowledge of security equipment, policies, procedures and strategies to govern the protection of people, data, property and institutions at enterprise scale, ensuring the program's legal defensibility.
Enterprise Risk & Board Engagement: — Represents enterprise security and shrink risk to the board, CEO and external industry and law-enforcement bodies, setting the corporation's risk appetite for loss, fraud and security exposure.
Loss Prevention Policy & Compliance Architecture: — Owns the enterprise standard operating procedures for loss prevention, physical security and risk management, and the compliance regime that monitors and enforces adherence across all stores.

Model-authored from 23 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

Loss Prevention — 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

+49.3%General and Operations Managers · United States

2,400,280 → 3,584,420 jobs

308,700 openings / year, split into:

replacement / exits 292,364

Growth — new jobs (5%)Exits — backfill (95%)

5% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +4.4%
Growth share of hiring: 5%
Exit / retention pressure high: 95%
Openings / year: 308,700

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 E1 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$275k

San Francisco-Oakland-Fremont, CA$247k

Washington-Arlington-Alexandria, DC-VA-MD-WV$228k

Boulder, CO$225k

Seattle-Tacoma-Bellevue, WA$225k

Boston-Cambridge-Newton, MA-NH$216k

Lexington Park, MD$210k

Trenton-Princeton, NJ$209k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $165k; 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 E1 (E1 — Director (Executive)) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A significant function with strategic authority
Autonomy: Sets functional strategy
Complexity: Strategic and cross-functional
Impact: Function-wide enterprise impact
Decision rights: Owns strategy and investment for the function
Leadership: Executive leadership of a function

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

Promotion

The next rung from E1 is E2.

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
Loss Prevention Supervisor	jf_loss_prevention::M1	$85,619†	confident0.06
Loss Prevention Associate	jf_loss_prevention::P1	$61,862†	confident0.06
Loss Prevention Associate	jf_loss_prevention::S1	$37,323†	confident0.06
SVP, Loss Prevention	jf_loss_prevention::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 11-1021

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

E1

jf_loss_prevention::E1

VP of Loss Prevention

Loss Prevention

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: retail_hospitality
Function: store_operations
Family: loss_prevention
Universal level: 1 / 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").

Cashier · E1review0.17

Optical · E1review0.17

Pharmacy · E1review0.17

Product Specialty · E1review0.17

Store Management · E1review0.17

General · E1review0.17

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 11-1021	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 of2026-07-31Editioncanon-v2@2.1.0-completeSourcecanon-v2 cell + salary-benchmark (model)