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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 · E5

11-0000

retail_hospitality

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

The most senior executive accountable for enterprise-wide loss prevention, asset protection, and inventory shrink strategy. 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 loss prevention across a large division or region through senior executives, carrying enterprise-level shrink and security risk as a major strategic role.
Shape corporate asset-protection strategy for large business areas — defining how the enterprise prevents, detects and resolves loss at scale and how security posture supports growth into new formats or geographies.
Represent the company externally on retail-crime and security matters (industry ORC coalitions, regulatory/law-enforcement forums), and participate in enterprise strategy on risk exposure.
Own the enterprise investment thesis for loss prevention technology (CCTV/analytics, EAS, exception-based reporting), sponsoring the transitions that reset the shrink cost curve.
Hold accountability for enterprise loss and safety outcomes, ensuring investigative integrity and legal defensibility of the LP program at scale.

Knowledge applied: Shapes corporate asset-protection strategy for large units or functions, drawing on enterprise-level understanding of shrink economics, security risk and retail-crime trends.
Complexity & problem solving: Addresses enterprise-level risks with critical strategic impact — resetting the shrink cost curve and security posture as the business scales or enters new formats.
Collaboration & interaction: Represents the company externally on retail-crime and security matters and participates in enterprise strategy alongside peer executives.
Typical experience: 15–20+ years with demonstrated enterprise-impact experience across large divisions or regions.

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 E3 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$572k

San Francisco-Oakland-Fremont, CA$513k

Washington-Arlington-Alexandria, DC-VA-MD-WV$475k

Boulder, CO$468k

Seattle-Tacoma-Bellevue, WA$468k

Boston-Cambridge-Newton, MA-NH$448k

Lexington Park, MD$437k

Trenton-Princeton, NJ$434k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $343k; 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
Loss Prevention Manager	jf_loss_prevention::M3	$120,351†	confident0.06
Loss Prevention Analyst	jf_loss_prevention::P3	$82,468†	confident0.06
Senior Loss Prevention Investigator	jf_loss_prevention::S3	$49,566†	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

E3

jf_loss_prevention::E3

Chief Loss Prevention Officer

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: 3 / 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 · E3review0.17

Optical · E3review0.17

Pharmacy · E3review0.17

Product Specialty · E3review0.17

Store Management · E3review0.17

General · 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 11-1021	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 of2026-07-30Editioncanon-v2@2.1.0-completeSourcecanon-v2 cell + salary-benchmark (model)