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Key statistics

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

4 of 8

Track

Executive

Family rungs priced

E1 · E2 · E3 · E4 · E5

11-0000

manufacturing

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Top executive accountable for the organization's entire materials, inventory, and physical fulfillment operations. At the Senior Vice President (E4) level, the role owns multiple divisions, enterprise strategy and external stakeholders, and drives cross-division / enterprise. Leads division leaders.

What this level does

Oversee a large portfolio spanning multiple strategic areas of supply chain — materials, procurement, logistics, and planning — with broad organizational reach and high autonomy over the total material-to-production system.
Participate in enterprise strategic development, embedding materials and supply-chain resilience into corporate strategy and capital-allocation decisions.
Engage regularly with the board, CEO, and industry leaders on supply-chain strategy, materials risk exposure, and the company's ability to sustain production through demand and supply volatility.
Set cross-business materials and supply-chain strategy that integrates sourcing, inventory, and distribution end-to-end, driving structural cost reduction and supply assurance at corporate scale.
Govern the enterprise materials risk framework — supplier concentration, inventory investment, and continuity planning — as the accountable corporate leader for uninterrupted material flow.

Knowledge applied: Applies broad corporate perspective across the full supply-chain portfolio (materials, procurement, logistics, planning) with high autonomy and corporate impact.
Complexity & problem solving: Participates in enterprise strategic development, integrating materials resilience into corporate strategy and capital allocation across multiple strategic areas.
Collaboration & interaction: Engages regularly with the board, CEO, and industry leaders on supply-chain strategy and materials risk exposure.
Typical experience: 20+ years of extensive corporate strategy and supply-chain leadership experience.

Skills at this level

Materials Requirement Planning (MRP): — Develops and maintains MRP systems that translate production demand into timed material requirements, ensuring capacity settings for materials are current and accurate and that procurement acquires materials on schedule.
KanBan and Pull-Replenishment: — Manages raw materials on KanBan and daily delivery systems, applying lean pull-replenishment to balance supply against production demand and sustain uninterrupted material flow to the line.
Inventory Control and Optimization: — Sets and governs inventory levels, turns, and physical-inventory discipline across sites, balancing carrying cost against the risk of production stoppage from material unavailability.
Demand Forecasting: — Uses historical and production data to estimate material demand and feeds those forecasts into purchasing and production processes to prevent shortage or overstock of raw materials.
Supply Chain Risk Management: — Anticipates and manages supply disruptions such as natural disasters and geopolitical events, qualifying alternative suppliers and re-planning material flow to preserve continuity of production.
Strategic Sourcing and Vendor Management: — Directs supplier relationships and long-term supply agreements for materials, managing supplier concentration and negotiating terms that secure availability, cost, and quality.
Supply Chain Analytics and Statistical Analysis: — Applies data and statistical analysis to material flow and throughput efficiency, identifying inefficiencies in the material supply chain and driving decisions on inventory positioning and replenishment.
Lean Materials Flow: — Applies lean concepts and tools to material flow and throughput efficiency, eliminating waste in receiving, warehousing, and replenishment to improve material availability at lower cost.
ERP/APS Platform Strategy: — Sets the enterprise strategy for supply-chain planning platforms (e.g., Oracle EBS / Advanced Supply Chain Planning, Oracle ERP) used to run MRP, capacity, and inventory across sites and regions.
Cross-Functional Materials Alignment: — Works with engineering and product development to assess how material changes affect production, aligning materials management with production, sales, and finance objectives across the organization.
Enterprise Supply Chain Strategy: — Formulates multi-year materials and supply-chain strategy — inventory footprint, supplier-base architecture, and resilience posture — as a contribution to the corporate operating plan.

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

Materials — 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?

SOC 11-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+12.7%Purchasing Managers · United States

72,100 → 81,240 jobs

6,400 openings / year, split into:

replacement / exits 6,141

Growth — new jobs (4%)Exits — backfill (96%)

4% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +3.1%
Growth share of hiring: 4%
Exit / retention pressure high: 96%
Openings / year: 6,400

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 E4 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$669k

San Francisco-Oakland-Fremont, CA$600k

Washington-Arlington-Alexandria, DC-VA-MD-WV$555k

Boulder, CO$548k

Seattle-Tacoma-Bellevue, WA$548k

Boston-Cambridge-Newton, MA-NH$524k

Lexington Park, MD$511k

Trenton-Princeton, NJ$508k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $402k; 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 E4 (E4 — Senior Vice President) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Multiple divisions
Autonomy: Owns cross-division strategy
Complexity: Enterprise strategy and external stakeholders
Impact: Cross-division / enterprise
Decision rights: Owns strategy and investment across divisions
Leadership: Leads division 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 E4 is E5.

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 Manager, Materials	jf_materials::M4	$173,021	confident0.06
Senior Materials Coordinator	jf_materials::P4	$112,946	confident0.06
Advanced Materials Coordinator	jf_materials::S4	$58,202	confident0.06
Chief Materials Officer	jf_materials::E3	$363,257	confident0.06

Capability cluster

O*NET 11-3061

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

E4

jf_materials::E4

Chief Supply Chain Officer

Materials

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: manufacturing
Function: supply_chain
Family: materials
Universal level: 4 / 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").

Demand / Forecast Planning · E4review0.17

Distribution Center / Warehouse · E4review0.17

Purchasing / Procurement · E4review0.17

Transportation · E4review0.17

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 11-3061	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)