People Analytics Toolbox

Ask about this role

grounded in this role's JobFrame record + structure

Download this job's description (markdown) → derived live from this record.

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

17-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Senior executive who leads the mining engineering function across multiple sites or a major operating region, setting long-term extraction strategy and mine planning standards. 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

Lead mining engineering across multiple operations or divisions through senior managers, shaping long-term technical strategy influencing entire engineering organizations
Define long-term mine development and extraction strategy for abstract, cross-functional problems spanning geology, operations, environment, and economics
Negotiate with executives, regulators, and industry stakeholders on critical matters affecting project portfolios, and act as a policy influencer on mining regulation and sustainability standards
Own the long-term economic viability of the mineral resource base, directing feasibility economics and capital allocation with lasting effect on company success

Knowledge applied: Shapes long-term mine development and extraction strategy across divisions, influencing entire engineering organizations.
Complexity & problem solving: Tackles abstract, cross-functional problems spanning geology, operations, environment, and economics; defines long-term strategy.
Collaboration & interaction: Negotiates with executives and regulators on critical matters; acts as an industry policy influencer.
Typical experience: 12–15+ years of deep leadership across mining departments or operations.

Skills at this level

Mine planning: — Directs the design and sequencing of surface and underground mine development, covering extraction methods, layout, and production scheduling to meet resource and economic targets.
Ventilation: — Oversees mine ventilation design and monitoring to maintain safe underground air quality and airflow across development and production areas.
Explosives engineering and rock mechanics: — Guides evaluation of blasting design and ground/rock behavior, applying complex scientific studies to ensure safe and effective extraction.
Feasibility and economic analysis: — Leads pre-feasibility and feasibility technical reports, Whittle optimization, ore blending, and economic investigations to establish project viability of solid mineral resources.
Reclamation, environmental and sustainability compliance: — Ensures mines are operated in safe and environmentally sound ways, solving land reclamation, water and air pollution problems and maintaining compliance with environmental regulation.
Safety and regulatory compliance: — Enforces mining safety standards and navigates regulatory issues across mine planning and operations to keep engineering designs and practices compliant.
Mine production oversight: — Project-manages the mining production process, monitoring production methods and rates and delegating production tracking to keep operations efficient.
Software and CAD proficiency: — Applies mine-design software (e.g., Maptek Vulcan) and CAD/surveying tools (AutoCAD, MicroStation) to develop and communicate mine methods and structures.
Surveying and subsurface assessment: — Directs subsurface surveys to characterize potential development sites and analyzes results to assess mineral presence and extraction potential.
People leadership and development: — Guides, directs, and motivates subordinates by setting performance standards, monitoring performance, mentoring, and building training programs for engineers and technicians.
Technical documentation and specification: — Reviews and specifies technical devices, parts, and equipment, ensuring documentation, drawings, layouts, and detailed instructions are accurate and complete.
Stakeholder and business development: — Consults with industry stakeholders on research and technical advancements and engages in relationship building and business development around mining projects.

Model-authored from 16 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 Engineering — 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 17-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+7.8%Mining and Geological Engineers, Including Mining Safety Engineers · United States

6,280 → 6,770 jobs

400 openings / year, split into:

replacement / exits 395

Growth — new jobs (1%)Exits — backfill (99%)

1% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +0.7%
Growth share of hiring: 1%
Exit / retention pressure high: 99%
Openings / year: 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 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$403k

San Francisco-Oakland-Fremont, CA$361k

Washington-Arlington-Alexandria, DC-VA-MD-WV$334k

Boulder, CO$330k

Seattle-Tacoma-Bellevue, WA$330k

Boston-Cambridge-Newton, MA-NH$315k

Lexington Park, MD$307k

Trenton-Princeton, NJ$306k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $242k; 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 Mining Engineer	jf_mining_engineering::P6	$188,314†	confident0.06
Director of Mining Engineering	jf_mining_engineering::M5	$188,371†	confident0.06
Chief Mining Officer	jf_mining_engineering::E5	$340,737†	confident0.12
Staff Mining Engineer	jf_mining_engineering::P5	$138,423†	confident0.12

†National-base pricing — this family's function differential is pending review, so the dollar level is not function-adjusted.

Capability cluster

O*NET 17-2151

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_mining_engineering::M6

Senior Director of Mining Engineering

Mining Engineering

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: industrial_energy_operations
Function: engineering_expansion
Family: mining_engineering
Universal level: 6 / 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").

Aeronautical · M6review0.17

Agricultural · M6review0.17

Agronomist · M6review0.17

Application Services · M6review0.17

Chemical · M6review0.17

Communication · 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 17-2151	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)