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.

5 of 8

Track

Management

Family rungs priced

M1 · M2 · M3 · M4 · M5 · M6

11-0000

corporate_services

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Directs cross-functional business operations for a company or major division outside of manufacturing. At the Senior Director (M5) level, the role owns multiple functions or a large department, org-level trade-offs and investment, and drives multi-function results. Leads directors and managers.

What this level does

Directs operations across a division through subordinate department managers, with decisions impacting overall company operations
Defines operational methods and standards for complex, org-wide issues rather than applying existing practice
Partners with human resources to recruit, train, retain, and mentor the management team, fostering a culture of accountability and continuous learning
Advances digital transformation and process innovation across the operational division to improve efficiency and scalability
Influences executives and major customers on key operational issues and initiatives affecting the business

Knowledge applied: Directs a strategic operational area division-wide, defining methods and standards for org-wide operational issues.
Complexity & problem solving: Resolves complex organization-wide operational problems with business-wide implications and defines new approaches.
Collaboration & interaction: Leads through department managers and influences executives and major customers on key operational matters.
Typical experience: 10–12+ years including second-level management and strategy work.

Skills at this level

Operational Workflow Management: — Oversees and optimizes day-to-day operational workflows, allocating tasks, setting deadlines, and monitoring performance to ensure work is completed on time, within scope, and aligned with business objectives.
Operational Budget Management: — Manages operational budgets to ensure efficient resource utilization, formulates cost-aligned objectives, and analyzes financial data to identify opportunities for improving profitability.
Cross-Functional Collaboration: — Works across sales, compliance, logistics, and peer supervisory teams to coordinate interdependent operations, using clear written and verbal communication to keep initiatives aligned.
KPI Tracking and Reporting: — Tracks and reports key operational performance indicators, surfacing deviations and translating operational data into updates for department leadership or executives.
Process Improvement: — Identifies and implements improvements to operational workflows and quality-control measures so products or services consistently meet or exceed expectations.
Data and Analytics for Operations: — Applies data analysis and mid-to-expert Excel capability to interpret operational and financial data and make informed recommendations to senior leadership.
Resource Allocation: — Allocates workforce, vendor, and budget resources across teams and departments to meet operational objectives while controlling cost and quality.
Team Leadership and Talent Development: — Leads, mentors, and evaluates operational teams and managers, partnering with HR to recruit, train, and retain talent and foster a culture of accountability and continuous learning.
Operational Strategy Development: — Develops and executes operations-related strategies and processes across departments, aligning operational execution with broader organizational goals.
Digital Transformation: — Advances digital transformation and innovation across operational functions to improve workflow efficiency, scalability, and competitiveness beyond established practice.
Strategic Planning and Risk Management: — Sets enterprise operational direction and develops long-term planning and risk-management approaches that shape company operating policy at the division and executive level.

Model-authored from 22 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

Operations (Non-Manufacturing Ops) — 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

+61.3%Transportation, Storage, and Distribution Managers · United States

132,040 → 213,000 jobs

18,500 openings / year, split into:

replacement / exits 17,178

Growth — new jobs (7%)Exits — backfill (93%)

7% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +6.1%
Growth share of hiring: 7%
Exit / retention pressure high: 93%
Openings / year: 18,500

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 M5 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$334k

San Francisco-Oakland-Fremont, CA$299k

Washington-Arlington-Alexandria, DC-VA-MD-WV$277k

Boulder, CO$273k

Seattle-Tacoma-Bellevue, WA$273k

Boston-Cambridge-Newton, MA-NH$262k

Lexington Park, MD$255k

Trenton-Princeton, NJ$253k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $200k; 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 M5 (M5 — Senior Director) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Multiple functions or a large department
Autonomy: Owns multi-year strategy for the area
Complexity: Org-level trade-offs and investment
Impact: Multi-function results
Decision rights: Owns investment and org design across functions
Leadership: Leads directors and managers

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

Promotion

The next rung from M5 is M6.

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
Chief Operating Officer	jf_operations_non_manufacturing_ops::E5	$362,387	confident0.06
Staff Operations Analyst	jf_operations_non_manufacturing_ops::P5	$147,218	confident0.06
Lead Operations Specialist	jf_operations_non_manufacturing_ops::S5	$64,484	confident0.06
Senior Manager, Operations	jf_operations_non_manufacturing_ops::M4	$178,343	confident0.06

Capability cluster

O*NET 11-3071

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

M5

jf_operations_non_manufacturing_ops::M5

Director of Operations

Operations (Non-Manufacturing Ops)

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: corporate_services
Function: executive_general_management
Family: operations_non_manufacturing_ops
Universal level: 5 / 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").

Administration · M5review0.17

Country Management · M5review0.17

General · M5review0.17

Region Leadership · M5review0.17

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 11-3071	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)