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

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Directs a company's origination function, leading teams that develop markets and customer relationships to drive sales and profitability across a region. 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

Lead origination across a division through department managers, developing the energy origination strategy and driving revenue generation and commercial growth across a region or product line
Manage relationships with utility companies and oversee RFP processes, defining the methods and standards by which the organization originates structured energy products, renewable power offerings and long-term commercial agreements
Direct the full commercial lifecycle across upstream and downstream activities—renewable power, energy storage and environmental products including carbon—setting the framework for how complex transactions are originated, structured and executed
Influence executives and major customers on key commercial issues, serving as senior sponsor on the highest-value or most complex transactions from origination through execution
Build the origination leadership bench and expand market presence, translating division strategy into consistent high-standard deal execution across the energy team

Knowledge applied: Defines methods and standards for originating structured energy products and long-term agreements across a division, directing the full upstream/downstream commercial lifecycle including carbon and environmental products.
Complexity & problem solving: Solves complex, division-wide origination issues, defining the RFP, structuring and execution approach that shapes overall commercial operations.
Collaboration & interaction: Influences executives and major customers on key commercial issues; leads through department managers.
Typical experience: 10–12+ years, including second-level management and origination strategy work.

Skills at this level

Origination prospecting and market intelligence: — Researches and identifies new origination prospects across IOUs, co-ops, municipal utilities, C&I customers and universities, and reads and summarizes utility Integrated Resource Plans to convert public information into targeted commercial opportunities.
Energy market analysis and forecasting: — Understands energy market dynamics and locates, gathers and analyzes energy data proficiently and on time, using data visualization and reporting tools to support origination decisions and pipeline reporting.
Comprehensive energy sector knowledge: — Holds comprehensive knowledge of the energy sector and a high-level understanding of energy markets across renewable power, storage and environmental products.
Offtake contract origination and negotiation: — Originates and negotiates electricity offtake contracts—PPAs, tolling agreements and related structures—for new development projects and existing power plants, owning the commercial process from opportunity through contract execution.
Deal structuring for complex energy transactions: — Structures and negotiates complex energy transactions across upstream/downstream activities and multiple product types, including novel or custom tariff structures and non-standard commercial terms, to deliver bankable, value-accretive outcomes.
Cross-functional commercial coordination: — Works with Valuation & Analytics, Regional Development Offices, Construction/Engineering, Asset Management and Operations to set strategic direction, analyze competitive issues and align deal terms with long-term portfolio strategy.
Utility and counterparty relationship management: — Builds and manages executive-level relationships with utilities, corporates, hyperscalers and other large loads and strategic counterparties, serving as primary commercial point of contact across the transaction lifecycle.
RFP and tariff negotiation management: — Oversees utility RFP processes and leads complex tariff negotiations, including power-to-power offtake with large loads, setting and enforcing high standards for deal execution across the origination team.
Commercial pipeline and revenue growth leadership: — Drives revenue generation and commercial growth across a region by expanding market presence through strategic origination of structured energy products, renewable power offerings and long-term commercial agreements.
Executive commercial communication: — Delivers polished presentations and strategic positioning to senior leadership and boards on origination strategy, pipeline and high-value transactions.

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

Origination — 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

+26.2%Industrial Production Managers · United States

185,790 → 234,380 jobs

17,100 openings / year, split into:

replacement / exits 16,640

Growth — new jobs (3%)Exits — backfill (97%)

3% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +1.9%
Growth share of hiring: 3%
Exit / retention pressure high: 97%
Openings / year: 17,100

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$306k

San Francisco-Oakland-Fremont, CA$274k

Washington-Arlington-Alexandria, DC-VA-MD-WV$254k

Boulder, CO$251k

Seattle-Tacoma-Bellevue, WA$251k

Boston-Cambridge-Newton, MA-NH$240k

Lexington Park, MD$234k

Trenton-Princeton, NJ$232k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $184k; 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 Commercial Officer	jf_origination::E5	$340,737†	confident0.06
Expert Origination Professional	jf_origination::P5	$138,423†	confident0.06
Lead Origination Specialist	jf_origination::S5	$60,631†	confident0.06
Senior Manager, Origination	jf_origination::M4	$167,689†	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 11-3051

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_origination::M5

Director of Origination

Origination

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: energy_utilities_business_operations
Family: origination
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").

Assets · M5review0.17

Control Operations · M5review0.17

Emissions · M5review0.17

Energy Grid · M5review0.17

Energy Operations · M5review0.17

Land / Property · 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 11-3051	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)