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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

29-0000

retail_hospitality

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Senior executive who leads pharmacy operations across multiple sites or a large regional network, setting strategy and standards for dispensing, clinical services, and compliance. 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

Set long-term strategy for pharmacy store operations across multiple divisions or the enterprise, leading through senior managers and directors
Oversee agency- or company-wide coordination of pharmacy program development and implementation, coordinating activities with other state, federal, and local agencies and partners
Shape abstract, cross-functional issues — automation platform strategy, regulatory posture, network-wide inventory and shortage resilience — with effects on long-term company success
Negotiate with executives and external authorities on critical matters affecting pharmacy operations, licensure, and compliance, acting as a policy influencer
Collaborate with senior leadership to define the pharmacy operating model, capital and technology investment, and multi-year growth of the pharmacy footprint

Knowledge applied: Sets long-term pharmacy-operations strategy across divisions/enterprise; defines the operating model and technology direction.
Complexity & problem solving: Tackles abstract, cross-functional issues with long-term effect on company success — network resilience, regulatory posture, automation strategy.
Collaboration & interaction: Negotiates with executives and external authorities on critical matters; acts as a policy influencer across agencies and partners.
Typical experience: 12–15+ years of deep leadership across pharmacy departments or divisions.

Skills at this level

Pharmacy Operations Management: — Runs day-to-day pharmacy dispensing workflow — queue balancing, medication assembly and storage, and record-keeping — so prescriptions are prepared accurately and on time.
Regulatory Compliance: — Ensures pharmacy records, controlled-substance handling, and dispensing practices comply with all federal and state requirements and reflect current legal best practices.
Drug Inventory and Shortage Management: — Purchases drugs, identifies and manages drug shortages, and modifies inventory within automated dispensing systems to keep a diverse, adequately stocked selection available.
Pharmacy Automation Systems: — Uses and oversees pharmacy automation and medication-use information systems, including bar-code scanning, to prepare and verify medications safely and efficiently.
Insurance Claims Processing: — Processes and troubleshoots pharmacy insurance claims and rejections, ensuring billing accuracy and resolving coverage issues for patients.
Staff Training and Development: — Trains and onboards technicians and pharmacists on labeling, claim processing, medication assembly, ordering, and customer interaction, and supervises interns.
Fiscal and Budget Management: — Manages pharmacy operating budgets, labor costs, and contracts, using volume and turnover data to adjust staffing and purchasing.
Attention to Detail: — Maintains accuracy with names, strengths, quantities, directions, dates, and records throughout the dispensing and verification process.
Communication: — Communicates effectively with patients, pharmacists, prescribers' offices, and team members to resolve prescription and service issues.
Strategic Program Planning: — Develops pharmacy program goals, represents the program in strategic planning, and coordinates program development across state, federal, and local agencies and partners.
Computer Literacy: — Works confidently with POS systems, pharmacy management software, patient records, and barcode tools used in retail pharmacy operations.
Contract Management: — Manages pharmacy vendor and payer contracts as part of directing program fiscal operations and service delivery.

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

Pharmacy — 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 29-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+5.7%Pharmacists · United States

311,200 → 328,870 jobs

14,200 openings / year, split into:

replacement / exits 12,659

Growth — new jobs (11%)Exits — backfill (89%)

11% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +4.6%
Growth share of hiring: 11%
Exit / retention pressure high: 89%
Openings / year: 14,200

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$393k

San Francisco-Oakland-Fremont, CA$352k

Washington-Arlington-Alexandria, DC-VA-MD-WV$326k

Boulder, CO$321k

Seattle-Tacoma-Bellevue, WA$321k

Boston-Cambridge-Newton, MA-NH$308k

Lexington Park, MD$300k

Trenton-Princeton, NJ$298k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $236k; 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 Pharmacist	jf_pharmacy::P6	$188,314†	confident0.06
Director of Pharmacy	jf_pharmacy::M5	$188,371†	confident0.06
Chief Pharmacy Officer	jf_pharmacy::E5	$340,737†	confident0.12
Staff Pharmacist	jf_pharmacy::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 29-1051

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_pharmacy::M6

Senior Director of Pharmacy

Pharmacy

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: retail_hospitality
Function: store_operations
Family: pharmacy
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").

Cashier · M6review0.17

Loss Prevention · M6review0.17

Optical · M6review0.17

Product Specialty · M6review0.17

Store Management · M6review0.17

General · 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 29-1051	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)