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.

2 of 8

Track

Executive

Family rungs priced

E1 · E2 · E3 · E4 · E5

—

manufacturing

Coordinates

2 / 4 spaces

pay@2 · 2026-07

What this role is

Senior executive overseeing all manufacturing and production operations across the organization's plants or facilities. At the Senior Director (Executive) (E2) level, the role owns multiple functions or a major area, multi-function strategy and risk, and drives major-area outcomes. Leads function leaders.

What this level does

Lead production across multiple plants or divisions through VPs and Directors, standardizing how each site coordinates manufacturing, manages resources and enforces quality and safety standards.
Resolve cross-functional, high-consequence trade-offs across the production network — allocating volume, capital and headcount between sites where decisions can materially affect company financial and operational objectives.
Own the multi-site production cost, capacity and efficiency-improvement agenda, setting the operational metrics against which each plant's throughput and downtime are judged.
Negotiate critical capacity and delivery commitments with top company leaders and strategic customers spanning several production lines or product families.
Institutionalize design-transfer discipline and validation practice across sites so new products ramp consistently regardless of location.

Knowledge applied: Applies cross-functional manufacturing knowledge across multiple plants/divisions, standardizing production practice and allocating capacity across the network.
Complexity & problem solving: Tackles abstract, high-consequence cross-site issues — volume allocation, capital and headcount trade-offs — where decisions may impact company financial and operational objectives.
Collaboration & interaction: Negotiates critical capacity and delivery matters with top company leaders and strategic customers spanning several sites and product families.
Typical experience: 15+ years, including strategic leadership of multiple production functions or business units.

Skills at this level

Production Coordination and Scheduling: — Coordinates daily manufacturing operations by scheduling production runs, sequencing work across teams, lines and shifts, and monitoring performance to keep goods produced on time and without delays.
Sales & Operations Planning Translation: — Converts S&OP demand and volume targets into achievable production goals and resource plans for Assemblers, Testers and Technicians, and holds the operation accountable to them.
Design Transfer of New Products: — Drives the introduction of new products into production by coordinating with Manufacturing Engineering, Quality Engineering, R&D and Process Engineering on equipment, fixture, process and procedure validations.
Production and Processing Knowledge: — Applies knowledge of raw materials, production processes, quality control, costs and other techniques for maximizing the effective manufacture and distribution of goods.
Manufacturing Budget and Cost Management: — Sets and manages production budgets and drives efficiency initiatives so goods are produced within cost targets while meeting throughput and delivery commitments.
Production Efficiency and Downtime Reduction: — Minimizes downtime and drives throughput improvement across teams and lines to help the organization meet financial and operational objectives.
Quality and Safety Standards Enforcement: — Maintains and enforces quality and safety standards across production teams, ensuring finished products meet specification through inspection and process discipline.
Multi-Site Operations Strategy: — Sets strategic production goals, footprint and capacity direction across multiple teams, departments or plants, coordinating planning, quality control and logistics into an efficient whole.
Executive Stakeholder and Board Engagement: — Represents manufacturing capability and production risk to major customers, industry leaders, the CEO and the board, and participates in enterprise strategic development.
Machinery and Equipment Operations Oversight: — Applies a strong grasp of machinery operation and technical equipment to govern how production lines are run, started, stopped, troubleshot and maintained for efficient production.
Production Scheduling and Planning Software: — Uses production scheduling and planning software to model production runs, allocate resources and monitor line performance against manufacturing targets.

Model-authored from 20 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

Production — 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?

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 it pays — by metro

OEWS metro median

San Jose-Sunnyvale-Santa Clara, CA$555k

San Francisco-Oakland-Fremont, CA$498k

Washington-Arlington-Alexandria, DC-VA-MD-WV$460k

Boulder, CO$454k

Seattle-Tacoma-Bellevue, WA$454k

Boston-Cambridge-Newton, MA-NH$435k

Lexington Park, MD$424k

Trenton-Princeton, NJ$421k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $333k; 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 E2 (E2 — Senior Director (Executive)) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Multiple functions or a major area
Autonomy: Owns area-level strategy
Complexity: Multi-function strategy and risk
Impact: Major-area outcomes
Decision rights: Owns strategy and resourcing across functions
Leadership: Leads function 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 E2 is E3.

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 Production Supervisor	jf_production::M2	$113,967	confident0.06
Production Technician	jf_production::P2	$74,658	confident0.06
Production Operator	jf_production::S2	$44,288	confident0.06
VP of Production	jf_production::E1	$174,847	confident0.06

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

E2

jf_production::E2

SVP of Production

Production

no content fingerprint

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: manufacturing_expansion
Family: production
Universal level: 2 / 8

Content

content@2

What it's about— a fingerprint over the role's tasks & capabilities.

No content fingerprint for this profile.

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").

Chemistry, Manufacturing & Controls (CMC) · E2review0.17

Lean Manufacturing · E2review0.17

Machine Shop · E2review0.17

Maintenance · E2review0.17

Manufacturing Engineering · E2review0.17

Pilot Plant Operations · E2review0.17

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)