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Key statistics

The identity block — every fact is canon, none is generated.

1 of 8

Track

Executive

Family rungs priced

E1 · E2 · E3 · E4 · E5

11-0000

manufacturing

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Executive who leads the organization's procurement function, setting sourcing strategy and overseeing supplier relationships across all major spend categories. At the Director (Executive) (E1) level, the role owns a significant function with strategic authority, strategic and cross-functional, and drives function-wide enterprise impact. Executive leadership of a function.

What this level does

Own the procurement function for a business unit or region through Directors and senior managers, setting the sourcing, negotiation and supplier-management strategy for the unit's third-party spend
Direct end-to-end contracting strategies across the complete contracts lifecycle, including supplier performance management frameworks and negotiation of major contracts and complex supplier relationships
Set and manage the procurement budget for the unit, monitor department performance, and drive continuous cost-saving and process-improvement programs across the categories owned
Interface with other executives, major customers and key suppliers at executive level, resolving decisions that significantly impact unit costs and operational performance
Establish and develop procurement frameworks, processes and category strategies that align purchasing with the business unit's objectives

Knowledge applied: Applies deep procurement functional expertise — sourcing, negotiation, contract lifecycle, supplier performance, P2P — plus detailed knowledge of the business unit to set the unit's procurement strategy through Directors.
Complexity & problem solving: Resolves functional procurement strategy problems for a single unit or sub-function; decisions on major contracts and supplier relationships carry serious functional and cost consequences for the unit.
Collaboration & interaction: Interfaces with other executives, major customers and key suppliers at executive level; leads negotiation of the unit's most significant contracts.
Typical experience: 12–15+ years of procurement experience with management responsibility; bachelor's plus certification such as CIPS or CPSM typical.

Skills at this level

Procurement Strategy & Category Management: — Directs long-term procurement strategy across whole spend categories, analyzing market trends and aligning sourcing decisions with business objectives to control cost, quality and supply.
Supplier Negotiation & Commercial Terms: — Negotiates prices and contract terms with suppliers and networks to influence executive-level supplier leadership on major contracts and complex commercial relationships.
Contract Lifecycle & Supplier Performance Management: — Establishes end-to-end contracting strategies and tracks the complete contracts lifecycle, managing supplier performance frameworks against cost, quality, delivery and service.
Spend & Supplier Analysis: — Evaluates price proposals, financial reports and supplier options to select suppliers with the best combination of price, quality, delivery and service and to determine reasonable prices.
Procurement Budget & Cost Optimization: — Owns the procurement budget, monitors department performance, and continuously identifies process improvements and cost-saving opportunities across the spend portfolio.
Supply Chain Resilience & Risk Management: — Manages continuity risk across the third-party supplier base, building resilience into sourcing and contracting so the organization can respond to supply disruption.
Procurement ESG Strategy: — Embeds environmental, social and governance considerations into supplier selection, sourcing and contracting as part of enterprise procurement strategy.
Procure-to-Pay (P2P) Operations: — Sets and governs Procure-to-Pay best practices and invoice-processing resolution across the function to standardize how requisitions convert to paid supplier commitments.
Procurement Systems & ERP: — Directs use of ERP and procurement platforms (e.g., Oracle Procurement, Coupa) to manage sourcing, contracts and spend visibility across the enterprise supplier base.
Executive Stakeholder & Board Engagement: — Represents the procurement organization to the board, CEO, CFO/COO, industry leaders and strategic suppliers, participating in enterprise strategy on spend and supply risk.

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

Purchasing / Procurement — 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

+12.7%Purchasing Managers · United States

72,100 → 81,240 jobs

6,400 openings / year, split into:

replacement / exits 6,141

Growth — new jobs (4%)Exits — backfill (96%)

4% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +3.1%
Growth share of hiring: 4%
Exit / retention pressure high: 96%
Openings / year: 6,400

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 E1 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$291k

San Francisco-Oakland-Fremont, CA$261k

Washington-Arlington-Alexandria, DC-VA-MD-WV$242k

Boulder, CO$238k

Seattle-Tacoma-Bellevue, WA$238k

Boston-Cambridge-Newton, MA-NH$228k

Lexington Park, MD$222k

Trenton-Princeton, NJ$221k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $175k; 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 E1 (E1 — Director (Executive)) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A significant function with strategic authority
Autonomy: Sets functional strategy
Complexity: Strategic and cross-functional
Impact: Function-wide enterprise impact
Decision rights: Owns strategy and investment for the function
Leadership: Executive leadership of a function

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

Promotion

The next rung from E1 is E2.

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
Purchasing Supervisor	jf_purchasing_procurement::M1	$88,342	confident0.06
Purchasing Associate	jf_purchasing_procurement::P1	$63,829	confident0.06
Purchasing Assistant	jf_purchasing_procurement::S1	$38,510	confident0.06
Senior Vice President of Procurement	jf_purchasing_procurement::E2	$332,990	confident0.06

Capability cluster

O*NET 11-3061

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

E1

jf_purchasing_procurement::E1

VP, Purchasing/Procurement

Purchasing / Procurement

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: supply_chain
Family: purchasing_procurement
Universal level: 1 / 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").

Demand / Forecast Planning · E1review0.17

Distribution Center / Warehouse · E1review0.17

Materials · E1review0.17

Transportation · E1review0.17

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 11-3061	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)