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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

manufacturing

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Directs the organization's purchasing and procurement function, overseeing sourcing strategy, supplier relationships, and procurement managers. 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 the procurement organization through department managers, with decisions impacting division-wide or company-wide operations and cost structure
Defines the methods, category strategies, and system controls used across procurement to ensure cost-effective, compliant purchasing at scale
Leads major supplier negotiations and oversees the end-to-end procurement process from sourcing plan through delivery
Influences executives and major suppliers on key sourcing, spend, and supply-continuity issues
Builds procurement team capabilities and forward sourcing plans to meet the division's future business needs

Knowledge applied: Defines the methods, category strategies, and system controls used across procurement, with knowledge applied at division/company-wide scope.
Complexity & problem solving: Solves complex organization-wide sourcing and cost-structure issues and defines the approaches used to address them.
Collaboration & interaction: Influences executives and major suppliers on key sourcing, spend, and supply-continuity issues; leads through department managers.
Typical experience: 10–12+ years including second-level management and procurement strategy work.

Skills at this level

Negotiation: — Negotiates prices and contract terms with suppliers, escalating from assigned-commodity awards at the team level to major cross-division contracts at senior levels.
Analytical skills: — Evaluates supplier options and price proposals to choose the best combination of price, quality, delivery, and service.
Decision-making skills: — Makes informed and timely choices about which products to buy and which suppliers to award, based on price, quality, and availability data.
Deductive reasoning: — Uses established purchasing rules and procedures to solve routine sourcing and requisition problems within known parameters.
Communication skills: — Provides clear information orally and in writing to suppliers, buyers, and internal stakeholders, including oral expression and comprehension in negotiations and cross-functional coordination.
Supply chain management knowledge: — Applies knowledge of supply chain management and inventory control systems to align purchasing with material flow and demand.
Strategic thinking: — Aligns procurement activities with broader business objectives, separating tactical buyers from strategic business partners at senior levels.
Supplier evaluation: — Researches and evaluates suppliers on price, quality, selection, service, support, availability, reliability, and production/distribution capabilities.
Product specification knowledge: — Writes and reviews product specifications and maintains working technical knowledge of the goods or services being purchased.
eProcurement systems (Coupa, SAP Ariba, Infor Lawson SCM): — Processes purchase orders and requisitions and reports on PO status, financial postings, and close within procure-to-pay platforms such as Coupa, SAP Ariba, and Infor Lawson Supply Chain Management.
ERP procurement modules (Oracle PeopleSoft, Microsoft Dynamics, SAP): — Executes and controls purchasing transactions and spend records within ERP procurement modules including Oracle PeopleSoft, Microsoft Dynamics, and SAP.
Cost analysis: — Analyzes price proposals, financial reports, and other data to determine whether prices are reasonable and to identify cost-saving opportunities.

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

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 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$324k

San Francisco-Oakland-Fremont, CA$290k

Washington-Arlington-Alexandria, DC-VA-MD-WV$269k

Boulder, CO$265k

Seattle-Tacoma-Bellevue, WA$265k

Boston-Cambridge-Newton, MA-NH$254k

Lexington Park, MD$247k

Trenton-Princeton, NJ$246k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $194k; 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 Procurement Officer	jf_purchasing_procurement::E5	$351,571	confident0.06
Staff Procurement Specialist	jf_purchasing_procurement::P5	$142,824	confident0.06
Lead Procurement Specialist	jf_purchasing_procurement::S5	$62,559	confident0.06
Senior Manager, Procurement	jf_purchasing_procurement::M4	$173,021	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

M5

jf_purchasing_procurement::M5

Director of Purchasing

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: M
Superfunction: manufacturing
Function: supply_chain
Family: purchasing_procurement
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").

Demand / Forecast Planning · M5review0.17

Distribution Center / Warehouse · M5review0.17

Materials · M5review0.17

Transportation · 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 11-3061	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)