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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

retail_hospitality

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Executive who directs store operations and performance across a multi-region retail network. 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

Lead a complete store-operations sub-function (e.g., a region of districts) through district managers and multi-unit supervisors, holding each district accountable for its stores' sales plan, payroll-to-budget, shrink target and occupancy costs.
Own the aggregate P&L for the assigned store portfolio, consolidating store-level revenue, discretionary operating expense and shrink performance into a regional financial commitment.
Set and cascade the operating standards for the region — scheduling, inventory ordering and receiving, visual merchandising execution and health-and-safety compliance — so every store runs consistently end-to-end.
Develop the store-manager and district-manager talent pipeline, coaching multi-unit leaders and building bench strength for store-leadership roles across the region.
Represent store operations to other executives and major customers, translating field realities into the resourcing and capital needed to hit the region's KPIs.

Knowledge applied: Applies functional store-operations strategy backed by detailed company knowledge — the P&L levers (sales plan, payroll, shrink, occupancy, discretionary expense), scheduling and inventory practices, and merchandising and safety standards that make a store run.
Complexity & problem solving: Solves functional problems across a region: balancing immediate operating decisions that cannot wait against longer-term shrink, development and store-condition work, and driving consistent KPI delivery across a set of districts.
Collaboration & interaction: Leads the region through district managers (M5s); interfaces with other executives and major customers, and earns resources and capital by building trust across the leadership team.
Typical experience: 12–15+ years of combined store-operations and multi-unit management experience.

Skills at this level

Multi-Unit P&L Ownership: — Consolidates and manages the profit-and-loss of a portfolio of stores — driving the sales plan, holding payroll to budget, keeping shrink within target, controlling discretionary operating expense and managing occupancy costs across many locations.
Store Operating-Model Design: — Defines the standardized way stores are run across the fleet — labor and scheduling models, inventory ordering and receiving, merchandising execution and store-condition standards — so every location delivers consistent operations and KPIs.
Directing Through Multi-Unit Leaders: — Leads store managers and district managers through others rather than doing the work directly — assigning areas of accountability, coaching multi-unit supervisors and driving regional performance across 5-12+ stores per district.
Shrink and Loss-Prevention Strategy: — Sets targets and programs to control inventory shrink across the store estate, translating loss patterns into operating standards and investment decisions that keep shrink within corporate targets.
Retail Talent Pipeline Development: — Builds the bench of future store and multi-unit leaders — recruiting, mentoring and developing store managers and district managers, and owning succession for field-leadership roles, the responsibility exclusive to store leadership.
Occupancy and Store-Estate Portfolio Strategy: — Makes strategic decisions about the physical fleet — store footprint, format mix, occupancy commitments and store-condition investment — balancing capital against the operating economics of each location.
Merchandising Execution Governance: — Directs how promotional campaigns, in-store displays and visual merchandising are executed consistently across stores to drive traffic and sales, ensuring field execution matches the intended standard.
Retail Compliance and Health & Safety Oversight: — Ensures stores across the portfolio comply with relevant laws, regulations, company policy and health-and-safety requirements, setting the standards and controls that keep the fleet compliant.
Retail Sales-Data Analytics: — Analyzes store and regional sales data to identify trends and performance gaps, translating findings into operating actions, resource allocation and business strategies to increase profitability.
Enterprise Retail Strategy Integration: — Integrates store-operations economics — fleet size, workforce, format and occupancy — into the company's overall growth and profitability strategy, representing physical retail in enterprise-level strategic decisions.
Executive Stakeholder and Board Engagement: — Engages the board, CEO, investors, landlords, regulators and industry leaders on store-operations performance, fleet-investment decisions and operating risk, and represents the function externally.

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

Store Management — 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

+49.3%General and Operations Managers · United States

2,400,280 → 3,584,420 jobs

308,700 openings / year, split into:

replacement / exits 292,364

Growth — new jobs (5%)Exits — backfill (95%)

5% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +4.4%
Growth share of hiring: 5%
Exit / retention pressure high: 95%
Openings / year: 308,700

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$275k

San Francisco-Oakland-Fremont, CA$247k

Washington-Arlington-Alexandria, DC-VA-MD-WV$228k

Boulder, CO$225k

Seattle-Tacoma-Bellevue, WA$225k

Boston-Cambridge-Newton, MA-NH$216k

Lexington Park, MD$210k

Trenton-Princeton, NJ$209k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $165k; 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
Store Supervisor	jf_store_management::M1	$85,619†	confident0.06
Store Associate	jf_store_management::P1	$61,862†	confident0.06
Retail Store Associate	jf_store_management::S1	$37,323†	confident0.06
SVP of Store Operations	jf_store_management::E2	$322,728†	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 11-1021

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_store_management::E1

VP of Store Operations

Store Management

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: retail_hospitality
Function: store_operations
Family: store_management
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").

Cashier · E1review0.17

Loss Prevention · E1review0.17

Optical · E1review0.17

Pharmacy · E1review0.17

Product Specialty · E1review0.17

General · 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 11-1021	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)