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Key statistics

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

3 of 8

Track

Executive

Family rungs priced

E1 · E2 · E3 · E4 · E5

—

industrial_energy_operations

Coordinates

2 / 4 spaces

pay@2 · 2026-07

What this role is

Executive who sets and owns the enterprise-wide sustainability strategy for energy or mining operations. At the Vice President (E3) level, the role owns a division, market and competitive strategy, and drives division-wide. Leads a division's leadership team.

What this level does

Lead a large division or regional business's entire sustainability and energy agenda through senior executives, carrying enterprise-level risk for framework compliance and Social Performance delivery
Shape corporate sustainability strategy for major business areas, setting the multi-year direction for emissions, energy intensity, tailings governance (GISTM) and National Content that defines the company's operating position
Represent the company externally in industry framework bodies (ICMM, TSM) and standard-setting forums, participating in strategy that influences how sustainability performance is measured across the sector
Bear accountability for enterprise-level sustainability risks — regulatory, reputational and license-to-operate — ensuring the governance cycle and disclosure withstand external and regulatory scrutiny
Drive critical strategic decisions linking sustainability commitments to capital allocation, decarbonization investment and community/National Content obligations across the regional portfolio

Knowledge applied: Shapes corporate sustainability strategy for large divisions or regional mining businesses, bringing enterprise-impact judgment on frameworks, tailings governance and license-to-operate.
Complexity & problem solving: Addresses enterprise-level risks with critical strategic impact, linking sustainability commitments to capital, decarbonization and community obligations across a regional portfolio.
Collaboration & interaction: Represents the company externally in industry framework bodies and standard-setting forums and participates in corporate strategy.
Typical experience: 15–20+ years with demonstrated enterprise-impact experience in sustainability/energy leadership within energy or mining.

Skills at this level

Sustainability frameworks and standards fluency: — Directs enterprise alignment to responsible-mining and climate frameworks — GRI, SASB, ICMM, TSM, GISTM, TCFD and TNFD — and sets the standard for how the organization measures and discloses against them.
Sustainability disclosure governance: — Governs the sustainability governance cycle through performance updates, action tracking, decision papers and issue escalation, ensuring delivery aligns with governance requirements, Mining Development Contract commitments and National Content obligations.
Enterprise energy management strategy: — Owns the whole-of-organization energy management strategy, directing energy conservation programs and portfolio analysis of consumption trends and anomalies across operating properties.
Sustainability data systems and reporting architecture: — Directs sustainability data reporting and management systems (e.g., Intelex, Datamine ESG, Cority) and the indicators, metrics, dashboards and reporting tools used to track progress against corporate targets and validate disclosure data.
Social Performance and National Content leadership: — Improves how the company manages Social Performance including delivery of National Content in the mining context, ensuring community and local-content commitments are met and evidenced to regulators.
Techno-economic decarbonization assessment: — Directs research and techno-economic analysis of decarbonization pathways — carbon-intensity assessment, methane quantification, carbon economics and hydrogen/e-fuel options — to inform enterprise energy-transition strategy.
Sustainability reporting process improvement: — Drives business improvement across sustainability operations — simplifying processes, strengthening data flows, improving reporting routines and raising data quality and governance across sites.
External sustainability representation: — Represents the company in industry framework bodies (ICMM, TSM) and standard-setting forums, and engages boards, investors and regulators on the corporation's sustainability and climate position.
Sustainability risk and license-to-operate stewardship: — Bears accountability for enterprise sustainability risks — regulatory, reputational, tailings (GISTM) and license-to-operate — ensuring governance and disclosure withstand external and regulatory scrutiny.

Model-authored from 18 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

Sustainability (Energy / Mining) — 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?

Employment growth 2014–2024, BLS OEWSobserved

+74.4%Managers, All Other · United States

361,900 → 630,980 jobs

BLS published no Managers, All Other employment before 2014 (this occupation code enters the OEWS series then), so the window shown is the widest one actually observed.

106,700 openings / year, split into:

replacement / exits 100,698

Growth — new jobs (6%)Exits — backfill (94%)

6% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +4.5%
Growth share of hiring: 6%
Exit / retention pressure high: 94%
Openings / year: 106,700

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 it pays — by metro

OEWS metro median

San Jose-Sunnyvale-Santa Clara, CA$572k

San Francisco-Oakland-Fremont, CA$513k

Washington-Arlington-Alexandria, DC-VA-MD-WV$475k

Boulder, CO$468k

Seattle-Tacoma-Bellevue, WA$468k

Boston-Cambridge-Newton, MA-NH$448k

Lexington Park, MD$437k

Trenton-Princeton, NJ$434k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $343k; 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 E3 (E3 — Vice President) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A division
Autonomy: Accountable for division strategy and P&L
Complexity: Market and competitive strategy
Impact: Division-wide
Decision rights: Owns division strategy, budget, and org
Leadership: Leads a division's leadership team

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

Promotion

The next rung from E3 is E4.

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
Sustainability Manager (Energy/Mining)	jf_sustainability_energy_mining::M3	$120,351†	confident0.06
Sustainability Analyst	jf_sustainability_energy_mining::P3	$82,468†	confident0.06
Senior Environmental Compliance Coordinator	jf_sustainability_energy_mining::S3	$49,566†	confident0.06
SVP, Sustainability	jf_sustainability_energy_mining::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 11-9199

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

E3

jf_sustainability_energy_mining::E3

Chief Sustainability Officer

Sustainability (Energy / Mining)

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: industrial_energy_operations
Function: energy_utilities_business_operations
Family: sustainability_energy_mining
Universal level: 3 / 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").

Assets · E3review0.17

Control Operations · E3review0.17

Emissions · E3review0.17

Energy Grid · E3review0.17

Energy Operations · E3review0.17

Land / Property · E3review0.17

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 11-9199	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)