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.

6 of 8

Track

Individual contributor

Family rungs priced

P1 · P2 · P3 · P4 · P5 · P6

19-0000

industrial_energy_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Senior individual contributor who sets technical direction for environmental and community sustainability programs across energy or mining operations. At the Principal Professional (P6) level, the role owns organization-wide architecture and the hardest problems, strategic, open-ended problems shaping the technical future, and drives organization-wide. Recognized authority; multiplies many teams.

What this level does

Define the organization's sustainability and energy strategy and its alignment with local enterprise participation, development priorities and the operating context of the mining sector
Provide field-shaping direction on regulatory expectations and responsible-mining frameworks, influencing industry practice and setting positions others adopt
Serve as the recognized authority engaging regulators, government, communities and industry leadership on the organization's energy-transition and sustainability agenda
Pioneer new approaches to sustainability reporting, energy-performance measurement and governance that raise the standard beyond established framework practice
Provide high-level mentorship to senior sustainability professionals and influence peers across the sector on how energy and ESG strategy is set and executed

Knowledge applied: Applies field-defining expertise, shaping how energy and ESG strategy is conceived and integrated with the mining operating context and regulatory landscape.
Complexity & problem solving: Provides visionary, field-shaping problem-solving; pioneers reporting and performance methods that raise the standard beyond established frameworks rather than refining existing ones.
Collaboration & interaction: Influences industry and company as a recognized thought leader engaging government, regulators and sector peers; mentors senior professionals.
Typical experience: 15+ years; principal-level authority, often with graduate education and demonstrated sector leadership.

Skills at this level

Energy Data Analysis: — Collects and analyzes energy-usage data from utility bills, metering and usage logs to identify consumption trends and quantify opportunities for efficiency improvement.
Energy Auditing: — Conducts energy audits of sites and operations to assess how and where energy is used, establishing a baseline for efficiency and cost-saving recommendations.
Energy Modeling and Simulation: — Builds and runs energy models and simulations to evaluate facility performance and forecast the impact of proposed efficiency or alternative-energy measures.
Sustainability Reporting Frameworks: — Aligns sustainability data and disclosures to responsible-mining and ESG frameworks including GRI, SASB, ICMM principles, TSM, GISTM and TCFD/TNFD, and maintains reporting data quality and governance.
Energy Market Research and Forecasting: — Researches energy market pricing mechanisms, industry trends and drivers, and produces utilities planning, pricing and consumption forecasts to inform strategic decisions.
Rebate and Incentive Program Management: — Prepares and executes energy rebate and incentive applications, assembling supporting consumption data and coordinating with utility companies to capture savings.
Energy Reduction Goal Setting: — Works with Operations and Finance stakeholders to set energy-reduction targets and to track fuel and energy consumption against the cost-savings impact of alternative strategies.
Business Process Improvement: — Analyzes sustainability-organization business processes and manages implementation of improvements to raise organizational efficiency and effectiveness.
Regulatory and Compliance Advisory: — Advises internal colleagues and leadership on sustainability compliance and evolving regulatory expectations affecting energy and mining operations.
Cross-Functional Stakeholder Collaboration: — Collaborates with engineers, financial analysts, environmental scientists, utility companies and business customers to build and deliver comprehensive energy and cost-saving strategies.
Sustainability Strategy Development: — Develops sustainability strategies that align initiatives with business goals and integrate energy, regulatory and socio-political considerations into organizational decision-making.
Mining Operating-Context Judgment: — Applies understanding of development priorities, local enterprise participation, regulatory expectations and the operating realities of the mining sector to sustainability decisions.
Executive Reporting and Communication: — Prepares detailed reports and presentations of energy and sustainability performance and recommendations for senior leadership to inform enterprise decision-making.

Model-authored from 21 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?

SOC 19-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+0.8%Environmental Scientists and Specialists, Including Health · United States

84,290 → 84,930 jobs

8,500 openings / year, split into:

replacement / exits 8,103

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: 8,500

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 P6 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$306k

San Francisco-Oakland-Fremont, CA$274k

Washington-Arlington-Alexandria, DC-VA-MD-WV$254k

Boulder, CO$250k

Seattle-Tacoma-Bellevue, WA$250k

Boston-Cambridge-Newton, MA-NH$240k

Lexington Park, MD$234k

Trenton-Princeton, NJ$232k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $184k; 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 P6 (P6 — Principal Professional) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Organization-wide architecture and the hardest problems
Autonomy: Defines direction; minimal oversight
Complexity: Strategic, open-ended problems shaping the technical future
Impact: Organization-wide
Decision rights: Sets technical strategy for a major area
Leadership: Recognized authority; multiplies many teams

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

Promotion

P6is the top of this family's ladder — progression from here is a lattice move (see adjacent roles below), not a rung.

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 Director of Sustainability	jf_sustainability_energy_mining::M6	$241,631†	confident0.06
Staff Sustainability Specialist	jf_sustainability_energy_mining::P5	$138,423†	confident0.06
Chief Sustainability Officer	jf_sustainability_energy_mining::E5	$340,737†	confident0.12
Director of Sustainability	jf_sustainability_energy_mining::M5	$188,371†	confident0.12

†National-base pricing — this family's function differential is pending review, so the dollar level is not function-adjusted.

Capability cluster

O*NET 19-2041

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

P6

jf_sustainability_energy_mining::P6

Principal Sustainability Engineer

Sustainability (Energy / Mining)

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: P
Superfunction: industrial_energy_operations
Function: energy_utilities_business_operations
Family: sustainability_energy_mining
Universal level: 6 / 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").

Assets · P6review0.17

Control Operations · P6review0.17

Emissions · P6review0.17

Energy Grid · P6review0.17

Energy Operations · P6review0.17

Land / Property · P6review0.17

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 19-2041	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)