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Key statistics

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

6 of 8

Track

Management

Family rungs priced

M1 · M2 · M3 · M4 · M5 · M6

11-0000

financial_services_operations

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Senior management leader who oversees the organization's overall tax compliance and planning function across multiple jurisdictions. At the Vice President (M6) level, the role owns a major function or division, enterprise priorities and external factors, and drives division-wide / organization-wide. Leads the leadership of a division.

What this level does

Leads the global tax organization through senior managers across compliance, planning, transfer pricing, and controversy functions
Defines long-term global tax strategy with multi-year effect on company success, integrating Pillar 2, BEPS, and evolving international tax regimes
Advises the CFO, Audit Committee, and Board on abstract cross-functional tax matters and their impact on enterprise strategy
Negotiates with executives and external authorities on critical tax controversies and settlements with material financial consequence
Shapes tax policy influence externally and internally, positioning the tax function to optimize effective tax rate across all jurisdictions

Knowledge applied: Defines long-term global tax strategy on abstract, cross-functional issues with lasting effect on company success.
Complexity & problem solving: Resolves abstract cross-functional tax problems (Pillar 2, BEPS, global structuring) with multi-year strategic consequence.
Collaboration & interaction: Negotiates with executives and authorities on critical matters; advises Audit Committee and Board as a policy influencer.
Typical experience: 12–15+ yrs, deep leadership across tax functions or divisions.

Skills at this level

ASC 740: — Researches and interprets tax laws as they relate to the income tax provision, computing current and deferred tax, valuation allowances, and uncertain tax positions for financial reporting.
Tax compliance and return preparation: — Oversees preparation and filing of federal, state, local, and multi-state tax returns, ensuring accuracy across sales/use, gross receipts, property, and income tax obligations.
Tax research: — Investigates and interprets tax laws, regulations, and rulings across jurisdictions to inform filing positions and strategy, and communicates conclusions to stakeholders.
Audit defense: — Directs federal and state audits, responds to issues and IDRs, and builds defense strategies through technical analysis and creative problem solving before regulatory bodies.
Tax planning and strategy: — Develops and implements tax strategies aligned with corporate objectives, optimizing the effective tax rate and supporting capital management, M&A, and international growth.
Transfer pricing: — Maintains global transfer pricing policies and documentation, ensuring compliance with OECD guidelines, BEPS, and Pillar 2 across international entities.
People management: — Manages, coaches, and mentors tax teams of accountants and junior managers, the key pivot from individual contributor to leadership of the tax function.
Communication/translation: — Translates complex technical tax analyses into clear implications for the CFO, Audit Committee, Board, and non-tax stakeholders to enable informed decisions.
Data management and automation: — Collects, prepares, and blends tax data using rule-based logic to automate compliance and provision workflows, reducing manual return-preparation effort.
U.S. GAAP: — Applies U.S. generally accepted accounting principles to tax reporting, ensuring provision entries and disclosures conform to financial reporting standards.

Model-authored from 14 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

Tax — 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

+25.0%Financial Managers · United States

654,790 → 818,620 jobs

74,600 openings / year, split into:

growth 12,855

replacement / exits 61,745

Growth — new jobs (17%)Exits — backfill (83%)

17% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +14.8%
Growth share of hiring: 17%
Exit / retention pressure moderate: 83%
Openings / year: 74,600

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 M6 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$428k

San Francisco-Oakland-Fremont, CA$384k

Washington-Arlington-Alexandria, DC-VA-MD-WV$355k

Boulder, CO$350k

Seattle-Tacoma-Bellevue, WA$350k

Boston-Cambridge-Newton, MA-NH$335k

Lexington Park, MD$327k

Trenton-Princeton, NJ$325k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $257k; 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 M6 (M6 — Vice President) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A major function or division
Autonomy: Accountable for division strategy and outcomes
Complexity: Enterprise priorities and external factors
Impact: Division-wide / organization-wide
Decision rights: Owns strategy, budget, and org for a division
Leadership: Leads the leadership of a division

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

Promotion

M6is 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
Principal Tax Professional	jf_tax::P6	$188,314†	confident0.06
Tax Director	jf_tax::M5	$188,371†	confident0.06
Chief Tax Officer	jf_tax::E5	$340,737†	confident0.12
Tax Expert	jf_tax::P5	$138,423†	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 11-3031

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

M6

jf_tax::M6

Senior Director of Tax

Tax

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: financial_services_operations
Function: finance_expansion
Family: tax
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").

Controller · M6review0.17

Economics · M6review0.17

Finance Operations · M6review0.17

Investor Relations · M6review0.17

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 11-3031	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)