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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

manufacturing

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Senior executive who leads the entire transportation function across multiple regions, fleets, or business units. 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

As a senior transportation leader (Director of Supply Chain Operations level), apply an extensive understanding of all aspects of the supply chain — from procurement and transportation to distribution and warehousing — to make decisions aligned with long-term company goals
Define long-term transportation network strategy including evaluation of optimal locations for manufacturing or distribution nodes and assessment of total costs
Negotiate with executives and strategic carrier/3PL partners on critical, long-horizon matters affecting company success and influence transportation policy
Lead through senior managers across multiple transportation functions and lanes, focusing on enterprise-level strategy rather than daily operations

Knowledge applied: Applies extensive cross-supply-chain expertise (procurement, transportation, distribution, warehousing) to shape long-term network strategy and node-location decisions.
Complexity & problem solving: Tackles abstract, cross-functional problems and defines long-term transportation strategy with total-cost and long-horizon effect on company success.
Collaboration & interaction: Negotiates with executives and strategic partners on critical matters; acts as a transportation policy influencer.
Typical experience: 12–15+ years of deep leadership across transportation and supply chain functions, leading through senior managers.

Skills at this level

Supply chain domain knowledge: — Knows the ins and outs of the end-to-end supply chain — procurement, transportation, distribution, and warehousing — to make transportation choices that align with company objectives.
Transportation Management Systems (TMS) proficiency: — Uses transportation management systems (e.g., Oracle Transportation Management) to book freight, maintain shipment records, and track transit KPIs and product traceability.
Mode and carrier selection: — Selects the most appropriate transportation mode — air, sea, rail, or road — and carrier based on urgency, cost, and reliability for each shipment.
Transit disruption resolution: — Resolves transportation issues and delays as they arise under time pressure, rerouting or substituting modes to protect delivery commitments.
Regulatory and trade compliance knowledge: — Understands transportation regulations, customs documentation, and global trade rules, and ensures operations comply with safety, union, and environmental legislation in domestic and international contexts.
Cross-functional coordination: — Acts as the communication link between production, sales, warehousing, and distribution to facilitate a seamless supply chain operation and align delivery appointments.
Transportation KPI monitoring: — Continuously monitors supply chain KPIs to detect deviations in transit performance and maintains full product traceability across the freight network.
Shipment Visibility (RTTV) systems design: — Designs and implements real-time transportation visibility systems to give the organization live tracking of shipments in transit.
Network design and optimization: — Runs network design analyses including evaluation of optimal locations for manufacturing or distribution nodes and assessment of total transportation costs.
Transportation budget management: — Plans and manages departmental transportation operating budgets, controlling freight cost while sustaining service levels.
Carrier and 3PL negotiation: — Negotiates rates, capacity, and service commitments with carriers and third-party logistics partners to secure reliable, cost-effective transport.
Transportation strategy leadership: — Shapes long-term transportation strategy connecting demand, supply, and financial planning, moving the function beyond daily scheduling to strategic decision-making.

Model-authored from 24 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

Transportation — 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

+61.3%Transportation, Storage, and Distribution Managers · United States

132,040 → 213,000 jobs

18,500 openings / year, split into:

replacement / exits 17,178

Growth — new jobs (7%)Exits — backfill (93%)

7% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +6.1%
Growth share of hiring: 7%
Exit / retention pressure high: 93%
Openings / year: 18,500

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 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$415k

San Francisco-Oakland-Fremont, CA$373k

Washington-Arlington-Alexandria, DC-VA-MD-WV$345k

Boulder, CO$340k

Seattle-Tacoma-Bellevue, WA$340k

Boston-Cambridge-Newton, MA-NH$325k

Lexington Park, MD$317k

Trenton-Princeton, NJ$315k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $249k; 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 Driver	jf_transportation::P6	$194,302	confident0.06
Director of Transportation	jf_transportation::M5	$194,360	confident0.06
Chief Transportation Officer	jf_transportation::E5	$351,571	confident0.12
Staff Truck Driver	jf_transportation::P5	$142,824	confident0.12

Capability cluster

O*NET 11-3071

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_transportation::M6

Senior Director of Transportation

Transportation

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: transportation
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").

Demand / Forecast Planning · M6review0.17

Distribution Center / Warehouse · M6review0.17

Materials · M6review0.17

Purchasing / Procurement · 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 11-3071	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)