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.

2 of 8

Track

Executive

Family rungs priced

E1 · E2 · E3 · E4 · E5

11-0000

corporate_services

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Senior executive who leads the company's non-manufacturing operational functions across multiple business units or regions. At the Senior Director (Executive) (E2) level, the role owns multiple functions or a major area, multi-function strategy and risk, and drives major-area outcomes. Leads function leaders.

What this level does

Leads multiple operational functions or divisions through VPs and Directors, aligning their operating plans into a coherent multi-function operations strategy.
Makes decisions on operational scope, resourcing and process standardization that materially affect the company's cost base and delivery viability.
Negotiates critical operational matters — vendor commitments, capacity trade-offs, cross-divisional service levels — with top company leaders and key partners.
Contributes to operational strategy development at the company level, initiating and sponsoring process-improvement programs that span divisions.
Uses operational data, metrics and statistics to forecast capacity and workflow needs across the multi-function portfolio and rebalance resources accordingly.

Knowledge applied: Applies cross-functional operations judgment across multiple functions or divisions, resolving abstract issues where consequences are high.
Complexity & problem solving: Handles decisions that may impact company viability — multi-division capacity, cost base and standardization trade-offs affecting the whole operating engine.
Collaboration & interaction: Negotiates critical operational matters with top company leaders and key external partners; leads through VPs (E1–E2).
Typical experience: 15+ years including strategic leadership of operations functions or significant business units.

Skills at this level

Operational Workflow Optimization: — Oversees and optimizes day-to-day operational workflows across non-manufacturing functions, redesigning processes to improve efficiency while holding quality and cost steady.
Cross-Functional Operational Coordination: — Leads coordination between departments so that operational projects are completed on time, within scope, and aligned with company goals, acting as the connective layer between functions.
KPI Definition and Performance Tracking: — Tracks and reports key performance indicators for operations, cascading operational metrics to teams and using the data to diagnose and close performance gaps.
Operations Budget and Timeline Control: — Ensures operational processes and initiatives stay within budget and timeline, setting operating budgets and holding subordinate leaders accountable to cost and delivery commitments.
Operational Strategy Development: — Develops strategies and implementation plans to enhance and standardize all units of operations, translating company vision and mission into an executable operating plan.
Operational Forecasting and Data-Driven Planning: — Acts as long-term forecaster for operations, using information, data, metrics and statistics to plan capacity, resourcing and the operational future of the business.
Workforce and Workflow Efficiency Evaluation: — Evaluates workforce deployment and workflow structures to raise efficiency, identifying where staffing, processes or vendors are misaligned with business objectives.
Vendor and Internal Team Management: — Manages internal operations teams and external vendors, aligning both to project scope and company goals and resolving delivery or capacity conflicts between them.
Enterprise General Management: — At the COO/officer tier, extends beyond operations into comprehensive management of the whole business, aligning the operating model with the CEO's corporate strategy.
Executive and Board Engagement: — Engages executives, the CEO, the board and industry leaders on operational performance, strategy and risk, representing the company's operating posture externally.
Process Standardization and Improvement: — Initiates and standardizes operational processes across multiple departments and divisions, driving continuous improvement programs that scale beyond a single function.
Operational Risk Ownership: — Owns enterprise-level operational risk to reliability, cost and continuity for large units, escalating and mitigating threats before they compromise critical strategic objectives.

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

Operations (Non-Manufacturing Ops) — 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

+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 E2 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$572k

San Francisco-Oakland-Fremont, CA$513k

Washington-Arlington-Alexandria, DC-VA-MD-WV$474k

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 E2 (E2 — Senior Director (Executive)) from the levels around it — this level only. Every word is real canon for this profile.

Scope: Multiple functions or a major area
Autonomy: Owns area-level strategy
Complexity: Multi-function strategy and risk
Impact: Major-area outcomes
Decision rights: Owns strategy and resourcing across functions
Leadership: Leads function leaders

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

Promotion

The next rung from E2 is E3.

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 Operations Supervisor	jf_operations_non_manufacturing_ops::M2	$117,473	confident0.06
Operations Analyst	jf_operations_non_manufacturing_ops::P2	$76,954	confident0.06
Business Operations Coordinator	jf_operations_non_manufacturing_ops::S2	$45,650	confident0.06
VP of Operations	jf_operations_non_manufacturing_ops::E1	$180,226	confident0.06

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

E2

jf_operations_non_manufacturing_ops::E2

SVP of Operations

Operations (Non-Manufacturing Ops)

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: corporate_services
Function: executive_general_management
Family: operations_non_manufacturing_ops
Universal level: 2 / 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").

Administration · E2review0.17

Country Management · E2review0.17

General · E2review0.17

Region Leadership · E2review0.17

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)