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Key statistics

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

6 of 8

Track

Management

Family rungs priced

—

51-0000

—

Coordinates

3 / 4 spaces

pay@2 · 2026-07

What this role is

Senior director leading manufacturing operations across multiple plants or a major production site. 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 Operations/Site Director, set and implement the overall strategy of the manufacturing plant with long-term effect on company success
Cascade strategy down through the layers of management to the shop floor and hold managers accountable to it
Lead through senior managers across multiple facilities or functions, resolving abstract cross-functional issues
Negotiate with executives on critical capital, capacity, and sourcing matters and influence company operating policy
Direct multi-facility strategic planning, defining the long-term manufacturing footprint and technology roadmap

Knowledge applied: Sets long-term manufacturing strategy with company-wide implications across facilities and functions.
Complexity & problem solving: Addresses abstract, cross-functional issues and defines the plant's long-term operating and footprint strategy.
Collaboration & interaction: Negotiates with executives on critical matters and influences company operating policy; leads through senior managers.
Typical experience: 12–15+ years of deep leadership across manufacturing departments, sites, or divisions.

Skills at this level

Manufacturing process knowledge: — Applies a strong understanding of manufacturing processes and operational procedures to keep day-to-day production running smoothly and to hit schedules and targets.
Production scheduling and inventory management: — Oversees the production process, manages inventory, and develops procedures to increase productivity and reduce cost across the operating unit.
Leadership and team development: — Hires, trains, mentors, and develops production teams, inspiring and adapting them to changing production demands and resolving performance and conflict issues.
Health, safety, and regulatory compliance: — Ensures production workers and operations comply with health and safety regulations and industry regulations across the shop floor.
Performance metrics and data analysis: — Tracks production performance metrics, identifies areas of underperformance, and uses data analysis to inform operational decisions and improvement plans.
Process improvement and lean manufacturing: — Identifies production trends and initiates process improvements — including new equipment, technology, or layout changes — to raise throughput and cut cost.
Strategic planning: — Engages in strategic planning and organizational leadership, setting and cascading plant strategy down through layers of management to the shop floor.
P&L management: — Owns profit and loss accountability across single or multi-site manufacturing operations, a key inflection point at senior levels.
Communication and problem-solving: — Communicates production status to staff and senior management and solves operational problems under pressure while prioritizing effectively.
ERP systems for operations: — Uses ERP systems (e.g., SAP, Oracle) to plan production, manage inventory and materials, and monitor manufacturing operational performance.

Model-authored from 19 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

No priced rungs for this family's ladder yet.

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 51-0000 · national

Employment growth 2019–2024, BLS OEWSobserved

+8.6%First-Line Supervisors of Production and Operating Workers · United States

631,100 → 685,140 jobs

67,700 openings / year, split into:

replacement / exits 66,862

Growth — new jobs (1%)Exits — backfill (99%)

1% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +1.2%
Growth share of hiring: 1%
Exit / retention pressure high: 99%
Openings / year: 67,700

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 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$403k

San Francisco-Oakland-Fremont, CA$361k

Washington-Arlington-Alexandria, DC-VA-MD-WV$334k

Boulder, CO$330k

Seattle-Tacoma-Bellevue, WA$330k

Boston-Cambridge-Newton, MA-NH$315k

Lexington Park, MD$307k

Trenton-Princeton, NJ$306k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $242k; 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
Senior Director, Controllership / Accounting Management	jfo_jfm_accounting-controllership-accounting-management::M6	—	confident0.00
Senior Director of Cost Accounting	jfo_jfm_accounting-cost-accounting::M6	—	confident0.00
Senior Director, General Accounting Management	jfo_jfm_accounting-general-accounting-management::M6	—	confident0.00
Senior Director, General Accounting	jfo_jfm_accounting-general-accounting::M6	—	confident0.00

Capability cluster

O*NET 51-1011

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

jfo_jfm_manufacturing-operations-manufacturing-operations-general::M6

Senior Director, Manufacturing Operations

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
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").

jfo_jfm_accounting-controllership-accounting-management::M6 · M6confident0.00

jfo_jfm_accounting-cost-accounting::M6 · M6confident0.00

jfo_jfm_accounting-general-accounting-management::M6 · M6confident0.00

jfo_jfm_accounting-general-accounting::M6 · M6confident0.00

jfo_jfm_administrative-corporate-services-administrative-services-ma::M6 · M6confident0.00

jfo_jfm_administrative-corporate-services-administrative-support::M6 · M6confident0.00

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 51-1011	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)