Sr. Director, Enterprise Procurement NUMÉRO DE POSTE: 470282
Base Salary Range: $180,000 – $260,000
Annual Incentive Opportunity: Discretionary, performance-based
Short-Term Incentive Plan (STIP):
- Target 40% of base salary
- Performance-based
- Prorated based on start date
Long-Term Incentive Plan (LTIP):
- Target value of approximately $55,000 per year
- Structured as a combination of equity and cash: approximately 50% restricted stock units (RSUs) and 50% cash restricted units
- Three-year vesting schedule
Estimated Target Total Compensation (Annualized):
- Approximately $300,000 – $375,000
- Based on base salary, target short-term incentive, annualized long-term incentive value, and discretionary bonus opportunity
- Actual compensation may vary based on performance, start date, and vesting terms
Due to client confidentiality, specific location details and on-site expectations will be shared selectively with shortlisted candidates as they advance through the interview process.
This is a confidential, senior-level procurement leadership role for a large, complex, multi-site organization operating at national and international scale. The Senior Director, Procurement will be accountable for enterprise-wide sourcing strategy, supplier performance, spend governance, and capability building across a broad portfolio of indirect and operational spend categories.
This is an enterprise-facing, outcomes-driven leadership role. While the position carries significant strategic responsibility, it is equally grounded in execution, change leadership, and cross-functional influence. The Senior Director will be expected to:
- Set clear direction and standards while empowering teams to execute effectively across regions
- Balance enterprise consistency with the realities of field-based or distributed operating models
- Lead through influence, data, and credibility rather than policy alone
The role will be most compelling to leaders who have personally owned outcomes in complex environments, built procurement capability in evolving organizations, and partnered closely with operations, finance, and executive leadership.
Enterprise Procurement Strategy & Spend Leadership
- Own and lead enterprise-level sourcing and supplier strategies across substantial indirect and operational spend
- Drive value creation across categories such as services, facilities, maintenance, technology, professional services, and other indirect spend common to large, distributed organizations
- Align procurement priorities with broader enterprise objectives, financial targets, and operational requirements
- Establish contracting frameworks that balance cost competitiveness, service continuity, risk management, and flexibility in dynamic market conditions
Supplier & Partner Management in Distributed Operations
- Elevate supplier relationships from transactional to performance-based partnerships
- Lead supplier strategies that support geographically dispersed, multi-site operations and field-adjacent environments
- Define and oversee supplier governance models, including scorecards, escalation paths, and continuous improvement expectations
- Lead complex supplier negotiations and issue resolution in high-impact or time-sensitive situations
- Ensure supplier accountability, consistency of service, and value realization across a distributed footprint
Digital Enablement & P2P Leadership
- Provide senior leadership and direction for digital procurement enablement, including procure-to-pay (P2P) platforms, compliance, and adoption
- Partner with procurement operations and technology teams to advance automation, data transparency, and reporting
- Ensure digital tools and processes support ease of use, scalability, and execution reliability across regions and operating units
Organizational Leadership & Team Development
- Lead, develop, and mentor a senior procurement leadership team operating across regions and functions
- Directly and indirectly manage leaders responsible for category strategy, supplier performance, and procurement operations
- Set clear performance expectations, metrics, and development pathways for procurement talent
- Build a culture that values ownership, accountability, collaboration, and sound judgment
- Act as a visible leader and role model for enterprise-level decision making
Operating Model, Process & Transformation
- Drive clarity around procurement operating model, including decision rights, governance, and ways of working
- Lead continuous improvement efforts focused on efficiency, scalability, and execution reliability
- Translate complex analysis into clear recommendations and actionable decisions, avoiding unnecessary over-engineering
Executive & Cross-Functional Partnership
- Serve as a trusted thought partner to senior leaders across operations, finance, supply chain, and functional teams
- Communicate effectively with executives, balancing data-driven insight with practical business context
- Navigate competing priorities and stakeholder perspectives with maturity and sound judgment
The ideal candidate is a high-caliber procurement leader with demonstrated success operating at scale, and with a leadership style that blends structure, rigor, and pragmatism.
Required Qualifications:
- Typically 15 years of progressive procurement experience, with increasing scope, complexity, and leadership accountability
- Demonstrated ownership of significant indirect and operational spend in large, enterprise-scale environments
- Professional experience gained within highly reputable private-sector organizations, including large, well-run enterprises (e.g., Fortune 500 or equivalent complexity)
- Demonstrated progressive career path, evidenced by expanding responsibility, influence, and impact over time
- Consistent and stable work history, with clear progression and growing ownership of outcomes
- Experience leading procurement across multiple indirect categories, regions, or distributed operating environments
- Proven leadership of mid-to-large procurement teams, including senior leaders and managers
- Demonstrated ability to balance structured, data-driven analysis with real-world decision making and execution
- Strong executive presence, communication skills, and credibility with senior stakeholders
- Bachelor’s degree required; advanced degree preferred
Successful candidates for this role consistently demonstrate:
- Intellectual horsepower paired with humility and curiosity
- Comfort operating in ambiguity, with the discipline to avoid over-engineering when speed and clarity matter
- Willingness to take ownership and make decisions with imperfect information
- Ability to challenge constructively while remaining collaborative
- Bias toward action, follow-through, and measurable results
- Sound judgment in complex, high-stakes situations
- A blend of enterprise, in-house procurement leadership experience combined with prior management consulting experience
- Consulting experience is most valuable when paired with subsequent in-house ownership of execution and outcomes
- Exposure to large-scale transformation, operating model redesign, or procurement capability build-outs
- Experience supporting field-based, asset-adjacent, or operationally intensive environments
- Experience working across global or multi-regional organizations with diverse stakeholder groups
- This search is being conducted on a strictly confidential basis. Details regarding the organization, industry, compensation structure, and operating context will be shared selectively as candidates advance through the process. The job description has been intentionally structured to reflect role scope and leadership expectations without revealing client identity or enabling reverse engineering of the organization.
Vaco by Highspring promeut un milieu de travail diversifié et encourage fortement les femmes, les personnes de couleur, les membres des communautés LGBTQ+, les personnes handicapées, les membres de minorités ethniques, les résidents nés à l’étranger et les anciens combattants à postuler.
Avis : Égalité des chances en matière d’emploi
Vaco by Highspring garantie l’égalité des chances et ne discrimine pas les employé.e.s ou candidat.e.s en fonction de la race (y compris les traits historiquement associés à une race tels qu’une coiffure ou la texture des cheveux), couleur de la peau, sexe (y compris la grossesse ou des conditions connexes), religion ou croyances, origine nationale, citoyenneté, âge, situation de handicap, statut d’ancien.ne combattant.e, appartenance à un syndicat, origine ethnique, genre, identité de genre, expression de genre, orientation sexuelle, état matrimonial, affiliation politique, ou toute autre caractéristique protégée comme requis par la loi.
Vaco by Highspring et ses sociétés mères, sociétés affiliées et filiales (Vaco by Highspring) s’engagent à inclure pleinement toutes les personnes qualifiées. Dans le cadre de cet engagement, Vaco by Highspring veillera à ce que les personnes handicapées bénéficient d’aménagements raisonnables. Si un aménagement raisonnable est nécessaire pour participer au processus de candidature ou d’entrevue, pour vaquer à des fonctions professionnelles essentielles et/ou pour bénéficier d’autres avantages et privilèges liés à l’emploi, veuillez contacter HR@vaco.com.
Vaco by Highspring souhaite également que tous les candidats connaissent leurs droits, à savoir que la discrimination sur le lieu de travail est illégale.
En vous soumettant à ce poste, vous acceptez de donner à Vaco by Highspring le droit exclusif de présenter votre candidat pour l’opportunité d’emploi précédente. Vous convenez en outre que vous avez représenté des informations vous concernant avec exactitude et que vous n’avez pas déformé vos qualifications de manière affirmative. Vous acceptez également de garder confidentielle, dans toute la mesure permise par la loi, toute information que vous apprenez de Vaco by Highspring sur le poste et vous limiterez la divulgation des informations sur le poste uniquement dans la mesure nécessaire pour exécuter toute obligation dans la poursuite de votre candidature. En échange, Vaco by Highspring accepte de faire des efforts raisonnables pour vous représenter par le biais de toute sollicitation, sélection d’emploi et dispersion de CV.
Avis de confidentialité
Vaco by Highspring, ses sociétés mères, ses filiales et les sociétés du même groupe (« nous », « nos » ou « Vaco by Highspring») respectent votre vie privée et s’engagent à présenter un avis transparent concernant leurs politiques.
- Les résidents de la Californie peuvent consulter l’avis relatif à la collecte de renseignements publié par le service des RH de Vaco by Highspring à l’intention des candidats et des employés de la Californie ici.
- Les résidents de la Virginie peuvent accéder à nos politiques propres à leur État ici.
- Les résidents de tous les autres États peuvent accéder à nos politiques ici.
- Les résidents canadiens peuvent consulter nos politiques en anglais ici et en français ici.
- Les résidents des pays où le RGPD s’applique peuvent accéder à nos politiques ici.
Avis sur la transparence salariale
La détermination de la rémunération pour ce poste (et d’autres) chez Vaco by Highspring dépend d’un large éventail de facteurs, notamment :
- les compétences, l’expérience et la formation de la personne;
- les exigences relatives au permis d’exercice et à l’agrément;
- l’emplacement du bureau et d’autres considérations géographiques;
- d’autres besoins professionnels et de l’entreprise.
Ainsi, comme l’exige la loi locale, Vaco by Highspring estime que l’échelle salariale ci-dessus représente une estimation raisonnable de la rémunération de base d’une personne embauchée à ce poste dans des régions qui requièrent la divulgation de l’échelle salariale. La personne peut également être admissible à des primes discrétionnaires.