Sourcing Manager (Project Management)

Position Summary  

As a Sourcing Manager, you are the driver of the Sourcing Strategy for the department from initial projection to final placement. You will develop and own the chase/flex plan for each season, maximizing cost/IMU and will partner with Planning in final placement and flow. You will also support production in resolving production issues.

 Job Functions (Employees must be able to perform the job functions of this position satisfactorily. The requirements listed below are representative of the duties, knowledge, skills, and/or abilities required.  If requested, reasonable accommodations may be made to enable employees with disabilities to perform the essential job functions.)

• Develop the vendor and mill strategy with the Category Manager and own implementation.
• Serve as the main interface between the supply chain and Merchants / Planners.
• Analyze and negotiate costs to meet IMU goal expectation.
• Execute demand planning with supply chain to ensure capacities meet volume forecasts.
• Negotiate time / action from vendors to reduce lead-times and support newness and chase strategies.
• Partner with Product Development in product hand-off.
• Maximize value by reducing overall costs while improving the quality of goods and service levels.
• Assess and analyze vendor capacities along with projections and secure allocation strategies.
• Develop and coach assistants and associates where applicable. This includes onboarding, individual performance plans and performance management.
• Travel as necessary.
• Must follow all safe work practices, escalate unsafe conditions and report incidents. 

 

Skills

• Complete knowledge of garment construction and garment production, as well as a working knowledge of vendor management for product category. 
• Proven experience in developing long-term relationships and negotiating strategic agreements to ensure constant cost and quality improvements.
• Critical thinking and time management skills.
• Excellent analytical skills as well as interpersonal, written and verbal communication skills. 
• Excellent attention to detail, follow-through and organization skills.
• Strong PC skills with strong knowledge of Excel, Word, Access and Business Objects.

 

Leadership Responsibilities (if people manager)

• Lead and manager a team of 1-2 employees.
• Provide guidance, support, and mentorship to team members.
• Foster a collaborative and positive work environment.
• Set performance expectations and goals for team members.
• Conduct regular performance evaluations and provide constructive feedback.
• Identify and address performance issues through coaching and disciplinary actions when necessary.
• Participate and recruitment and onboarding of new team members, as needed.
• Identify training needs within the team and coordinate relevant development programs, encourage continuous learning and skill development among team members.
• Serve as liaison between upper management and team, conveying organizational goals and expectations.
• Address conflicts or issues within the team promptly and effectively.
• Manage team resources, including workload distribution and project assignments.
• Ensure optimal utilization of team member's skills and expertise.
• Collaborate with upper management to establish team goals aligned with organizational objectives.
• Contribute to the development and implementation of department strategies.

 

Physical Requirements

• Ability to sit for long periods of time.
• Ability to lift up to 30 lbs.
• Ability to travel as needed.

 

Education & Experience Requirements

• Bachelor's degree or equivalent work experience in product development or sourcing.
• 3-5 years' experience in similar role including product manager or sourcing.
• 3+ years of experience in a managerial or supervisory role.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c) Supply Chain