Lands' End (, 2 Yr Employee Growth Rate)
As a Global 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 Inventory Planning in final placement and flow. You will also support Production in resolving production issues.
- 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 Design and Technical Design 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.
- Minimum of 3-5 years’ experience in similar role including Product and/or Sourcing Manager.
- 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, Business Objects and PLM.
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)