Navan is looking for a highly motivated strategic sourcing manager who will be responsible for supporting spend optimization and contract negotiations for our Marketing and Professional Services spend. This is an opportunity to be a strategic partner and trusted adviser to the broader business, directly affecting our bottom line and the quality of our brand's voice in the market.
The successful candidate must have strong data analysis, negotiation, problem solving, and communication skills. The position will report to the Director, Procurement.
What You’ll Do:
- Category Strategy: Align with business stakeholders to develop and execute comprehensive sourcing strategies for Marketing (Agencies, Events, Brand) and Professional Services (Consulting, Legal, Contingent Labor).
- Strategic Sourcing: Proactively identify opportunities for RFP/RFI events and lead the evaluation and selection process.
- Complex Negotiations: Drive commercial and contractual negotiations. Serve as the bridge between our internal stakeholders, Legal, GRC and FP&A to ensure we get the best value while minimizing any potential risk.
- Stakeholder Management: Act as a trusted advisor for your business partners and executive stakeholders.
- Supplier Relationship Management (SRM): Manage supplier relationships with a focus on cost, quality, service, delivery, and risk..
- Process Improvement: Help us scale and strive for efficiency. You’ll identify ways to streamline our procurement workflows and contract management.
What We’re Looking For:
- Education: Bachelor’s degree.
- Experience: 5+ years of Strategic Sourcing experience, specifically managing Marketing or Professional Services categories. Experience in a technology or fintech environment is preferred.
- Proficiency in Procure-to-Pay (P2P) systems such as Zip.
- “Negotiator” mindset with strong critical thinking and problem solving skills.
- Able to work in an ambiguous environment and can pivot quickly as business priorities shift.
The posted pay range represents the anticipated low and high end of the compensation for this position and is subject to change based on business need. To determine a successful candidate’s starting pay, we carefully consider a variety of factors, including primary work location, an evaluation of the candidate’s skills and experience, market demands, and internal parity.
For roles with on-target-earnings (OTE), the pay range includes both base salary and target incentive compensation. Target incentive compensation for some roles may include a ramping draw period. Compensation is higher for those who exceed targets. Candidates may receive more information from the recruiter.
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