SUMMARY: The Sr. Director, Supply Chain Operations leads and manages the full suite of activities related to Student and Teacher materials, including product definition, purchasing, procurement, kitting, shipping and reclamation. The Sr. Director partners with the Vice President of Operations, as well Schools, Curriculum, Service & Support and Customer Experience stakeholders to create and drive Stride's Materials and school supply strategic roadmap. The roadmap includes steps to define and meet Stride's Digital First strategy for standard school offerings, as well as steps to define and provide Stride's premium school offerings. The Senior Director drives functional improvements, efficiencies and investments required to drive value for Stride stakeholders.
The Sr. Director partners with key stakeholders to manage the commercial relationships with all Materials vendors and all Logistics Service providers. The overarching goal for the role is to delight Stride families, teachers and other school with the best School Materials quality at the best related costs and to drive these results in an innovative fashion.
ESSENTIAL FUNCTIONS : Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties.
Front line manager for COGS organization of $50M that drives a significant portion of Stride revenue.
Directs the process of ongoing selection, evaluation and sunsetting of all School Supply materials.
Partners with internal stakeholders to pilot and operationalize new, innovative materials and choices.
Manages relationships with key materials vendors
Leads commercial relationships with third party logistics providers and with freight providers.
Partners with Finance and Department leaders to Materials and fulfillment forecasts are accurate; leads team to research and resolve any variances
Partners with internal customers to drive long strategies for materials usage, including new items and sunsetting items.
Drives value for Stride through determining the proper balance of physical materials, digital materials, customer experience and lower per student costs.
Analyzes customer pain points related to school materials and drives changes to reduce those pain points. Measure results and hold self and team accountable.
Partners with VP Operations to set strategy for new materials introduction, replacements and eliminations, as well as new processes to reduce costs and improve quality.
Leads computer reclamations teams and State Testing service provider teams
Manages, coaches and mentors a small team of Operations Managers
Supervisory Responsibilities: Directly supervises 10-25 Full-time Equivalent (FTE) regular employees and/or contractors. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.
MINIMUM REQUIRED QUALIFICATIONS :
Fifteen (15) years of progressive experience managing operational processes, vendor relationships and/or Customer Experience/Service Center
Previous experience with direct supervision/management of people
Certificates and Licenses: None required.
OTHER REQUIRED QUALIFICATIONS:
Superior organizational and time-management skills
Excellent professional communication skills - written and verbal
Strong analytical and problem-solving skills
Ability to hold others accountable combined with good interpersonal skills
Proficiency in Microsoft Office Outlook, Word, Excel, PowerPoint; Web proficiency
Up to 15% of travel expected to visit vendors and conduct quarterly meetings.
Ability to clear the required background check
DESIRED QUALIFICATIONS :
Bachelor's degree
WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
This position is virtual and open to residents of the 50 states, D.C.
COMPENSATION & BENEFITS: Stride, Inc. considers a person's education, experience, and qualifications, as well as the position's work location, expected quality and quantity of work, required travel (if any), external market and internal value when determining a new employee's salary level. Salaries will differ based on these factors, the position's level and expected contribution, and the employee's benefits elections. Offers will typically be in the bottom half of the range.
We anticipate the salary range to be $148,147.50 - $256,183.20. Eligible employees may receive a bonus. This salary is not guaranteed, as an individual's compensation can vary based on several factors. These factors include, but are not limited to, geographic location, experience, training, education, and local market conditions. Stride offers a robust benefits package for eligible employees that can include health benefits, retirement contributions, and paid time off.
Job Type
Regular
The above job is not intended to be an all-inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their supervisor. All employment is "at-will" as governed by the law of the state where the employee works. It is further understood that the "at-will" nature of employment is one aspect of employment that cannot be changed except in writing and signed by an authorized officer.
Stride, Inc. is a Federal Contractor, an Equal Opportunity/Affirmative Action Employer and a Drug-Free Workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected Veteran status age, or genetics, or any other characteristic protected by law.
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)
