Director of Procurement

• Defines and executes trade / category sourcing strategies as well as continuous improve and updated procurement and vendor management processes, such as Vendor Screening and Onboarding, RFP Management, Contract Management, Supplier Management, and Resource Planning.
• Leads the supplier selection process through management of formal RFI, RFP, RFQ processes. Oversees supplier contract negotiations to ensure cost competitiveness and risk mitigation.
• Develops supply diversification strategies addressing single-source dependencies and quality and schedule risks.
• Builds, develops, and leads a high-performing organization spanning multiple states, with leadership depth and succession planning across the team.
• Participates in all employee lifecycle activities including but not limited to: hiring, onboarding, training, mentoring, conducting weekly 1-on-1’s, coaching, performing regular performance reviews, disciplinary actions, and offboarding.
• Owns senior relationships with strategic suppliers, influencing their capacity allocation and product roadmaps to serve long-term Azori interests.
• Provides regular updates to senior leadership on supply strategy and critical commercial decisions requiring approval.
• Drives cross-functional alignment with Construction, Architecture, Interior Design, Finance, Tech and other stakeholder organizations. Supports cross-functional problem solving and analysis for department leaders to effectively run their functions and promote the goals of the organization.
• Creates scalable mechanisms and data-driven decision frameworks to support national expansion and entry into new markets
• Builds an inclusive, high-performance team culture while developing the next generation of procurement leaders.
• Conducts regular supply market analysis to stay current on industry knowledge and trends. Develops a deep understanding of distribution channels, cost structures, economics, and trends to inform strategic planning and advise senior leadership.
• Drives annual operating plans, quarterly and monthly forecasts, provides ongoing analysis of actuals versus plan and/or forecast as well as the underlying models and assumptions.
• Performs other related duties as necessary or assigned.

Preferred Qualifications

• Excellent management and supervisory skills.
• Expert knowledge of supply chain and procurement concepts, processes and practices, including bid structuring, clean sheet modeling, supply market analysis, total cost of ownership, negotiations, and vendor management
• Understanding of single-family home design and construction methods, including relevant industry standards, associated terms, trades, contracts, regulations, and technical specifications.
• Comfort with conflict and enforcing rules and standards.
• Strong service-oriented attitude and customer focus.
• Strong presentation and public speaking skills. Comfortable with presenting and communicating complex or technical information to executives and board members.
• Intellectual curiosity and complete professional ownership.
• Strong interpersonal, relationship building, and verbal and written communication skills.
• Ability to effectively (re)prioritize tasks based on competing urgencies or needs.
• Adept at integrating disparate information, correlating data, and understanding data trends.
• Proficient in Microsoft Office Suite or similar software.
• Proficiency or comfort with Salesforce.

• Quality is A Value, Not a Tradeoff:  Demonstrates expert understanding of how quality decisions at the functional level cascade to organizational outcomes; ability to design scalable quality standards; influences upstream decisions to prevent quality failures; establishes quality benchmarks that span multiple teams and champions quality as an organizational value; builds systems and norms that sustain high standards across the function.
• Learn Faster Than the Problem Changes:  Demonstrates strategic awareness of industry and discipline (Procurement), competitive, and organizational trends that affect the function's direction and talent needs; builds learning infrastructure across teams; translates external insights into strategic adjustments for the function; and keeps the function ahead of change; builds learning capability at scale through coaching, systems, and culture.
• Speak Up Early When Something's Off: Demonstrates a sophisticated understanding of organizational risk, stakeholder dynamics, and how to challenge the status quo constructively; challenges assumptions at the leadership level; models courage and integrity in raising difficult issues; and creates function-wide norms of candor and proactive risk management; serves as a trusted voice of sound judgment for senior leadership.
• Decide Like an Owner, Not a Bystander: Demonstrates a comprehensive view of cross-functional strategy, business priorities, and long-term organizational direction; makes high-impact decisions with limited information; aligns diverse stakeholders around shared outcomes; and acts as a true steward of the business; consistently leaves the organization better than they found it.
• Bias for Action Without Creating Chaos: Demonstrates expertise in creating and sustaining momentum across complex, matrixed environments without sacrificing alignment; accelerates cross-functional progress while maintaining clarity; makes decisive calls that unlocks progress across teams and leadership; and delivers results at pace and scale; balances urgency with alignment across teams and the broader organization.
• Hold a High Bar for Talent: Demonstrates a deep expertise in organizational talent strategy, succession planning, and developing senior leaders; develops and retains top talent; identifies and invests in high-potential leaders across the function; and actively raises the talent bar organization-wide; builds teams that consistently outperform and creates conditions for long-term organizational health.

• Strategic Planning & Functional Alignment: Ability to develop a clear multi-year functional strategy aligned to company objectives; ensures alignment cascades consistently across every team in the function and holds managers accountable for translating strategy into action.
• Change Leadership:  Skilled in leading significant change initiatives at the functional level, using structured change management practices—communication plans, milestones, and feedback loops—to sustain momentum; builds change leadership capability in the managers below them.
• Leader Development & Succession:  Ability to model and reinforce emotional tone across the function during periods of change; solicits feedback from managers and teams, acts visibly on what they hear, and ensures cross-functional relationships stay strong even under pressure.
• Cross-Functional Collaboration & Systems Thinking: Skilled in allocating functional budget and resources toward capability building across teams; anticipates the skills the function will need in coming years and builds cross-team systems that develop those capabilities proactively.
• Emotional Intelligence & Organizational Climate:  Skilled in designing functional structures and incentives that reward collaboration over team-level optimization; stays attuned to the emotional health of the broader function and addresses systemic climate issues before they escalate.
• Ownership & Executive Communication: Skilled in delegating broadly across the function, checking in on functional outcomes rather than day-to-day activities; creates space for managers at every level to lead their teams without public second-guessing, reinforcing a culture of trust.
• Future-Focused & Data-Informed Decision Making:  Ability to use data and workforce trends to anticipate the leadership and capability gaps the function will face in coming years, and to invest in development and succession plans ahead of need.
• Servant Leadership at Scale:  Skilled in ensuring functional commitments are cascaded and owned at every level of the organization chart beneath them; proactively communicates functional status to executive leadership, and steps in to support managers and their teams without waiting to be asked.

• Innovation: Leads strategic transformation by challenging existing ways of working, modernizing operations, and investing in scalable technologies, systems, and capabilities. Anticipates industry shifts, emerging technologies, and evolving business needs to identify opportunities before they become challenges. Leverages AI, automation, and digital capabilities to reimagine processes, improve decision-making, and create new ways of delivering value. Aligns innovation with business strategy by turning ideas into meaningful change that strengthens organizational effectiveness, creates lasting impact, and positions the business for the future.
• Collaboration: Builds a culture where collaboration is a source of competitive advantage, developing leaders and strengthening alignment across groups. Recognizes and leverages the diverse strengths of people across the organization, and ensures teams are positioned to succeed by building partnerships that extend beyond their own function. Measures leadership success not only by outcomes delivered, but by the talent, confidence, and capability developed in others along the way.
• Growth Mindset: Develops organizational capability by investing in talent, creating opportunities for growth, and empowering people to take ownership of their development. Coaches individuals and teams to achieve higher performance, encourages thoughtful risk-taking as a catalyst for learning, and fosters a culture where feedback is used to continuously improve and raise standards. Measures success not only by the results delivered, but by the organization's increased capability, resilience, and readiness for future challenges.

• Bachelor's degree in Supply Chain, Business, Engineering, Construction, or a related field.
• 10+ years of supply chain & procurement experience with a proven track record of exceptional results.
• 5+ years of people leadership experience.
• 5+ years of multi-million dollar contract negotiation experience.
• Prior progressive experience managing teams in the residential construction industry is strongly preferred.
• A strong track record of taking end-to-end ownership and driving results; demonstrated ability to manage multiple projects or programs- work prioritization, planning, and coordination across teams. 

• Some travel between job sites within a 5-mile radius of Bellevue and Kirkland is required.
• Must possess a valid WA State Driver’s License and vehicle insurance, or be able to independently travel to job sites or vendors on an occasional basis. 

• 100% covered employee premiums for medical and dental self-coverage
• 100% employer-paid life insurance
• 100 % employer-paid long term disability insurance
• Paid medical and family leave
• Critical illness insurance
• 401(K) with generous company match, no vesting schedule, and access to professional financial advisors
• Lifestyle reimbursement account
• 20 days of PTO & 9 holidays 
• New iPhone for your personal and business use
• Free onsite parking
• Company paid events
• Complimentary snacks & beverages