Sr. Manager, Category Manager, Labor & Professional Services

Position Overview

• Establishes governance frameworks and sourcing standards for major professional services firms, and in contingent labor engagements across the enterprise.
• Drives supplier rationalization and preferred supplier strategies for consulting firms, staffing agencies, and outsourced labor providers.
• Evaluates and creates fit-for-purpose workforce operating models, including direct supplier management, VMS-enabled programs, or scaled MSP partnerships based on organizational size and spend profile.
• Owns a complex, high‑spend category (or portfolio) with global scope and enterprise impact.
• Leads cross‑functional project teams and external partners to deliver multi‑year roadmaps and operating model changes.
• Primary procurement voice with senior/executive stakeholders; presents at executive committees.
• Shapes policy, standards, and governance; mentors and develops the category talent bench.
• Ensures category plans reflect stakeholder goals, market dynamics, and supplier capabilities
• Influences functional leaders; presents recommendations and status at leadership forums.
• Champions adoption of preferred suppliers, standards, and policies across the business.
• Leverages analysis to shape strategic insights and market intelligence frameworks that inform category strategy, RFx prioritization, supplier negotiations, and contract terms
• Scrutinizes variable and complex data to identify and prioritize sourcing and planning opportunities that drive competitive advantage and long-term value
• Leads sourcing waves and supplier business reviews; accountable for savings and value realization.

Key Responsibilities

Enterprise Strategy & Value Creation

• Craft and socialize a bold, evidence‑based multi‑year category strategy tied to enterprise goals (growth, productivity, risk, ESG). Possible areas of opportunity:

• Management consulting

• Temporary staffing

• Statement-of-work (SOW) services

• Independent contractor engagements

• Workforce solutions/MSP programs

• Develop labor rate benchmarking frameworks and market intelligence to improve rate competitiveness, geographic alignment, and workforce planning decisions.

• Identify opportunities to reduce unmanaged spend, rogue staffing engagements, mark-up inconsistencies, and duplicate supplier utilization.

• Identify and deliver step‑change value levers (portfolio simplification, demand challenge, supplier ecosystem redesign, digital automation).

• Stand up structured value tracking with Finance; validate and publish results to executives.

• Build and maintain a living category strategy (demand, market, supplier, risk, and should-cost).

• Translate strategy into an annual sourcing wave plan and prioritized contract pipeline with mitigation actions for expirations/renewals.

• Owns data quality across procurement systems (e.g., sourcing, CLM, P2P) and audit readiness records

• Reviews and performs analytics and market research that inform strategic planning decisions, RFx, negotiation prep, and category direction

• Manage intake queue; validate requirements; set expectations on timelines and next steps

• Maintain project trackers, savings logs, contract records, and supplier profiles for audit readiness

• Create, refresh, publish, and communicate preferred supplier lists and engagement playbooks

Critical Sourcing & Complex Negotiation

• Lead negotiations involving:

• SOW commercial structures

• Rate card & labor mix structures

• Volume discounts

• Delivery accountability

• Staffing markups & conversion fees

• Supplier tiering models

• Evaluate and negotiate VMS platform solutions and workforce operating models appropriate for organizational scale, complexity, and spend maturity in the labor space.

• Conduct in-depth market analysis to inform RFx development, supplier negotiations, and contract terms

• Identify and prioritize sourcing opportunities that drive competitive advantage and long-term value

• Own and drive marquee RFx/sole‑source events and renewals with enterprise‑wide implications; negotiate creative commercial constructs (risk‑share, outcome‑based, gainshare).

• Oversee and/or perform total Cost of Ownership (TCO) analysis to sourcing decisions and supplier evaluations

• Set deal architectures and negotiation plays; coach deal teams; engage executive sponsors and legal counsel to closure.

• Establish playbooks and guardrails for rebid/renewal strategies, indexation, benchmarking, and continuous improvement.

Supplier Partnership, Innovation, & Risk Management

• Chair executive governance with strategic consultancy partnerships; sponsor joint innovation roadmaps and transformation programs.
• Collaborate with HR and other governance areas to manage labor supplier performance across metrics such as fill rates, cycle times, attrition, quality of talent, compliance adherence, and stakeholder satisfaction.
• Partner with HR Legal and Finance/Accounting to mitigate worker misclassification risks and ensure contingent workforce governance aligns with applicable labor regulations globally.
• Oversee risk management for the portfolio (cyber, supply continuity, financial, regulatory, ESG) with proactive mitigation and incident response.
• Segment suppliers (Tier 1/2) and implement governance (QBRs/ABRs, scorecards, corrective actions).
• Perform AQSCIR assessments for key suppliers
• Lead supplier steering committees to drive collaboration, performance improvement, and risk mitigation
• Facilitate supplier-led innovation and continuous improvement initiatives aligned to business outcomes.
• Hold quarterly and annual business reviews (QBRs/ABRs) with suppliers and relevant stakeholders
• Drive adoption of preferred suppliers and manage change communication effectively

Operational Excellence & Governance

• Establish enterprise-wide standards for services usage such as:

• Rate card management

• SOW approvals

• Supplier onboarding

• Headcount visibility

• Contractor tenure monitoring

• Partner cross-functionally to design scalable contingent labor intake, approval, and tracking processes that balance governance with business agility.

• Elevate standards, templates, and systems; automate analytics and reporting; ensure data fidelity and audit readiness.

• Continuously improve ways of working across Legal, Security/Privacy, Finance/AP, and business units.

• Track cost savings and avoidance progress against targets and pipeline forecasts

• Coordinate cross-functional approvals (Security/IT, Privacy, Compliance, Finance, AP, Legal) and drive issue resolution.

• Coach and assign work to sourcing resources (analysts/specialists) aligned to the wave plan.

Stakeholder Engagement

• Partner closely with HR, Talent Acquisition, Finance, Legal, and critical functional business leaders to assure governance and align workforce sourcing strategies with organizational priorities.
• Map stakeholder ecosystems and develop engagement strategies based on influence, impact, and business needs
• Act as a strategic advisor helping stakeholders determine the most appropriate engagement model for external advisory and/or labor needs.
• Engage stakeholders to understand business requirements, pain points, and future needs
• Maintain a cadence of meetings and communications with key stakeholders and their leadership teams
• Act as a trusted advisor and liaison between procurement and business units
• Communicate clearly and professionally across all channels (in-person meetings, email, video calls), tailoring messages to diverse audiences
• Represent procurement in steering committees, executive briefings, and supplier governance forums
• Support stakeholder projects with high responsiveness, strategic input, and proactive problem-solving
• Craft compelling storylines and materials

Financial Performance

• Deliver measurable value through enterprise professional services governance/negotiation, labor rate and markup optimization, supplier consolidation, etc.
• Analyze labor spend trends, rate inflation, utilization patterns, and supplier concentration risks to support budgeting and workforce planning decisions.
• Engage consistently with Finance and stakeholders in the budgeting process, aligning procurement plans with financial goals.
• Coordinate with Finance for savings tracking and bottom-line impact protection.
• Deliver measurable cost savings and avoidance, tracking progress against targets and pipeline forecasts
• Apply Total Cost of Ownership (TCO) analysis to sourcing decisions and supplier evaluations
• Optimize contract value through improved terms, pricing structures, and performance incentives

Leadership & Change

• Mentor and support a matrixed and cross-functional team of procurement professionals and governance partners to build skills and succession; promote a high‑performance, inclusive culture.
• Design and execute change management and communications for enterprise rollouts; craft executive narratives and decision memos.

Qualifications

Required:

• Bachelor's degree required in supply chain, finance, project management, or related field.
• 8-10+ years of experience , heavy in managing large/complex Professional Services and/or Contingent Labor categories in a strategic sourcing or category management environment.
• Strong understanding of "Big Four" service provider ecosystem and workforce operating models including supplier-direct programs, VMS tools, and MSP solutions.
• Demonstrated executive communication and storytelling skills; track record influencing VP/C‑suite decisions.
• Expert fluency in benchmarking, TCO, complex contracting, commercial strategy, and supplier performance governance at scale.
• Expert analytical skills with working knowledge of procure-to-pay, RFx processes, and contract basics/playbooks.

Preferred:

• Advanced degree (MBA or Master's) strongly preferred in supply chain, finance, project management, or related field.
• 10-12+ years of experience in progressive category management/strategic sourcing experience, including leadership of large, complex negotiations and cross‑enterprise programs.
• Experience building or maturing contingent workforce programs, VMS models, and MSP structures; including experience with platforms such as: Beeline, SAP Fieldglass, etc.
• Experience leading transformation (operating model, digital S2P, supplier ecosystem) across multiple regions.
• Certifications: CPSM/CIPS; PMP/Prosci or equivalent change credentials; Lean Six Sigma Black Belt.
• Domain depth in one or more enterprise functions (e.g., HR, IT, Finance, Professional Services, Facilities/CRE).
• Experience in large, global enterprise with exposure to both indirect (corporate) and direct (client-facing) procurement models.
• Recent/current experience working across time zones.
• Strong grasp of software licensing models (SaaS/PaaS/IaaS, subscription vs. perpetual) and associated services

Skills & Competencies

Core:

• Composure in high-visibility and executive environments.
• Strategic thinking and structured problem solving; ability think upstream and downstream to frame choices and drive decisions.
• Executive presence; concise narrative building; board‑quality materials.
• Proven ability to build strong stakeholder relationships and influence at all levels
• Influencing without authority; stakeholder alignment and change management.
• Financial acumen (budget alignment, forecasting, value realization).

Technical:

• Deep understanding of contingent labor pricing models, staffing markups, blended rate structures, and consulting commercial models.
• Ability to discern workforce data such as fill rates, time-to-fill, geographic benchmarking, attrition, etc.
• Sophisticated financial modeling (TCO/NPV, scenario analysis, indexation, benchmarking).
• Design of KPIs, supplier incentives, and performance regimes; SRM maturity models.
• Category strategy toolkits; RFx design; commercial modeling (price ladders, indices, incentives).
• Deep fluency in complex contracting (MSAs, SOWs, data protection, service levels, audit/benchmarking clauses).

Leadership:

• Builds capability; mentors; leads through influence; navigates ambiguity, complexity, pressure, multiple priorities, and change at scale.
• Bias for action; ownership of outcomes; adaptability; team-first collaboration.

Work Model & Travel

• Hybrid role based in Mesa, Arizona with standard business hours. Occasional domestic or global travel (<10%) may be required for executive meetings, supplier governance, and transformation workshops.

Verra Mobility Values

An ideal candidate for this role naturally works in alignment with the Verra Mobility Core Values:

• Own It. We focus on high performance and drive toward breakthrough outcomes. Our employees ensure accountability, optimize and align work, focus on the customer, and cultivate innovation.
• Do What's Right. We champion integrity and good character. Our team members model ethical behavior, demonstrate good judgment and are courageous.
• Choose Courage Over Comfort. We lean into the conversations, decisions and actions that move the business forward, even when they feel uncomfortable. We challenge assumptions, address issues early and prioritize progress over ease.
• Win Together. We believe in growing and inspiring people together. We seek people who collaborate, value differences, think and act globally, foster an engaging work environment, and recognize and develop others.

With your explicit consent which you provided as part of the application process, we will retain candidate personal data solely for the business purpose for which it was collected. In no event will we retain such data more than two (2) years following the closure of the recruitment process relating to the role for which you applied or in the event other related job opportunities arise within the company. Verra Mobility Applicant Privacy Notice

Verra Mobility is an Equal Opportunity Employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability or protected veteran status.

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