Global Indirect Procurement Labor R&D Category Strategist

About the Role

As a Global Indirect Procurement Labor R&D Category Strategist, you will serve as a senior individual contributor within HP's Global Indirect Procurement organization. This role is designed for a dynamic, forward-thinking strategist who thrives in environments where they can influence at the executive level, shape sourcing strategies, and drive cost optimization across global operations.

You will act as the architect for high-impact R&D category strategies, specifically managing six key commodity codes: Software Development, Testing Services, Design Services, Support Services, Content Development, and Research & Development. Your mission is to align these strategies with HP's broader business objectives, ensuring seamless execution through cross-functional partnerships with legal, finance, operations, and global category management teams.

In this position, you will be a senior negotiator for high-visibility supplier engagements, securing competitive advantages and fostering innovation. You will leverage deep market intelligence and business analysis to inform long-term sourcing strategies, uncovering areas for growth, efficiency, and risk mitigation. Beyond execution, you will serve as a trusted advisor to senior stakeholders, challenging assumptions and co-creating impactful solutions that support business objectives while mentoring the next generation of category managers.

Why HP?

At HP, you will join passionate, results-driven teams dedicated to delivering exceptional business outcomes. We foster innovation, empower bold thinkers, and create significant growth opportunities. This role offers the chance to help shape the future of procurement at one of the world's most iconic companies, working with a global scope that supports multiple time zones and drives transformational outcomes.

Hiring Process

Candidates selected for this role will engage in a comprehensive interview process designed to assess strategic thinking, negotiation capabilities, and cultural fit. The process typically includes:

1. Initial Screening: A conversation with a recruiter to discuss background and role alignment.
2. Hiring Manager Interview: A deep dive into your strategic approach, category experience, and leadership style.
3. Panel Interviews: Discussions with cross-functional stakeholders, including senior leaders and potential peers, to evaluate collaboration and problem-solving skills.
4. Final Review: A final assessment and offer discussion.

Equal Opportunity Employer

HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation, or any other characteristic protected by applicable national, federal, state, and local law(s).

Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily and will be kept in strict confidence.