THE POSITION SUMMARY

The Senior Director / VP, Global Vendor Strategy & Nearshore/Offshore Operations owns the design, governance, and economic performance of Oxford's Associate Vendor (AV) model and its global delivery footprint - encompassing nearshore, offshore, and H-1B supply channels that today support a meaningful and growing share of Oxford's business, but currently operate without a defined structure, consistent contractual treatment, or measured economics.

This role elevates AV from a decentralized, recruiter-managed practice to a strategically governed global program. The mandate spans three distinct use cases - payroll/passthrough, cost-optimized nearshore/offshore and H-1B supply, and nearshore/offshore capability extension - each requiring its own contractual structure, performance standard, and margin profile. At the executive level, this leader is accountable for building Oxford's nearshore/offshore delivery strategy, closing the margin gap between AV and core Oxford delivery, correcting recruiter incentives that currently reward AV placements identically to full-cycle recruiting, and materially reducing the client, legal, and brand risk created by treating fundamentally different vendor relationships as one undifferentiated program.

The scope of this role - governance-only versus governance with delivery-build responsibility - will be finalized alongside Oxford's selected AV operating model direction. This executive will serve as Oxford's internal authority on global delivery economics, offshore/nearshore market dynamics, and vendor partnership strategy.

THE OPPORTUNITY/ KEY RESPONSIBILITIES

• Vendor Assessment & Segmentation: Lead the strategic assessment, segmentation, and ongoing governance of Oxford's Associate Vendor network - classifying vendors by capability, geography, skillset, and use case (payroll/passthrough, H-1B/offshore supply, nearshore/offshore capability extension). Establish and maintain a tiered, defensible vendor roster that directly supports Oxford's global delivery objectives.
• Economic & Incentive Alignment: Partner with Sales Compensation and recruiting leadership to review and correct recruiter incentive structures tied to AV usage, with the objective of eliminating rate compression caused by recruiters being paid identically on AV and full-cycle placements.
• Contractual & Risk Segmentation: Work with Legal to establish distinct contractual frameworks for each AV use case, replacing the current single, undifferentiated agreement structure that treats payroll/passthrough, C2C, and capability-extension relationships the same way.
• Program Governance: Design and own the enterprise-level governance framework for adding, approving, and exiting Associate Vendors - including standardized due diligence, compliance reviews, onboarding protocols, and performance cadence across onshore, nearshore, and offshore relationships. Ensure governance scales with Oxford's global delivery ambitions.
• Performance Monitoring: Own the executive-level performance framework covering vendor margin, fill rate, quality, SLA adherence, and rate compression across all delivery channels - onshore, nearshore, and offshore. Deliver regular reporting to senior leadership and ownership that translates vendor economics into business impact.
• Immigration & Compliance Risk: Serve as Oxford's senior authority on immigration-related vendor risk - owning contractual exposure, compliance monitoring, and policy development for H-1B, OPT/STEM OPT, and nearshore/offshore vendor relationships. Partner with Legal and HR to ensure Oxford's global delivery posture meets regulatory requirements across all operating geographies.
• Program Optimization: Define and execute Oxford's nearshore and offshore delivery strategy - evaluating market options (India, Philippines, Latin America, Eastern Europe, etc.), selecting and managing strategic delivery partners, and building the operational infrastructure needed to scale offshore/nearshore capacity as a competitive advantage. Own the build-vs.-buy decision framework for nearshore/offshore delivery expansion.
• Collaboration: Serve as a senior cross-functional partner to Sales, Recruiting, Legal, Finance, and executive leadership - ensuring AV program strategy, offshore/nearshore expansion plans, and vendor economics remain tightly aligned with Oxford's commercial, margin, and growth objectives.
• Reporting: Deliver executive-level reporting on AV program performance, offshore/nearshore delivery economics, risk exposure, and strategic initiatives - in a format suitable for C-suite and ownership-level review. Translate operational data into strategic recommendations.

PROFESSIONAL EXPERIENCE /QUALIFICATIONS

• 10+ years of experience in vendor management, global delivery operations, staffing/recruiting operations, or professional services, with at least 3-5 years in a senior leadership role directly responsible for offshore or nearshore delivery strategy, operations, or vendor programs.
• Deep expertise in global delivery economics, including bill rate, pay rate, and markup mechanics across W-2, C2C, and 1099 arrangements, with the ability to model, compare, and optimize the cost of delivery across onshore, nearshore, and offshore channels and quantify the margin impact of H-1B versus domestic W-2 supply at scale.
• Extensive hands-on experience building or managing offshore and nearshore delivery operations, including market selection (India, Philippines, Latin America, Eastern Europe, etc.), vendor partnership structuring, operational setup, and performance management, along with fluency in H-1B, OPT/STEM OPT, and immigration compliance obligations, sponsorship risk, and the contractual distinctions between W-2, C2C, and 1099 arrangements.
• Demonstrated success building or transforming vendor governance programs at scale, including the design of tiered segmentation models, SLA frameworks, multi-geography onboarding standards, and delivery center operating models that move organizations from informal vendor usage to structured, strategically managed global supply chains.
• Proven ability to operate as a senior cross-functional executive, influencing Sales, Recruiting, Legal, Finance, and C-suite stakeholders on global delivery strategy, worker classification policy, incentive structure design, and contract frameworks, including the ability to diagnose and correct recruiter pay models that create misaligned incentives around W-2 versus sub-vendor placements.
• Executive-level analytical fluency - able to build, interpret, and present complex performance, margin, and delivery economics dashboards to C-suite and ownership audiences, and translate data into strategic investment or divestment recommendations.
• Exceptional leadership presence, executive communication skills, and the ability to manage complex, multi-geography programs across time zones and organizational boundaries.

DESIRED CHARACTERISTICS

• The ideal candidate will be a decisive, structure-building leader who is comfortable turning an informal, recruiter-managed practice into a disciplined, governed global program, while maintaining the flexibility to adapt the operating model as Oxford's delivery strategy evolves.
• They will be equally credible in a spreadsheet and in the boardroom - fluent in bill rate, pay rate, and margin mechanics, yet able to translate that economic detail into a clear narrative for C-suite and ownership audiences.
• This executive must demonstrate sound judgment in balancing competing priorities across sales, legal, compliance, and delivery, correcting misaligned incentives and contractual risk without disrupting the revenue the AV channel currently generates.
• As a cross-functional leader, they must build trust quickly with Sales, Recruiting, Legal, Finance, and HR, bringing each function along through a period of significant change to how vendor relationships are structured and managed.
• A reputation for integrity and rigor is essential, as this individual will be Oxford's internal authority on global delivery economics and vendor risk, and must be comfortable delivering direct, data-backed recommendations - including build-vs.-buy and investment/divestment calls - to senior leadership.

EDUCATION

A bachelor's degree in Business, Supply Chain Management, or a related field required, or equivalent professional experience.

For US job seekers:
Salary Information:

$146,000.00-$176,000.00 Annual