Director, Responsible Sourcing

Description -

Job Summary

At HP, our vision is to create technology that makes life better for everyone, everywhere. The Director, Responsible Sourcing owns the strategy, structure, and leadership of HP’s responsible sourcing and human rights and environmental due diligence program across a complex global electronics supply chain, at a time when the regulatory environment, geopolitical landscape, and customer expectations are all increasing in complexity and volatility.

This role serves as a recognized expert on human rights, environmental risks and supplier engagement. The successful candidate will bring strong organizational agility, stakeholder influence, and demonstrated ability to navigate complex global business environments.

The Director operates as a strategic business partner to senior leadership, builds and leads a stable, capable team, and is accountable for evolving the program to withstand a rapidly shifting regulatory and business environment. This is a role for a systems thinker who can operate at both the strategic and structural level, someone who can set direction, build organizational capability, and represent this function with credibility across the enterprise and externally.

Key Responsibilities

Responsible Sourcing Leadership

• Serve as HP’s senior subject matter expert and strategic leader on responsible sourcing, human rights, labor rights, worker well-being, living wage, and human rights and environmental due diligence, advising senior leadership on emerging risks, stakeholder expectations, and regulatory developments.
• Lead the development and continuous improvement of HP’s responsible sourcing strategy, standards, supplier requirements, governance processes, and scalable operating models, ensuring requirements are embedded into Procurement, Supply Chain, Legal, Compliance, HR, and other enterprise processes.
• Own and enhance HP’s Human Rights and Environmental Due Diligence program, including scalable processes for risk identification, assessment, prevention, mitigation, monitoring, remediation, governance, escalation, grievance mechanisms, worker voice, and supplier engagement across multi-tier supply chains.
• Provide technical leadership on complex human rights and environmental risks, including supplier risk methodologies, Human Rights Impact Assessments, forced labor prevention, responsible minerals, supply chain transparency, and alignment with emerging global regulations and international frameworks.

Stakeholder Alignment and Business Partnership

• Build trusted partnerships across Procurement, Legal, Compliance, Supply Chain, and business units, aligning priorities and driving shared ownership of responsible sourcing outcomes.
• Influence without direct authority across highly matrixed teams to resolve competing priorities and drive practical adoption of program requirements.
• Serve as the primary point of translation between technical human rights and environmental risk and the business decisions those risks inform.
• Represent responsible sourcing priorities in cross-functional planning and decision-making forums.

Risk Translation and Business Communication

• Translate complex human rights, labor, and environmental risks into clear, pragmatic business impact, covering market access, customer trust, and reputational exposure.
• Advise internal partners on emerging risks and regulatory developments in terms that connect directly to business decisions and outcomes.
• Prepare concise, decision-ready updates for leadership that frame risk and program status in business terms rather than technical detail.

Program and Process Design

• Design and continuously improve scalable processes for risk identification, assessment, prevention, mitigation, and remediation across a multi-tier supply chain.
• Build governance structures, workflows, and tools that allow the program to operate consistently and scale as regulatory and business demands grow.
• Integrate responsible sourcing requirements into existing Procurement and Supply Chain processes rather than operating as a parallel system.
• Drive continuous improvement of supplier engagement, grievance mechanism, and remediation processes.

Regulatory and Market Readiness

• Monitor the evolving global regulatory landscape and assess business implications for HP.
• Partner with Legal and Compliance to translate regulatory obligations into practical implementation plans and process changes.
• Support readiness for customer, regulator, and market access requirements tied to human rights and environmental due diligence.

Systems Thinking and Problem Solving

• Approach responsible sourcing as an interconnected system, anticipating how changes in one area, such as supplier requirements or regulatory shifts, affect others, including Procurement processes, customer commitments, and reputational risk.
• Proactively identify structural gaps or inefficiencies in the current program and develop pragmatic solutions.
• Bring sound judgment to ambiguous situations where clear precedent does not exist.

External Engagement

• Represent HP in relevant industry coalitions and working groups to inform practical, business-relevant positions on emerging standards.
• Build relationships with customers, auditors, and external stakeholders, framing HP’s program and progress in clear business terms.

Strategic Leadership and Organizational Ownership

• Own the strategic direction of HP’s responsible sourcing and human rights due diligence program, setting priorities that anticipate regulatory, geopolitical, and market shifts rather than reacting to them.
• Serve as the accountable owner for how the program evolves as complexity increases, including realigning strategy, structure, and resourcing as needed.
• Represent responsible sourcing strategy directly to senior leadership, translating enterprise risk into clear business priorities and resourcing decisions.

Team Building and Organizational Stability

• Ability to build and stabilize the responsible sourcing team, including hiring, developing, and retaining talent capable of operating at the level this function now requires.
• Build a team operating model and culture that can sustain performance through continued regulatory and organizational change.

Enterprise Risk Ownership

• Own accountability for the business risk this function manages, including regulatory compliance, market access, and reputational exposure, at the enterprise level.
• Serve as the escalation point for the most complex and sensitive risk issues, including those involving forced labor, human rights, and worker safety.
• Partner directly with Legal, Compliance, and executive stakeholders on the highest-stakes risk decisions facing the business.

Organizational and Systems Design

• Design the organizational structure, governance model, and cross-functional operating rhythm needed to run this function at enterprise scale.
• Evaluate and evolve how this function fits within the broader enterprise sustainability compliance structure, ensuring effective coordination with adjacent teams.
• Lead major structural or strategic change efforts, including new regulatory regimes, significant shifts in supplier risk, or organizational redesign.

External Representation and Market Positioning

• Represent HP at a senior level in industry coalitions, regulatory engagement, and customer conversations, shaping HP’s external position on responsible sourcing.
• Build and maintain relationships with senior external stakeholders, including regulators, key customers, and industry peers, that strengthen HP’s credibility and influence.

Required Education and Experience

Minimum Qualifications

• Four-year or graduate degree in Sustainability, Supply Chain, Human Rights, International Relations, Public Policy, Business, Law, or a related field, or commensurate work experience.
• Typically 12 or more years of experience in responsible sourcing, human rights, sustainability, procurement, compliance, or a related discipline.
• 7 or more years in a leadership role with direct accountability for team building, organizational strategy, and enterprise-level risk.
• Demonstrated experience leading through organizational change, including team rebuilding or significant program transformation.
• Track record of representing complex risk and strategy directly to senior executive audiences.

Preferred Qualifications

• Master’s degree, MBA, JD, MPP, or equivalent advanced degree.
• Experience leading a function through a period of significant regulatory or market change.
• Experience operating within a broader enterprise sustainability or compliance organization alongside adjacent functions.

Core Skills and Attributes

• Business acumen and the ability to connect responsible sourcing work to enterprise risk, market access, and customer trust.
• Strong stakeholder management and influence, including with senior leaders and cross-functional partners.
• Systems thinking, with the ability to see how program, process, and organizational decisions interact.
• Strategic judgment, with the ability to prioritize among competing risks and demands.
• Process and program design skills, with a bias toward building scalable, durable structures rather than one-off fixes.
• Clear, executive-ready communication that translates technical risk into business language.
• Comfort operating with ambiguity and driving structure where none currently exists.
• Change leadership, with the ability to bring stakeholders along through evolving requirements and expectations.
• Strategic and organizational leadership, with the ability to set direction and build the structure needed to execute it.
• Team building and talent development, with a track record of stabilizing and growing high-performing teams.
• Enterprise-level risk judgment, with the credibility to be an escalation point on the most sensitive issues.
• Executive presence and communication, with the ability to influence senior leadership and represent the function externally at a senior level.
• Change leadership at an organizational level, with the ability to lead through structural or strategic transformation, not just process change.
• Savvy navigation of enterprise complexity, including the ability to position this function effectively within a broader organizational structure.

Impact and Scope

This role owns the strategy, structure, and enterprise risk accountability for HP’s responsible sourcing function. It operates with significant autonomy in setting direction and is accountable for the function’s overall health, capability, and ability to protect HP against regulatory, market access, and reputational risk.

Complexity

This role operates in a highly volatile and increasingly complex environment shaped by expanding, sometimes conflicting global regulation, geopolitical tension, and rising customer expectations.

The role requires the judgment to set strategy, the organizational skill to rebuild a team and the credibility to be trusted with the enterprise’s most sensitive risk decisions in this space.

The pay range for this role is $166,050 to $265,700 USD annually with additional opportunities for pay in the form of bonus and/or equity (applies to United States of America candidates only). Pay varies by work location, job-related knowledge, skills, and experience.

Benefits:

HP offers a comprehensive benefits package for this position, including:

• Health insurance
• Dental insurance
• Vision insurance
• Long term/short term disability insurance
• Employee assistance program
• Flexible spending account
• Life insurance
• Generous time off policies, including;
• 4-12 weeks fully paid parental leave based on tenure
• 11 paid holidays
• Additional flexible paid vacation and sick leave (US benefits overview)

The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.

Job -

Supply Chain & Operations

Schedule -

Full time

Shift -

No shift premium (United States of America)

Travel -

25%

Relocation -

Yes

Equal Opportunity Employer (EEO) -

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. The information obtained will be kept in strict confidence.

For more information, review HP’s EEO Policy or read about your rights as an applicant under the law here: “Know Your Rights: Workplace Discrimination is Illegal"