Manager, Global Supply Chain Process & Systems

Who Are We?

SSR Mining Inc. is an intermediate gold company with five producing assets located in the USA, Turkey, Canada, and Argentina, combined with a global pipeline of high-quality development and exploration assets in the USA, Turkey, and Canada.

SSR’s commitment to safety, collaboration, and excellence allows us to continue building upon our already strong foundation. With an industry-leading pipeline of projects, strong financial positioning, and talented employees, we look forward to our bright future!

Job Description:

The Global Supply Chain Process & Systems Manager is responsible for driving standardization, efficiency, and excellence across the company’s global supply chain organization. This role will oversee the design, governance, and continuous improvement of supply chain business processes, lead the effective deployment and optimization of supply chain management systems (with particular focus on SAP), and establish a robust framework for Master Data Management, Integrated Demand Planning and Contract Lifecycle Management.

The role requires strong cross-functional leadership to align Supply Chain, Operations, Asset Management & Maintenance, Finance, and IT, ensuring that supply chain processes and systems are integrated, effective, and support the organization’s strategic objectives.

The Day to Day:

Business Process Leadership

• Define, harmonize, and optimize end-to-end supply chain processes globally (Plan, Source, Procure, Deliver, Maintain & Sustain).
• Establish global process governance and standards to ensure consistency across regions and business units. (Aligning with IMS and MOS standards, audit, and governance frameworks)
• Identify and implement process improvements to reduce inefficiencies, duplications, and operational risks to ensure a robust and sustainable framework across all SSR operating mine sites.

Systems Ownership (SAP & SCM Tools)

• Serve as global process owner for SAP Supply Chain modules (MM, WM/EWM, PP, FICO etc.) and related SCM systems (MIDAS, IDP).
• Partner with IT to ensure system enhancements align with business requirements.
• Drive adoption of digital solutions and advanced analytics within the supply chain function.

Master Data Management (MDM)

• Develop and enforce global master data standards, policies, and governance frameworks.
• Oversee the integrity, accuracy, and timeliness of supply chain master data (materials, vendors, contracts, pricing, assets, etc.).
• Implement tools and processes for ongoing data quality monitoring and cleansing.

Change Management & Training

• Lead global training initiatives to strengthen user adoption of processes and systems.
• Act as a change champion to embed a culture of process discipline and data-driven decision-making.

Collaboration & Stakeholder Engagement

• Partner with Operations, Maintenance, Asset Management, and Finance to ensure supply chain systems and data support business needs.
• Represent Supply Chain in global system projects, upgrades, and SAP S/4HANA transformation initiatives.

Key Deliverables

• Global supply chain process framework documented, communicated, and adopted across the business.
• Harmonized and standardized global SCM master data taxonomy and governance model.
• Successful implementation/optimization of SAP (S4HANA) and integration with supporting SCM tools.
• Regular global KPI dashboard/reporting enabled through accurate and reliable data.
• Training programs and materials are deployed globally to build process and system capability.

Key Performance Indicators (KPIs TBD by site)

• Master Data Quality: % accuracy, % duplicates eliminated, % completeness.
• Process Compliance: % adherence to global process standards; audit scores.
• System Utilization: SAP/SCM tool adoption rates; number of manual workarounds reduced.
• Efficiency & Cost Impact: Measurable reduction in inventory duplication, process cycle times, and data-related errors.
• Project Delivery: On-time, on-budget completion of system/process initiatives (e.g., SAP S/4HANA upgrade readiness).
• Stakeholder Satisfaction: Positive feedback from global/regional SCM and cross-functional teams.

Is this you?

• Bachelor’s degree in Supply Chain Management, Engineering, Business, or IT.
• 10+ years’ experience in supply chain management, with significant exposure to global organizations.
• Conversant with SAP (MM, WM/EWM, PP, IBP, Ariba) and SCM digital solutions.
• Proven track record in process improvement, data governance, and system implementation.
• Strong leadership, change management, and cross-cultural communication skills.

Preferred

• Experience in mining, heavy industry, or engineering‑driven environments.
• Familiarity with project management platforms and collaboration tools.
• Prior experience coordinating across multiple locations or business units.

For applicants residing in CO, the salary range for this role is from $130,000-$150,000. Benefits: 401(k); medical/dental/vision insurance; employee share purchase plan, PTO, STI and LTI.

SSR Mining Inc. is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

Employment Equity:

At SSR Mining – Seabee Gold Operation, we are dedicated to developing a talented and diverse workforce that reflects the communities where we operate. We actively promote employment equity and invite applicants to voluntarily indicate if they belong to a designated group during the hiring process. Employment equity is not about quotas or hiring individuals who are not qualified. Rather, it aims to broaden the pool of qualified candidates — including women, Indigenous peoples, visible minorities, and individuals with disabilities — and to eliminate barriers that may hinder their full participation in the workforce.

Women:

This describes a person who self identifies a woman. The definition recognizes that gender is a self-identification that does not necessarily match the sex of an individual.

Aboriginal People:

As per the definition contained in the Canadian Employment Equity Act, Aboriginal Peoples, refers to persons who are Indian, Inuit or Métis.

Persons with Disabilities:

Examples include, but are not limited to:

• Blindness or visual impairment (unable to see or having difficulty seeing, glaucoma; however, this does not include persons who can see well with glasses or contact lenses)

• Co-ordination or dexterity impairment (difficulty using hands or arms, for example, grasping or handling tools or using a keyboard)

• Deafness or hearing impairment (unable to hear or having difficulty hearing)

• Mobility impairment (difficulty moving around, walking long distances or difficulty moving using stairs)

• Speech impairment (unable to speak or difficulty speaking and being understood)

• Other disabilities (e.g., learning disabilities, developmental disabilities and all other types of disabilities)

Members of Visible Minorities:

Examples include, but are not limited to:

• Non-white Latin American (including Indigenous people from Central and South America)

• Black

• East Asian (e.g., Chinese, Japanese, Korean)

• South Asian/East Indian (e.g., Indian, Pakistani, Bangladeshi, or East Indian from Guyana, Trinidad or East Africa)

• Southeast Asian (e.g., Burmese, Cambodian, Filipino, Laotian, Thai, Vietnamese)

• Non-white West Asian, North African or Arab (e.g., Iranian, Lebanese, Egyptian, Libyan)

• People of mixed origin (e.g. with one parent member of a visible minority group)

The information you are asked to provide is essential for Seabee Gold Operation to comply with the requirements of the Federal Contractors Legislation, and in helping Seabee Gold Operation identify and address workplace barriers by developing employment equity programs and policies. Although participation in completing this survey is voluntary, it is important for us to obtain the most accurate representation of our current workforce.

The information you provide will be kept CONFIDENTIAL and will be used to compile an overview of Seabee Gold Operation's workforce for government compliance purposes. In addition, the summarized results will be used to determine the distribution of designated group members in our workforce, analyze the current results, and track future progress in achieving a representative workforce. This information will not be placed in your employee files.