For senior managers, heads of function, and executive-level professionals shaping strategy and leading transformation in supply chain and business operations
When you’re leading functions, people and outcomes, career progression means more than climbing. It’s about where – and how – you lead next.
At this stage in your career, the questions shift. You’re no longer asking how to step up – you’re asking how to step forward with purpose.
You might already be leading a function. Owning major decisions. Influencing performance at scale. But you’re still ambitious – whether that means joining the board, shifting industries, expanding your remit, or finding a role that finally matches your values and vision.
This guide is for experienced professionals navigating senior roles in supply chain, procurement, logistics, and commercial leadership. We’ll help you explore how career progression evolves at this level – and how to make decisions that reflect not just where you are, but who you are as a leader.
You might be:
You’ve already proven yourself. Now it’s about sharpening your focus - and progressing with intent.
Career growth at this level is no longer just vertical — it’s also strategic, lateral, and reputational.
1. Head of Supply Chain → Supply Chain Director → Chief Supply Chain Officer
2. Procurement Manager → Head of Procurement → CPO / Commercial Director
3. Logistics Manager → Regional Ops Lead → Director of Logistics / Fulfilment
4. Commercial Lead / Business Ops Director → COO / Chief Transformation Officer
Leadership progression isn’t about promotions alone - it’s about increasing your:
The title matters less than the value you create. Senior leaders don’t just run teams - they shape direction, culture, and outcomes.
Strategic Capabilities
Leadership Attributes
Transformation Skills (in demand)
These are the areas we consistently see shaping senior candidate shortlists — especially in competitive markets.
Progression doesn’t always mean a bigger job - sometimes it means:
Broader Scope
Taking on new geographies, larger budgets, or cross-functional teams.
Strategic Pivot
Moving from operations into strategy, or from in-house leadership to consulting, advisory, or interim.
Mission-Led Realignment
Shifting into a business where your values align with leadership style, purpose, or sector impact.
Personal Growth
Stepping back to reposition - e.g., from corporate to start-up, or from line leadership into transformation project work.
All are valid. Progression here is deeply personal - and should serve your leadership legacy, not just your LinkedIn headline.
Even senior professionals need continuous development. Here’s what adds value at this stage:
Training / Qualifications
Coaching & Mentoring
External Visibility
The more senior you get, the more your reputation precedes your CV.
Define What You Want (and What You Don’t)
Refine Your Narrative
Work With a Specialist Partner
At this level, your next role may not be advertised. You need access to networks, confidential opportunities, and deep client insight. That’s where we come in.
We don’t just find you a role - we help you shape your legacy.
You’ve already achieved a lot – but your career doesn’t stop here. It evolves.
Senior and executive progression isn’t about chasing titles. It’s about choosing impact. Leading with purpose. And building a reputation that opens doors long before your CV arrives.
Whatever your next move looks like – a new challenge, a bigger remit, or simply better alignment – we’re here to help you make it with clarity, confidence, and credibility.
Let’s build what’s next. Together.
