Penultimate line of your post sums up your challenge. You have written that "Our responsibilities are not clear and there are more expectaion from me than from him."
Therefore, what you need to do is to approach your HR and decide the division of duties and responsibilities once for all. In fact your HR has given wrong designations to both of you. He is Head material planning and Supply Chain and you are Purchasing Head. There should be only one Head SCM and all others should report to him. You can be GM Purchase.
As far as vendors are concerned, each company in manufacturing sector has to put up with their vagaries. There is no need to make mole out of mountain.
Have you measured on-time performance of the vendors? Time being tell him to reverse your roles. Let him handle Vendor Management. Let him improve the on-time performance of the vendors and take the credit.
Lastly, many things depend on the quality of the vendors as well. Do you have sound system to evaluate vendors? Have you developed proper score card to measure their performance? I ask these questions as I conduct the training programme on Vendor Management.
18th October 2016 From India, Bangalore
Atlast since i am not well versed with loud voice, he wins. This is destroying the environment overall.
19th October 2016 From India, Indore
That ensuring conflict is because of the weak leadership of a Plant Head, goes without saying. Long ago he should have intervened, convened joint meeting and found out amicable solution. Leaders are expected to contrive collaboration. When they fail, situations of this kind arise.
As written in my previous post, identify areas on which both of you have agreement, identify areas on which conflict arises. Based on this, chalk out list of the duties for you and for the other Manager. Approach HR to convene the meeting in the presence of Plant Head. My recommendation is that Purchase Management and Vendor Management should be handled by the same person.
Ratios to Measure Performance of SCM: - As of now, you have not shared ratios on which performance of entire SCM is measured. Once you start measuring, conflict of this kind reduces. I conduct training programme on "How to Measure Efficiency of SCM?" Click on the hyperlink to refer the details. If you wish to talk to me personally, you may give a call on my mobile number that is mentioned in my signature.
Failures of HR: - HR could have stepped in long ago and avoided sparring between two Managers of the same department. It is not just Plant Head but HR also appears to be weak and assumed role of mute spectator. The conflicting situation arose for want of well-defined Job Description (JD). If HR will not define JD then who else will? HR is also responsible for the organisation's culture. That perennial feud between managers of the same department could vitiate the organisation's culture, this simple fact why did not occur to HR? HR is not valued because of the subservience that they demonstrate at their workplace.
20th October 2016 From India, Bangalore