Assistant Category Merchant - Hike Footwear

Posted Date: Jun-22-2017

Job ID: 8085

Job Type: Full Time

Job Function: Merchandising

City: Kent

State: Washington


What's cool about this job

Working closely with the Category Merchandising Manager (CMM), the Assistant Category Merchant (ACM) contributes to REI’s success by ensuring the execution and implementation of the department assortment strategies: managing work flow internally through partnering with vendors, planning, replenishment and collaborating with cross-divisional partners. The ACM is responsible for style plan management and integrity. This role partners with Merchandising Data Specialist (MDS) to coordinate product data creation and maintenance. 

  • Manages workflow and timeline of Merchandising team (includes planning and replenishment) Partners with CMM to manage style plan data and accuracy 
  • Represents the business on behalf of CMM in their absence 
  • Collaborates with visual merchandising and digital teams to bring department strategy to life 
  • Works closely with Sr. CMM Digital to maximize digital selling opportunities 
  • Coordinates and supports marketing plans and proofing 
  • Coordinates competitive and other analysis, as needed 
  • Coordinates vendor and product data implementation with MDS 
  • Develops and manages tactical vendor partnership 
  • Resolves x-divisional and vendor operational issues 
  •  Maintains vendor MAP (Minimum Advertised Price) policy information 
  • Owns sample management

Bring your passion and expertise

  • 3 – 5 years merchandising, retail or direct sales experience, or equivalent 
  • Demonstrated understanding of appropriate assortment planning fundamentals (price ladder, competitive set, target customer analysis, etc.) 
  • Demonstrated confidence presenting in small and large groups 
  • Ability to develop strong, collaborative relationships with vendors and cross-divisional partners 
  • Ability to clearly and concisely articulate department strategies and product initiatives to internal and external audiences

Why you'll love it here

Be on the front lines of REI product offerings!

At REI we offer an enviable work environment that has been recognized on the "100 Best Companies to Work For" list since the award's inception – 20 years in a row! Sure, we work hard, but it’s balanced with time off to play—a strategy that works for us as we continue to grow and thrive. Want to enjoy a workplace where you can be yourself, be heard and be respected while having a job that challenges you? This is the place.

With more than 140 retail locations (and growing), REI offers unique competitive benefits to its more than 12,000 employees, including healthcare, gear and apparel discounts, free equipment rentals and challenge grants to help employees reach personal outdoor goals, generous retirement plan contributions, public transit subsidy, adoptions assistance, paid sabbaticals, and more.

REI is an Equal Opportunity Employer

NEW YORK CORRECTION LAW
ARTICLE 23-A, Section 753
LICENSURE AND EMPLOYMENT OF PERSONS PREVIOUSLY CONVICTED OF ONE OR MORE CRIMINAL OFFENSES

§753. Factors to be considered concerning a previous criminal conviction; presumption.

1. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall consider the following factors:

(a) The public policy of this state, as expressed in this act, to encourage the licensure and employment of persons previously convicted of one or more criminal offenses.

(b) The specific duties and responsibilities necessarily related to the license or employment sought or held by the person.

(c) The bearing, if any, the criminal offense or offenses for which the person was previously convicted will have on his fitness or ability to perform one or more such duties or responsibilities.

(d) The time which has elapsed since the occurrence of the criminal offense or offenses.

(e) The age of the person at the time of occurrence of the criminal offense or offenses.

(f) The seriousness of the offense or offenses.

(g) Any information produced by the person, or produced on his behalf, in regard to his rehabilitation and good conduct.

(h) The legitimate interest of the public agency or private employer in protecting property, and the safety and welfare of specific individuals or the general public.

2. In making a determination pursuant to section seven hundred fifty-two of this chapter, the public agency or private employer shall also give consideration to a certificate of relief from disabilities or a certificate of good conduct issued to the applicant, which certificate shall create a presumption of rehabilitation in regard to the offense or offenses specified therein.