Business Partner - Generalist, Bedford PA

Posted Date: Jan- 5-2017

Job ID: 5367

Job Type: Full Time

Job Function: Human Resources

City: Bedford

State: Pennsylvania

What's cool about this job

This job contributes to REI’s success by supporting HR Business Partnership (HRBP) team and co-op leaders in executing the people strategies that enable the business to deliver on their strategic initiatives and enhance REI’s employment brand.  The HR Generalist will provide support to HR Divisional Manager within change management, organizational development, performance management and succession planning.  The HR Generalist will partner closely with HRBP team and HR Centers of Expertise to provide solutions that drive the co-op’s success.  Models and acts in accordance with REI’s guiding values and mission.

Bring your passion and expertise

Assist HR Divisional Manager with initiatives to support change management, organizational development, performance management, succession planning and employee engagement.

Provides support and guidance to employees and managers in the resolution of employee relations issues, as well as fielding questions or concerns, communication and the interpretation of policies and procedures.
Participate on project teams supporting implementation of HR programs and initiatives.
Partner with HR Divisional Manager on developing change management strategies and communication plans.  
Participate in the design and facilitation of focus groups, team meetings, off-site leadership meetings, and training programs.
Analyze human resource data, identify trends and develop recommendations for solutions.
Review and monitor HR processes, policies and procedures and propose changes or updates as needed.

Provide operational and transactional support to the HR Business Partner team and leaders.

Filll in as interim coverage for HR Divisional Manager, and HRBPs as needed.  

Why you'll love it here

We’re a passionate community of people who believe in one simple truth: an outdoor life is a life well-lived. REI is a co-op, born in the mountains of the Pacific Northwest in 1938. We’re here to help our 5.5 million members have amazing experiences outside—and do the same ourselves. Bring your creativity, customer focus and enthusiasm for living life outdoors—we can’t wait to meet you!

At REI we offer an enviable work environment that Fortune Magazine has 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 11,000 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

ARTICLE 23-A, Section 753

§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.