Manager of Talent Management

Posted Date: Jan-19-2017

Job ID: 6296

Job Type: Full Time

Job Function: Human Resources

City: Kent

State: Washington


What's cool about this job

As the Manager of Talent Management you will play an instrumental role in reinventing/progressing the organizations talent assessment processes and initiatives. Collaboration with HR business partners, our HR systems team and other shared service resources will be critical as you revise/enhance, communicate and implement best practice assessment processes such as performance management, succession planning, and employee engagement.

  • Serve as the project lead for various organization-wide talent management initiatives including enhancement and execution of the performance management process, talent review/succession planning process, and employee engagement programs, etc.
  • Ensure that the talent assessment and engagement activity plans are fully connected to other talent management initiatives and the co-op at large.
  • Ensure that aggregated assessment data is utilized to make informed talent decisions.
  • Build assessment capability within the business via the development of training materials, communications, tools and expert facilitation.
  • Monitor and measure talent assessment KPI’s and influence performance improvement as needed.
  • Act as advisor to the business and HR function in the areas of performance, leadership potential assessment; support all group and corporate initiatives aimed at improving Manager and HR business partner capabilities in critical talent practice areas
  • Responsible of Employees Survey management and best practices sharing, specifically if related to improving employee engagement.

Bring your passion and expertise

  • BA/BS in Business, Human Resources or related field preferred, MBA a plus.
  • 8+ years of relevant business experience with at least 3 years of HR Manager/HR business partner experience
  •  Minimum 2-3 years’ project management experience required
  •  Experience providing support in a shared services organization and a strong understanding of how to leverage resources to meet stated objectives.
  • Experience in developing and designing organizations and function is a plus
  • Experience with employee engagement surveys and follow-up is a plus

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

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.