Business Process Analyst - Merchandising

Posted Date: Oct-18-2019

Job ID: 15963

Job Type: Full Time

Job Function: Merchandising

City: Kent

State: Washington

Store: REI Headquarters is moving to Bellevue, Spring 2020!

What's cool about this job

The Merchandising Solutions Business Process Analyst- Business Capabilities Support contributes to REI’s success in driving and managing the end user business capability support plan for the Merchandising and Co-op Brands (Private Label) technology solutions (~70% of core responsibilities). This critical business role will be responsible for owning and managing the support processes end-to-end for business, training and technology related requests. This includes from initial intake, classification and assessment of required support from Merchandising Solutions and IT Teams, through actively communicating status, providing visibility, and resolving/closing out requests with users. The role will also be involved in supporting the delivery of Merchandising and Co-op Brands business capability projects, where required, bringing to life new business processes and/or technology solutions (~30% of responsibilities). This role requires strong hands on retail Merchandising business process and technology experience (use, support, and/or implementation) to successfully deliver in these two areas of scope. 

Key Responsibilities


Business User Support

  • Manage and execute the end-to-end Merchandising and Co-op Brands business user support plan and associated processes
  • Collaborate, and act as the liaison between business users and technology teams from initial support request intake to resolution
  • Actively identify and communicate support trends and provide recommendations to alleviate ongoing support areas (e.g. business process changes, training reinforcement, solution enhancements, etc.)
  • Assess, provide and implement continuous improvement recommendations to enhance and streamline the current support approach, processes and solutions
  • Continuously build and enhance a knowledge base of the Merchandising and Co-op Brands business processes, data flow and technology solutions to more effectively troubleshoot and close out requests
  • Act as the first line of support to assess and close support requests where possible

Support Delivery of Merchandising and Co-op Brands Projects

  • Participate in business process design workshops and drive the documentation of “As Is” and “To-Be” business processes
  • Collaborate with business users to define, document, and review user stories and business requirements for new technology solutions
  • Create and execute UAT (User Acceptance Testing) Scripts to test and approve new capability/system functionality 
  • Help support business rollout and/or training activities where needed
  • Track, manage and Follow up on open issues and/or action items with appropriate resources
  • Participate in project related governance meetings such as design sessions, daily stand-ups, status meetings, steering committee meetings and miscellaneous team meetings as required

Bring your passion and expertise

  • Bachelor’s degree in Business, Merchandising, Retail Operations or related field
  • 3+ years professional retail industry or consulting experience in using, supporting or implementing Merchandising and Private Brands Technology Solutions (e.g. SAP, TXT, JDA, Oracle, Vanguard, etc.)
  • 1-2 years of business process design and business requirements gathering and documentation experience
  • 1+ year of project management-oriented delivery experience with knowledge of both Waterfall and Agile delivery methodologies in Merchandising and/or Supply Chain
  • Ability to work and act as the conduit/translator between Merchandising Business and IT partners connecting business process and technology solutions
  • Uses business knowledge, innovative thinking, and sound judgment in the solution of problems or the pursuit of business opportunities
  • Focused on delivering quality work through using resources efficiently, meeting deadlines, and keeping others informed of work plans and progress toward goals.
  • Strong analytical skills with ability to think critically and identify impacts when solutioning
  • Team player that openly, actively and flexibly collaborates with others on one's own team and across REI for the achievement of business goals
  • Proficient in developing management level communications, statuses and presentation materials
  • Strong self-starter with ability to self-educate and learn while doing in a changing environment
  • Advanced computer skills, to include, but not limited to: Microsoft Suite of Tools (Excel, Visio, Word, PowerPoint, Project and SharePoint) and Jira required

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 – 22 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 150 retail locations (and growing), REI offers unique competitive benefits to its more than 13,000 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.