Director, HR Business Partnership - Customer Organization

Posted Date: Apr-20-2021

Job ID: 19767

Job Type: Full Time

Job Function: Human Resources

City: Seattle

State: Washington

Store: Seattle HQ

Remote Eligible: No



Please visit the Covid-19 Hiring Updates before applying


What's cool about this job

The Director of Human Resources will serve as the senior business partner leader for REI’s Customer Organization that includes Marketing, Product, Experiences, Brand, Customer insights, Community and Government affairs and Communications, providing strategic and hands-on operational human resources leadership In this high profile, high impact leadership position, you will act as a consultant and adviser to senior leadership of assigned areas while ensuring delivery of specific solutions to meet organizational needs. Aligns team to act as strategic business partners to understand business goals, issues, and needs, and proactively identify and resolve opportunities impacting team and individual performance. Accountable for implementation and integration of human resource solutions as well as the evaluation of their impact on meeting strategic goals and objectives. Accountable for employment practice discipline including employee relations and risk mitigation for assigned areas.


  • Develops and communicates vision and strategies for team
  • Supports the implementation of company HR programs, procedures, policy, and practice
  • Motivates, challenges, and inspires employees to achieve business objectives.
  • Oversees training and development of team members and makes effective staffing decisions
  • Conducts and ensures the completion of company’s performance management process
  • Provides coaching, direction, and leadership support to employees to achieve department, company and customer results
  • Monitors and reports on trends to assist cross-functional partners with delivering strategic Human Resource solutions
  • Head of the HR Business Partner Team for the Customer Organization; strategic partner and trusted advisor to the senior leaders and their teams
  • Plays significant leadership role on HR leadership team, helping set HR strategy across the co-op
  • Effectively leads and manages a team of business partners
  • Solves complex organizational and talent issues- identifying trends early, mapping out solutions, and executing against the best solutions for the co-op and its employees
  • Operates at a strategic level and connect dots across the organization/co-op to recommend viable solutions to complex issues
  • Leads change management and culture work across the business
  • Influences, educates and coaches executives regarding team effectiveness, change management, and leadership
  • Partners with HR Centers of Excellence (compensation, talent management, recruiting, etc.) to ensure that HR programs and processes are aligned with the business needs and are well executed
  • Identifies and supports business initiatives with related HR & people needs; oversees delivery & successful implementation of all HR programs

Bring your passion and expertise

  • Bachelor’s degree in Human Resources, Industrial Relations, Organizational Development, or other related discipline required; Advanced degree a plus
  • 10+ years of broad and progressive HR leadership in a fast-paced and agile organization with a continuous learning approach to talent management
  • A creative yet pragmatic problem solver who can partner across the organization to drive to execution
  • Strong business acumen, "street smarts," and an in-depth understanding of the HR and financial implications of business decisions
  • Able to set a high pace, navigate ambiguity and change while bringing others along
  • A "conceptualizer" of business strategies and objectives who can then integrate that thinking into HR strategies
  • Decisive and logical at thoroughly evaluating issues
  • Organizational development capability to drive org design, change and leadership
  • A confident, mature person with the ability to connect and inspire others
  • Experience managing in a matrixed environment
  • Ability to influence key decision partners and to enable performance
  • Deep experience with developing talent and bench strength
  • Ability to lead and coach a team of talented HR professionals
  • A driver who possesses the ability to take actions and implement effective solutions in a timely manner often while influencing across different functions and levels of the organization
  • Must have strong communication skills (verbal & written), including strong relationship building skills
  • Ability to collaborate effectively within all levels in the organization
  • A team player and relationship builder, who works effectively with others to identify and resolve issues, across functions
  • Ability to understand and add value to high-level management interactions
  • Establishes trust and inspires others

At REI we offer an enviable work environment that Fortune Magazine has recognized on the "100 Best Places to Work" list since the award's inception – 23 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 160 retail locations (and growing), REI offers unique competitive benefits to its more than 15,000 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.