Director - S&OP (Sales & Operations Planning)


Posted Date
Job ID
Job Function
Supply Chain / Logistics
REI City
REI State
REI Location
Issaquah HQ
Remote Eligible
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What's cool about this job
REI is committed to becoming a fully inclusive, antiracist, multicultural organization. To fulfill our brand promise of enabling a life well-lived outside for everyone, we seek candidates who demonstrate shared values of diversity, equity, inclusion, and antiracism.

The S&OP Director is vital to REI's success as it involves standing up and leading process improvements related to Sales and Operations Planning. Reporting directly to the VP of Planning & Inventory Management, the role focuses on driving cross-divisional enterprise processes by coordinating updates to product portfolio changes, evaluating supply and demand constraints, and optimizing operational resources to enhance service and product availability for REI's members. The S&OP Director leads a small team, whose primary responsibility is to identify and highlight data insights related to exception management within sales, inventory, and operational planning. The goal of the S&OP team is to foster collaboration among various divisions such as Integrated Value Chain, Merchandising, Co-op Brands, Commercial, Marketing, and Finance.

This position collaborates closely with GMMs (General Merchandise Managers), Planning Directors, Network VPs (DC & Logistics), and Retail Operation Directors/VPs to ensure alignment in long-term inventory planning, product flow timing, and strategies that contribute to REI's sales objectives and financial performance. In the shorter term, the role is responsible for overseeing the S&OE process, aiming to improve business outcomes through transparent communication and collaborative decision-making. The role also emphasizes collaboration, agility, and resilience in adapting to evolving business conditions.

The S&OP Director is expected to act in accordance with REI’s guiding values and mission.

Leading the Way (team leadership, coaching and development responsibilities for this “manager of staff”)
  • Implements, maintains, and continuously improves all Sales and Operations Planning processes supporting Co-op events, new product launches, new programs, new stores, and new distribution nodes.
  • Engages with multiple teams across the enterprise including but not limited to Marketing, Finance, Product Development, Commercial, to understand all demand and market influences that impact the timing and volume of demand.  
  • Identifies and communicates key responsibilities and practices to ensure the organization promotes a successful attitude, confidence in leadership, and teamwork to achieve business results.
  • Develops constructive and effective relationships with direct reports and cross-functional partners
  • Holds the ability to maintain credibility and presence within the broader business and across key cross-functional leaders.
  • Inspires to achieve superior business results.
  • Ensures employees adhere to legal and operational compliance requirements.
  • Provides coaching, direction, and conducts performance reviews for employees to achieve department, company and customer results.
  • Monitors operational statistics, reports trends, variances, and issues, and takes appropriate action.

Your Planning & Navigating Requirements (the plan for creating and executing job responsibilities, and how the job ensures they are implemented)
  • Establishes, implements, and maintains best practice methodologies for Sales and Operations Planning.
  • Scales the Sales and Operations Planning with REI’s vision statement.
  • Collaborates to set the vision for Demand Planning data flow at level of detail needed to improve long term and mid-term capacity planning. 
  • Evaluates tools and processes to enhance the Sales and Operations Planning practice.
  • Drive improvements of inventory health, such as days inventory on hand, inventory turns, aged and obsolete materials, inventory dollars and expired stock to defined target levels.
  • Leads the S&OP monthly consensus meetings (i.e., Supply Planning Review, Leadership Planning Review) to ensure long term balance of supply, demand, inventory, and capacity.
  • Identifies key performance metrics needed to track, trend, and inform on S&OP progress as well as identify and mitigate business risks.
  • Validates in-season, company-level working plan with senior leadership.
  • Stays current on industry best practices in S&OP and merchandising inventory management processes.
  • Aggressively drives current and future processes and systems utilization within areas of responsibility.
  • Facilitate clear cross-division communication between Merch Product, Planning & Inventory Management, Retail, Value Chain, Digital, Marketing, Co-op Brands teams for the purpose of aligning S&OP inputs, decisions, and delivering action plans.
Bring your passion and expertise
  • 8-10 years of Supply chain mgt and experience including management, forecasting, replenishment, allocation and analysis.
  • Expert Knowledge of Supply Chain Planning, Inventory Planning and S&OP.
  • Knowledge of industry best practices for analytics and inventory management processes and how they support the long range SIOP practice
  • Demonstrated Leadership experience of effective teamworking. Builds capacity of individuals and teams through effective employee development, involvement, communication, and supervision efforts.
  • Working knowledge of data flow, product information management, with operational systems (WMS) and replenishment systems.
  • Influence up to Executive Leadership using strong critical thinking and change management techniques.
  • Bachelor’s degree in business, finance, supply chain, analytics, or mathematics.
  • Masters in Business Administration with Supply Chain or Material planning focus preferred.
  • Experience creating a strong, mutually supportive work spirit and culture where people can do their best.

REI hires, trains, and promotes regardless of race, religion, color, national origin, sex, disability, age, veteran status, and other protected status as required by applicable law. We remain deeply committed to making the Co-op a place where everyone can feel safe and be themselves. Join us.

As required by applicable Pay Transparency laws, REI provides a range of compensation for roles that may be hired in locations under these requirements. Factors that may be used to determine your actual salary may include a wide array of factors, including: your specific skills and experience, geographic location or other relevant factors. 

The pay for this role is: $137500 - $233900 per year . 
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

Posting Range
$137500 - $233900 per year
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.