This job contributes to REI’s success by developing and managing an enterprise-wide Talent Management strategy with supporting tactics. The role focuses on maximizing value through our employees by utilizing skills and techniques to identify, develop, retain, advance and optimize key skills, abilities and roles. The Director of Talent Management will lead teams focused on Learning and Development, Leadership Development, Employee Sentiment and Performance Management. These teams will identify what additional capabilities and skill are needed while working to optimize the workforce on the journey to becoming a fully inclusive, anti-racist, multicultural organization on our path growing our 20-million-member community to 50 million by 2030.

At REI Co-op, we believe time outside is fundamental to a life well lived and exist to inspire and enable a life outside for everyone.  To deliver on that promise, we are working with our 15,000 employees, 20M members and the broader outdoor community toward a reality where everyone has the opportunity to be themselves, to access opportunities and find their place in the outdoors. For us, that means: 

• Investing in work that removes the barriers people and communities face to getting outside
• Delivering relevant products, experiences, and expertise to equip and inspire a new generation of outdoor stewards
• Cultivating a workforce that reflects the demographics of the markets we serve
• Leading the industry’s efforts to welcome people and communities historically underrepresented into outdoor media and culture

Essential Leadership Behaviors

Talent Management Strategy and Practices

• Create a company-wide Talent Strategy and Philosophy that will drive how we approach talent development and growth in the co-op, while enhancing what is currently in place.
• Research on best practices and recommendation of organizational interventions will be expected, as well as creation and/or execution of solutions, tools, processes, and measurement activities.
• Create and implement executive talent review process.
• Collaborate with Director of Talent Acquisition to connect talent planning, development and retention to acquisition and onboarding.
• Ensure strong execution of cyclical talent processes (performance management, talent and merit planning).
• As a trusted partner, support and facilitate succession planning across the co-op.
• Integrate success profiles into talent initiatives such as hiring, career, mobility, succession planning and ongoing development

Employee Sentiment and Learning

• Provide leadership of annual engagement and quarterly pulse survey, in partnership with executive team, with focus on execution of engagement action plans.
• Support employee learning programs that enable Racial Equity Diversity and Inclusion goals and supporting key behaviors needed to drive transformation efforts.
• Work in partnership with Learning and Development Manager to ensure design and delivery of content and programs are in alignment with talent strategy.
• Develop common learning strategy connected across the co-op.
• Keep pulse on general organizational health.

Talent Analytics

• Democratize the relevant talent data in a way that would empower people managers and employees with the appropriate context to make informed decisions, while ensuring data privacy and security.
• Establish a Talent Analytics philosophy in the organization with the aim to empower leaders to make informed decisions with key data components (Org Needs, Open roles, Current talent, succession).
• Provide insights & storytelling on recruiting and hiring trends based on data to senior stakeholders.
• Prepare presentations and updates for Management Committee, Partnership Committee, and Divisional leaders

Executive Development & Leadership Effectiveness

• Create a co-op wide leadership development strategy.
• Create tools and strategies to support potential and existing leaders and executives including executive coaching, experiences, and growth and development.
• Facilitate succession planning in key areas in the co-op.

Professional Qualifications and Experience

• Significant progressively responsible Talent Planning and Management experience with significant exposure to organizational development, training and development, and talent management, including substantial experience in a leadership role supervising team
• Experience in consultation with executives; demonstrated ability to communicate (influence, present data) at executive level
• Experience in data analytics, metrics and/or reporting
• Certification or experience using assessment tools or indicators (e.g. Hogan, 5 behaviors, DISC, MBTI)
• Uses business knowledge, innovative thinking, consulting skills and sound judgment in the solution of problems or the pursuit of business opportunities
• Ability to work across teams in and outside of HR and across levels
• Strong perspective around areas of Organizational Effectiveness and Development
• Builds rapport with all kinds of people inside and outside the organization
• Acts upon opportunities and involves and influences others in the accomplishment of worthwhile organizational goals
• Challenges the status quo, champions change and influences others to change
• Basic experience in Learning and Development principles, Instructional design, or training strategy
• Experience with survey design, engagement assessment, employee sentiment and reporting