Director, Talent Management

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Posted Date
02-14-2022
Job ID
23280
Job Function
Human Resources
REI City
Seattle
REI State
Washington
REI Location
Seattle HQ
Remote Eligible
No
Please visit the Covid-19 Hiring Updates before applying
What's cool about this job

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
Bring your passion and expertise

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
#LI-CW1 
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
$107,500 to $225,000 per year
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.