Director, Workforce Diversity, Equity & Inclusion

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Posted Date
04-04-2022
Job ID
24120
Job Function
Human Resources
REI City
Seattle
REI State
Washington
REI Location
Seattle HQ
Remote Eligible
Yes
Please visit the Covid-19 Hiring Updates before applying
What's cool about this job

REI is committed to becoming a fully inclusive, antiracistmulticultural organization. To fulfill our brand promise of enablina life well-lived outside for everyone, we are seeking candidates who demonstrate shared values of diversity, equity, inclusion, and antiracism. 

The Director of Workforce Diversity, Equity & Inclusion will have two primary responsibilities: 1. Elevate DEI across the Co-op’s recruitment, development, retention and employee engagement practices and 2. Influence and align strategies across existing bodies of work within other divisions.

This role is responsible for the leadership of REI’s DEI strategy & plans, primarily focused on People & Culture: recruitment, development and retention practices, education, and employee engagement through a Diversity, Equity & Inclusion lens. This leader will scale our investment in DEI to align with REI’s mission, evolved values and growth agenda.

This role acts as a convener & facilitator across the co-op to develop and integrate strategic initiatives across business lines with others who are currently forwarding our DEI agenda. This includes Gear, Apparel & Experiences; Brand, Content & Marketing; Systems, Practices & Policy; and Community Impact & Engagement. The individual is the organization’s most senior DEI thought leader and brand advocate.  They will work hand-in-hand with internal partners to evolve and communicate actionable insights and deliver direction to departments, distribution centers and retail stores. They will be accountable for building, evolving and leveraging cross-divisional partnership to align diversity goals within REI’s strategic framework.

 

Leading the Way

  • Identifies and communicates key responsibilities and practices to ensure the organization promotes a successful attitude, confidence in leadership, and teamwork to achieve business results.
  • Supports the implementation of company programs, procedures, methods and practices to promote REI key messages.
  • Challenges and inspires employees to achieve business results.
  • Ensures employees adhere to legal and operational compliance requirements.
  • Oversees training and development of employees directly and indirectly managed and makes effective staffing decisions.
  • Conducts and ensures the completion of performance reviews.
  • Provides coaching, direction and leadership support to employees in order to achieve department, company and customer results.
  • Establishes and maintains visibility within the department.
  • Monitors operational statistics, reports trends, variances and issues, and takes appropriate action.


Planning & Navigating

  • Own the overall growth and integration of DEI at REI
  • Builds, influences, aligns and drives “For All” strategy & plans across the co-op
  • Prioritize, sequence and manage overall organization communications around For All initiatives, implementation and progress
  • Strong collaborator and influencer - ability to reach beyond immediate scope to influence and lead change initiatives with multiple senior stakeholders.
  • Informs DEI training and development of all employees in coordination with the learning team
  • Informs recruitment practices and metrics, in coordination with the talent acquisition team
  • Establishes baseline metrics, establishes organizational and divisional goals, monitors progress and supports divisions in taking necessary action
  • Develops and maintains processes and systems to hold leaders accountable for their support, implementation and eventual ownership of DEI in their divisions and departments
  • Provides cultural change in support of REI’s ability to deepen its relationship to key diverse segments across employees, customers and communities
  • Provide subject matter expertise, strategic planning, thought leadership and partnership with senior leadership to drive key business outcomes- specifically around recruitment & retention, employee engagement and talent development
  • Recognize and respond to regional and local retail diversity needs, issues and initiatives
  • Represent REI and its interests to external communities, parties and partnerships as well as assisting in the creation of an external plan supporting talent pipeline building.
  • Build, maintain and protect REI’s brand equity and reputation among key diverse segments
Bring your passion and expertise

  • 5+ years in corporate leadership DEI experience with a record of furthering business strategies and creating best practices 
  • Bachelor’s degree
  • Superb project management skills, successful execution through collaboration, and proven results within a retail environment
  • Demonstrates superb cross cultural skills with proven ability to successfully approach, build trust and negotiate across multiple cultures, markets, and community/business leaders.
  • Highly effective communicator and strategic thinker with the ability to clearly and concisely articulate complex ideas, unique concepts, and proposals to enroll team, peers, and management
  • Experience and credibility as a leader in an environment where the ability to influence, work across divisions and build relationships is critical
  • Comfort and experience in collaborating with and influencing both floor/line staff and senior leadership teams; galvanizes others into action around building more diverse and inclusive environments.
  • Builds capacity of individuals and teams through effective employee development, involvement, communication, and supervision efforts
  • Creates a strong, mutually supportive work spirit and culture where people can do their best
  • Establishes trust and inspires others.
  • Makes effective organization and people decisions in a manner consistent with REI's values and ethics.
  • Delivers on commitments and holds others to same.
  • Champions For All in the organization and advocates solutions in the overall co-op’s best interest.
  • Fosters change in company direction
  • Effectively plans and executes changes.

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 minimum 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 salary range for this position may be lower or higher in different markets.

The pay for this role is: $107,500 to $225,000 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
$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.