Divisional HR Manager

Posted Date: Jul- 3-2019

Job ID: 14773

Job Type: Full Time

Job Function: Human Resources

City: Kent

State: Washington

Store: REI Headquarters is moving to Bellevue, Spring 2020!


What's cool about this job

Demonstrates a combination of strong business acumen and significant Human Resource (HR) functional knowledge to guide the development of HR strategies required to drive client business success. Consultant to the business, build and execute strong integrated HR strategies and initiatives for assigned clients, as well as assist in development to support each customer’s unique business needs, culture and objectives. Responsible for implementation and integration of human resource solutions spanning all areas of Human Resources, as well as the evaluation of their impact on meeting strategic goals and objectives. Accountable for employment practice discipline including employee relations, risk mitigation, internal policy development and external employment practice compliance. Models and acts in accordance with REI’s guiding values and mission


  • 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.
  • Establishes and maintains visibility within the department
  • Monitors operational statistics, reports trends, variances and issues, and takes appropriate action
  • Partners with leaders to drive business results by actively engaging in the development and execution of business strategies, across multiple divisions, by defining and aligning integrated HR strategies
  • Creates and execute a lifecycle approach to talent management focused on forecasting, staffing, on-boarding, development, performance management, career / succession planning, talent movement and retention, leveraging workforce analytics and insights when available
  • Develops collaborative partnerships across divisions and functions
  • Leads and continuously develop a successful HRBP team that is positioned as credible, proactive, and trusted partners through building relationships and delivering results
  • Accountable for employment practice discipline including employee relations, risk mitigation, internal policy development and external employment practice compliance
  • Supports the implementation of company HR programs, procedures, policy and practice

Bring your passion and expertise

  • 7+ years HR experience (generalist or combined generalist/specialist)
  • 3+ years supervisory/management experience
  • Demonstrated ability to independently develop, drive and contribute to overall strategy and business plans in a rapidly developing/changing environment
  • Strong customer relationship management skills and demonstrated experience in developing consultative relationships with executive leaders, including the ability to influence decision makers to think strategically and critically
  • Strong knowledge and experience with HR functions and practices: Business Partner (generalist), Talent Acquisition/Planning, Learning and Development, Employee Relations, Organizational Development, Change Management, and Diversity & Inclusion
  • Demonstrated ability to take a broad view of the business and deliver HR solutions that balance customer and overall business needs
  • Proven experience building an effective, relevant HR team to deliver business solutions to clients; ability to lead virtually
  • 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 the organization and advocates solutions in the overall company's best interest
  • Uses business knowledge, innovative thinking, and sound judgment in the solution of problems or the pursuit of business opportunities.
  • Consolidates information from various sources including feedback from others to reach sound decisions
  • Considers the ultimate impact of decisions and actions on internal and external customers
  • Fosters change in company direction. Effectively plans and executes changes
  • PHR or SPHR certification
  • Bachelor’s degree

At REI we offer an enviable work environment that has been recognized on the "100 Best Companies to Work For" list since the award's inception – 22 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 150 retail locations (and growing), REI offers unique competitive benefits to its more than 13,000 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.