Divisional Vice President, Retail - West

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Posted Date
03-29-2022
Job ID
23903
Job Function
Executive Leadership
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

The Divisional Vice President of Retail (DVPR) is responsible for providing strategic leadership and operational guidance for REI’s physical stores. As one of two DVPs this role oversees one-half of REI’s operating regions and physical stores and is a critical leader in driving the strategy and execution of REI’s physical store experience operations. The DVPR is directly accountable for monitoring and achieving division performance goals across revenue, membership, operational KPIs profitability targets and employee engagement and driving adjustments to strategies and tactics as necessary to consistently achieves or exceeds them.

The leader will play a key role in driving REI’s transformation agenda across REI’s physical stores by ensuring divisional strategies are developed to achieve the Co-ops long-term membership goals, increase growth opportunities, and ensuring our stores, our employee diversity, and offerings reflect the outdoor needs of our diverse regional communities, members, and customers. This leader will help ensure REI is achieving its equity, diversity and inclusion goals and building a deep pool of diverse leadership talent to position the Co-op for growth and operational excellence. This leader will act as a positive change agent in support of a new regional operating model and expectations – driving a more active and strategic voice from the commercial organization across the Co-op, while increasing accountability and bias for action.


This leader is a strategic operator with experience leading multi-region networks of physical stores, driving organizational change, leading strategic thinking, developing and managing field teams, and delivering results.

Leading the Way

  • As a member of the Commercial organization’s leadership team and the Co-op Leadership Forum, develops a deep understanding of, effectively communicates and broadly supports execution of company strategies and priorities.
  • Hire, manage, and develop diverse team of high-performance RDs and SMs to achieve targeted strategies and diversity goals and develop a deep bench of leadership talent.
  • Proactively identify the organization’s leadership needs and provides development paths to provide a pool of capable high-performing future leaders.
  • Monitor and drive employee engagement across the division and develop strategies and tactics to address opportunities and issues
  • Creates and executes regular mechanisms (store visits, 1:1s, Let’s talk sessions, etc.) to actively listen to employees at all levels, to be visible, and to support a culture of positive employee engagement and trust
  • Regularly and effectively communicates across all levels of employees within the Division to support a culture of communication and transparency
  • Purposefully role-models and promotes the Co-Op Way in their everyday interactions
  • Drives collaboration and best practices across regions and divisions.
  • Act as a positive change agent in support of the new regional operating model and expectations – driving a more active and strategic voice from the commercial organization across the Co-op and supporting regional leadership in strategy development
  • Establishes appropriate expectations, operating mechanisms, and support models to drive a culture of accountability, bias for action and ownership
  • Drives an Omni-channel mindset into physical store organization and creates omni-channel strategies in collaboration with partners to deliver Omni-channel customer experience

Your Planning & Navigating Requirements

  • Contribute to the definition and execution of physical store strategy in alignment with overall Co-op strategy and priorities. Ensure full fleet strategy translates to regional strategies and vice-versa
  • Guide regional leadership teams to develop region-specific strategies that localize Co-op wide strategies and priorities while optimizing the Co-op’s opportunity at the regional level
  • Monitor and achieve division performance goals. Drive adjustments to strategies and tactics as necessary to achieve division and Co-op goals.
  • Ensure all stores in Division consistently achieve or exceed revenue, membership, operational KPIs and profitability goals through effective use of short and long-term planning and expense control
  • Deliver consistent high standards of customer experience in stores in Division in accordance with the Co-op Way and service standards across stores.
  • Partner closely with Real-estate to identify new store and relocation opportunities within the division and manage real-estate portfolio to achieve division growth goals.
  • Support Co-op wide initiatives with direct leadership participation
  • Build annual divisional plans and budgets
  • Collaborate cross divisionally to ensure support and execution of regional and all store strategies
  • Partner with other leaders within the Commercial organization and across the Co-op to define and execute Co-op wide strategies and tactics to achieve the Co-ops goals.
Bring your passion and expertise
  • 7+ years in regional leadership experience or equivalent.
  • Bachelor's Degree or master’s degree (Business or related field).
  • Proven experience in establishing vision and goals; developing strategic plans and leading cross-divisional teams in accomplishing key strategic initiatives.
  • Comfort with ambiguity and a dynamic business landscape.
  • Demonstrated ability to manage multiple tasks and projects, to prioritize, and adapt to a changing environment.
  • Strong relationship-building skills and experience working closely with cross-functional partners to influence and operationalize key strategic initiatives.
  • Ability to think strategically, define business opportunities, collect, interpret, and analyze abstract information and create strategic value-added solutions.
  • Establishes trust and inspires others.
  • Demonstrated experience of cross-divisional partnership and collaboration to lead in a matrixed environment.
  • Creates a strong, mutually supportive work environment and culture where people can do their best.
  • Ability to embrace, facilitate, and drive change through the operations.
  • Must possess strong leadership and coaching skills and the ability to capitalize and apply those skills.
  • Experience and proven success in motivating a team to deliver differentiated customer experiences and solve customer issues.
  • Consolidates information from various sources including feedback from others to reach sound decisions.
  • Must have strong communication skills (verbal & written), including strong relationship building skills.
  • Successful in fostering and working as part of a diverse and inclusive team. Builds rapport with all kinds of people inside and outside the organization.
  • Ability to build a culture of innovation by promoting risk-taking and creativity.
  • Develop and enhance cultures of continuous improvement and data-driven decision making, leading to improved KPIs and customer experiences.
  • A growth mindset coupled with a bias for action and sense of urgency.
  • Establishes, models and drives accountability. Provides management oversight and support, establishing a culture of accountability.
  • Uses business knowledge, innovative thinking, and sound judgment in the solution of problems or the pursuit of business opportunities.
  • Ability to travel as required.
#LI-CW1 
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:  
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

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.