Divisional Vice President, Talent & Diversity

Posted Date: Mar-24-2021

Job ID: 19669

Job Type: Full Time

Job Function: Executive Leadership

City: Seattle

State: Washington

Store: Seattle HQ



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What's cool about this job

This is a broad, expansive function within the organization that is responsible for shaping and implementing strategies that will ensure that we offer a differentiated work environment and culture that helps us attract, develop, and retain top diverse talent. These strategies will identify high-potential talent and cultivate that talent, making sure our succession pipeline is healthy, diverse and our strongest performers are here to stay while progressing our co-op culture. Your role will be critical in building the next generation of leaders and maximizing the engagement of our people.

We are organizing talent and diversity together so that we can accelerate our success against our diversity goals – having the levers in recruiting, training, development and work force planning processes and integrating the work is necessary to help truly move the needle with respect to diversity and inclusion. REI has prioritized talent development, culture, and diversity as part of its transformation plan.

Key accountabilities include building and implementing strategies that strengthen and enhance talent management practices, succession, leadership development, DEI, talent acquisition and employee engagement up and down the co-op.

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, 19M 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


The DVP, Talent & Diversity will do this by:

  • As a member of the Leadership Forum, develops a deep understanding of, effectively communicates and broadly supports execution of company strategies and priorities.
  • Translates company strategies into actionable plans and executes successful delivery.
  • Works cross-divisionally to drive execution of specific divisional and company strategies, initiatives, and projects.
  • 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.
  • Responsible for growing and developing their team to drive employee engagement and career development.
  • Provides coaching, direction, and leadership support to employees to achieve division, co-op, and customer results.
  • Play a pivotal role in developing and implementing the Talent, Diversity, and Culture/ways of working Strategies in support of the talent philosophy.
  • Build innovative solutions to enable the achievement of our talent strategy through a focus on building a robust internal and external talent pipeline, attracting and retaining top talent, increasing internal mobility, and fostering a culture committed to the development and growth of our employees. This includes driving diversity and inclusion initiatives and reimagining talent management for the future.
  • Collaborates directly with key strategic partners, senior leaders, and critical HR partners.
  • Will help craft and weigh in on overall HR strategy and be a critical member of the HR leadership team.
  • Help develop, deploy, and refine the talent life cycle at REI (goal setting, performance evaluations, succession planning, individual development, capability building, and top talent development programs).
  • Responsible for assessing and establishing REI’s go-forward recruitment strategy, which contains a strong integrated plan for expanding the diversity of our workforce in line with our formal diversity goals.
  • Will work with their team to establish and communicate the company's diversity goals, and track progress against them, as well as design interventions to help reach the stated goals.
  • Own and manage budget associated with Talent Acquisition, Talent Management and Diversity (i.e. job boarding, agency spend, contractors, Glint etc.).
  • Develop and foster strong relationships with external community and professional groups locally focused on improving diversity representation and inclusive workplace cultures.
  • Drive diversity representation and inclusion and build talent pipelines that attract and retain talent.
  • Effectively work across the co-op to develop cohesive REDI strategies and ensure alignment and leaders of planning and execution for progress on diversity 
  • Oversee, develop, recommend, and lead key strategic talent initiatives such as leadership development, change management, workforce and succession planning, talent acquisition, employee training and development, performance management.
  • Act as consultant/partner to the HRBP team up to the executive level on organizational design and development.
  • Set the vision for programs, practices, and processes that make a strategic connection between diversity and inclusion practices as it relates to the talent management and development strategy.

Bring your passion and expertise

  • 10+ years progressive experience in related disciplines (e.g. human resources, organization development, talent management, talent acquisition).
  • Extensive experience required in some or all the following: talent management, organization development, diversity & inclusion, performance management, employee communications, change management, culture development, learning & development, training, and/or performance management.
  • A record of success in developing and delivering on progressive diversity commitments highly preferred.
  • Experience impacting change in a fast-paced highly distributed workforce of exempt and non-exempt employees.
  • Experience working in or leading the following departments is preferred: HR business partnership, recruiting, training and development, diversity, succession planning, organizational design, and/or performance management.
  • Consultative approach to influencing senior business and HR leaders on strategic initiatives.
  • Ability to translate conceptual framework to tactical deployment.
  • Experience leading multiple projects and priorities of large scale.
  • Flexible and highly adaptable to change
  • Self-starter with ability to lead and influence cross-business and global teams.
  • Demonstrated awareness and understanding of multiple dimensions of identity including (but not limited to): race, ethnicity, gender, gender identity, generational sexual orientation, ability, linguistic, professional, and other differences that make us unique.
  • 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 the Co-op Way.
  • Executive presence.
  • Positive relationship management and teamwork skills.
  • 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.
#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

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.