Divisional Vice President, Total Rewards and HR Shared Services


Posted Date
Job ID
Job Function
Executive Leadership
REI City
REI State
REI Location
Issaquah HQ
Remote Eligible
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What's cool about this job

Reporting to the Chief People Officer, as the Divisional Vice President of Total Rewards and HR Shared Services, you will play a critical role in developing, evolving, and executing our total rewards strategy, overseeing the management of compensation and benefits programs, HRIS operations, payroll processes, and the HR employee service center. You will present to the Compensation Committee, providing expert insights and recommendations on executive compensation and significant compensation and benefits design changes. You will partner with other leaders within Human Resources and across the business to evolve the co-op’s Total Rewards philosophy, with a focus on our hourly employees.

The position will have a broad impact across the organization and will play a key role in creating and influencing the future state of the Co-op. You will be a role model and act in accordance with REI’s mission and ‘The Co-op Way’ values.

Leading the Way 

  • 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 divisional 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.
  • 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.

Total Rewards Strategic Leadership

  • Develop and implement the organization's total rewards strategy, including compensation and benefits programs, in collaboration with senior leadership and cross-functional teams.
  • Oversee the strategy, design and administration of the company's compensation and benefits programs, ensuring that they are competitive, cost-effective, and aligned with our business objectives.
  • Continuous improvement on total rewards and aligning with talent philosophy and a focus on distributed non-exempt workforce.
  • Integrate total rewards into Future of Work and Employee Value Proposition workstreams.
  • Develop vision for benefits through assessment of current state and strategy for where to expand/change offerings.

HR Shared Services Strategic Leadership

  • Lead the Human Resources Information Systems (HRIS) strategy to ensure that our systems and processes support and are aligned with our people strategy through Shared Services leadership team.
  • Through shared services leadership, oversee payroll operations, including processing and reporting, ensuring that all payments are accurate, timely, and compliant.
  • Develop HR employee service center to deliver efficient and effective responses to employee inquiries.
  • Develop and maintain relationships with external vendors and partners, including benefits providers and HRIS software vendors.
  • Analyze and interpret data related to compensation, benefits, and HRIS to make informed decisions and recommendations.
  • Ensure compliance with all legal and regulatory requirements related to compensation, benefits, HRIS, and payroll.
  • Transform HR platforms and data.
Bring your passion and expertise
  • Bachelor’s degree in human resources, Business Administration, or a related field.
  • 15+ years of progressive experience in Compensation, Benefits, and HRIS with a proven track record of success in a leadership role.
  • Experience with Total Rewards in a large-scale distributed workforces -20k+ employees. In-depth knowledge of total rewards strategy development, compensation principles, benefits administration, HRIS management, and payroll processes.
  • Experience presenting to Compensation Committees and providing expert advice on executive compensation and related matters.
  • Strong leadership and people management abilities, with the aptitude to motivate and develop high-performing teams.
  • Demonstrated experience managing complex projects, driving process improvements, and implementing innovative solutions.
  • Outstanding communication and presentation skills, with the ability to effectively communicate complex concepts to diverse stakeholders.
  • Knowledge of relevant laws and regulations related to compensation, benefits, HR data, and payroll.
  • Ability to manage multiple projects and priorities in a fast-paced environment.
  • Ability to identify systemic issues to promote organizational change.
  • Build strong rapport and alignment on compensation strategy and practices between the compensation team, HR team, executives, and cross functional partners
  • 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.
  • Uses business knowledge, innovative thinking, and sound judgment in the solution of problems or the pursuit of business opportunities.
  • Considers the ultimate impact of decisions and actions on internal and external customers.

As required by applicable Pay Transparency laws, REI provides a range of 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 base pay for this role is: $225,000 - $275,000 per year.   In addition to base salary, this role is eligible for annual and long-term incentive compensation.

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
$175500 - $347900 per year
ARTICLE 23-A, Section 753

§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.