Employee Engagement Partner


Posted Date
Job ID
Job Function
Human Resources
REI City
REI State
REI Location
Seattle HQ
Remote Eligible
Please visit the Covid-19 Hiring Updates before applying
What's cool about this job
REI is committed to becoming a fully inclusive, antiracist, multicultural organization. To fulfill our brand promise of enabling a life well-lived outside for everyone, we are seeking candidates who demonstrate shared values of diversity, equity, inclusion, and antiracism. 

The Employee Engagement Partner will act as a credible business-oriented solution provider and trusted partner. Develop collaborative plans that drive the engagement agenda and have a downstream impact within the organization. Plan, develop, and implement initiatives to drive workforce engagement and high-quality solutions for employees across REI. The Employee Engagement Partner will be responsible for evolving and delivering the core practices of employee engagement work and will contributes at a hands-on level to cultivate a positive culture. Models and acts in accordance with REI’s guiding values and mission. 

  • Leverages deep business understanding to identify issues, diagnose root causes, provide insights, offer recommendations, and develop proactive solutions to solve pressing business objectives through people lens 
  • Applies strong analytical skills and attention to detail to understand complex problems and root causes, leveraging quantitative and qualitative data to develop insights, guide decisions, and formulate solutions. 
  • Uses data to measure if core behaviors and mindsets are embodied and actively fostered by leaders to create an inclusive and thriving environment 
  • Provides insight and feedback to business leaders, representing the voice of employees 
  • Ensures compliance with internal human resource policies and practices, and with relevant labor and employment legislation 
  • Supports Managers through coaching performance management and improvement to assist in the creation/follow up of action plans around improving employee engagement 
  • Drive an employee-centric mindset across the business 
  • Advise, mentor and guide people leaders and supervisors to develop positive employee engagement capability and leadership skills 
  • Conducts training and roundtables on employee sentiment and related engagement topics at various locations companywide 
  • Design, collect, and analyze data to identify trends and potential risk areas associated with climate surveys and assessments 
  • Proactively identify opportunities to enhance the employee experience and help develop and implement innovative solutions and policies 
  • Collaborates with HRBPs, Employee Relations, Legal and business leaders to help facilitate organizational changes and respond to employee feedback 
  • Collaborates with HRBP and Legal teams to analyze, diagnose, design, and revise people programs, policies, and practices to sustain positive employee relations 
  • Drives fair and transparent responses to employee engagement matters 
  • Participates in or manages projects led by the Engagement team as needed
Bring your passion and expertise
  • Bachelor’s Degree and at least 5+ years experience or Masters in HR/Industrial Relations + 3+ years experience in employee relations, labor relations, human resources 
  • Hands on experience supporting business leaders, responding to labor/union matters, supporting union contract negotiations, and driving employee engagement activities across a large multi-site organization (>10,000 employees) 
  • Consulting & collaboration – skilled at consulting with wide variety of partner types and navigating unchartered territory 
  • Project management – stakeholder engagement and program execution and change management 
  • Data analysis – can leverage quantitative and qualitative data to enable informed decision making 
  • Must have flexibility to travel to sites across the United States 
  • Ability to build strong working relationships and work collaboratively across all levels of the organization, including remote areas and in manufacturing environments 
  • Proactive and self-directed with ability to manage/complete multiple projects with competing deadlines
  • Clearly conveys and accurately receives information by a variety of methods and in various situations. 
  • Challenges the status quo, champions change and influences others to change 

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. #LI-Remote #LI-AU1
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 pay for this role is: $96400 - $154300 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
$96400 - $154300 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.