Executive Assistant to the CEO

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Posted Date: Mar-19-2021

Job ID: 19543

Job Type: Full Time

Job Function: Administrative

City: Seattle

State: Washington

Store: Seattle HQ

Please visit the Covid-19 Hiring Updates before applying

What's cool about this job

This job contributes to REI’s success by providing highly complex administrative assistance to the CEO. Ensures that the daily and ongoing executive, administrative and developmental support is accomplished in a way that supports the Company’s business initiatives and objectives. This position serves as the primary point of contact for internal and external constituencies on all matters pertaining to the executive. Partners with CEO to stay current on business needs and supports the senior leadership team in efforts to advance strategic business priorities. Serves as a liaison to leadership team members; organizes and coordinates executive outreach and external relations efforts; and oversees special projects. May supervise secondary EA support to the CEO and provide informal direction/coordination to other EA’s across the co-op. Models and acts in accordance with REI’s guiding values and mission.

At REI Co-op, we believe that a life outdoors is a life well lived...for all. 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.

Bring your passion and expertise

The Executive Assistant to CEO will:

Provides administrative support of a highly complex and responsible nature to the CEO. Manages the executive’s workflow and priorities by knowing their real priorities, managing their schedules, anticipating steps ahead and keeping them focused on the most important projects.
Acts as an extension of the CEO in the operation of daily affairs of the executive’s business.
Responds to internal and external company contacts regarding the executive, the company’s operations, and its financial results as if they were acting in the stead of the executive.
Communicates with the general staff on the CEO’s behalf and coordinates logistics with high-level meetings both internally and externally, which include Board meetings.
Prepares for and follows up on internal and external meetings. When needed, participates directly in meetings and conducts follow up on the executive’s behalf.
Applies the utmost discretion given exposure to the most sensitive company information that others on the executive assistant team may not be privy to.
Reflects the executive’s style and company culture when carrying out activities.
Schedules meetings arranges appointments and manages executive’s calendar. Manages requests for an executive’s time and attention to internal and external issues while ensuring schedule is met while key issues and matters are effectively addressed.
Researches, prioritizes, and follows up on incoming issues and concerns addressed to the executive, including those of a sensitive or confidential nature. Determines appropriate course of action, referral, or response.
Maintains a high level of service even when directing inquiries away from the executive to help better manage their calendar and activities.
Prepares and researches presentations, emails, announcements and other and correspondence and reflects executive’s style and professionalism when doing so.
Carries out assignments relating to civic or committee activities of the executive. May at times assist with personal activities as well.
Completes projects and special assignments by establishing objectives, determining priorities, managing time, gaining cooperation of others, monitoring progress, problem-solving and making adjustments to plans.
Helps the executive make consistent decisions by advising them of historical precedents and serving as liaison between them, the CEO and other EVP’s.
Agile mindset – comfortable with constant change and successfully manages competing priorities.
Arranges corporate travel and meetings by developing itineraries and agendas, booking transportation, arranging lodging and meeting accommodations.
Answers telephone calls, email requests and written correspondence.
May supervise clerical support staff.

Professional Qualifications and Experience

The following professional qualifications and experiences required by the future Executive Assistant to the CEO are imperative to the success of the candidate and the long-term success of the Co-op.

10+ years of administrative and clerical support experience, including previous experience supporting corporate upper-level managers and/or executives.
Superior organizational skills and detail orientation.
Assertive leader who collaborates well within a team and knows when to delegate.
Excellent oral, written communication and presentation skills. Ability to draft, proofread and edit documents for spelling, grammar, and punctuation.
Demonstrates highest level of maturity, professionalism and judgment.
Ability to operate a personal computer using MS Office, including Outlook, Word, Excel, and PowerPoint.
Ability to manage an executive’s calendar and make travel arrangements.
Ability to use discretion when dealing with information of a sensitive or confidential nature.
Actively participates and collaborates with others on one's own team and across REI for the achievement of business goals.
Flexible in one's viewpoints and positions in order to support the direction taken by others at REI.
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.
Works smart by setting effective work goals, establishing priorities, and planning well in order to produce quality work.
Executes effectively by using resources efficiently, meeting deadlines, and keeping others informed of work plans and progress toward goals.
Clearly conveys and accurately receives information by a variety of methods and in various situations.
Builds rapport with all kinds of people inside and outside the organization.
Acts upon opportunities and involves and influences others in the accomplishment of worthwhile organizational goals.
Challenges the status quo, champions change and influences others to change.

#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

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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.