HR Generalist - Temporary

Posted Date: Oct-18-2019

Job ID: 15724

Job Type: Full Time

Job Function: Human Resources

City: Kent

State: Washington

Store: REI Headquarters is moving to Bellevue, Spring 2020!

What's cool about this job

This job contributes to REI’s success by supporting HR Business Partners (HRBP) and co-op leaders in executing the people strategies that enable the business to deliver on their strategic initiatives and enhance REI’s employment brand. The HR Generalist will provide support to HR Business Partners within change management, organizational development, performance management and succession planning. The HR Generalist will partner closely with HRBPs and HR Centers of Expertise to provide solutions that drive the co-op’s success. Models and acts in accordance with REI’s guiding values and mission.

  • Assist HRBPs with initiatives to support change management, organizational development, performance management, succession planning and employee engagement
  • Provides support and guidance to employees and managers in the resolution of employee relations issues, as well as fielding questions or concerns, communication and the interpretation of policies and procedures
  • Participate on project teams supporting implementation of HR programs and initiatives
  • Partner with HRBPs on developing change management strategies and communication plans
  • Participate in the design and facilitation of focus groups, team meetings, off-site leadership meetings, and training programs
  • Analyze human resource data, identify trends and develop recommendations for solutions
  • Review and monitor HR processes, policies and procedures and propose changes or updates as needed. • Provide operational and transactional support to the HR Business Partner team and leaders
  • Filll in as interim coverage for HRBPs as needed.

Bring your passion and expertise

  • 4 year degree in Human Resources or related field
  • 3+ years of experience in Human resources required (2+ years as a generalist)
  • General knowledge of all HR competencies: change management, organizational development, performance management, leadership development, employee practices, compensation, benefits & rewards
  • Knowledge of organizational change management practices
  • Comfortable with ambiguity Able to change priorities and judge time critical demands
  • Ability to effectively interact and partner with employees and leaders at all levels
  • Strong verbal and written communication skills
  • Knowledge of employment law and risk management
  • Challenges the status quo, champions change and influences others to change
  • Highly organized and demonstrated project management and planning skills
  • Works independently to prioritize work, establish goals and produce quality work
  • Executes effectively by using resources efficiently, meeting deadlines, and keeping others informed of work plans and progress toward goals
  • Ability to quickly build relationships to influence the accomplishment of organizational goals
  • Leverages technology for efficiency and proficient in all programs of Microsoft Office suite

At REI we offer an enviable work environment that has been recognized on the "100 Best Companies to Work For" list since the award's inception – 22 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 150 retail locations (and growing), REI offers unique competitive benefits to its more than 13,000 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

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.