Indirect Tax Manager

Posted Date: Oct-11-2021

Job ID: 20258

Job Type: Full Time

Job Function: Finance

City: Seattle

State: Washington

Store: Seattle HQ

Remote Eligible: No



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What's cool about this job

This job contributes to REI's success by managing REI's indirect tax. The job ensures that the company develops and follows tax policies and procedures that ensure compliance to state and municipal tax requirements. The position is in charge of tax compliance, policy, research, and strategic tax planning that minimizes the company's tax burden and risk in the areas of sales and use tax, property tax, and unclaimed property. Models and acts in accordance with REI's guiding values and mission.


  • 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. 
  • Supports Sr Manager with key initiatives
  • Assists Senior Manager in creating and implementing effective policy and operations for managing and complying with tax regulations for state and local municipal sales and use tax as well as property tax and unclaimed property compliance
  • Ensures effective business planning for the indirect tax units' annual operations, compliance, audit, and staffing requirements 
  • Leads the indirect tax teams development, management, and operation of company policies and compliance processes to ensure team can function effectively in guiding managers through tax and payroll operations and policies
  • Assists Senior Manager in preparation for indirect tax audits from State and Local municipal authorities, as well as with the company's auditors and examiners
  • Assists in creating change in company indirect tax policies and procedures to better achieve economies and efficiencies and better management of tax operations
  • Ensures all vendor interfaces with indirect tax are assessed and monitored for efficiency, effectiveness, and compliance with contracts for operations and services affecting the indirect tax unit
  • Ensures assessments and recommendations for additions of new REI stores and operations are supported with guidance on the operational and financial consequences of specific site selections

Bring your passion and expertise

  • Progressive experience in managing indirect taxation and tax policy for large multi-unit companies with multi-state operations
  • 3+ or more years of supervisory or management experience in indirect taxation
  • Experience with a national retailer or a consulting firm team providing taxation services to a major retailer is a plus
  • Project management experience including tax policy revision and implementation for retail company including managing vendors, vendor assessments, technology solutions, and technology implementation for a national company with multi-state operations
  • Bachelor's Degree in Accounting or equivalent
  • CPA Certification
  • Masters Degree in Taxation
  • Knowledge of business principles from multiple disciplines and ability to apply these principles in driving change/outcomes in cross-functional projects and activities
  • 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
  • Delivers on commitments and hold others to same
  • Champions the organization and advocate solutions in the overall company's best interest
  • 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

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.