Manager - Employee Events & Recognition

Posted Date: Nov-18-2021

Job ID: 22229

Job Type: Full Time

Job Function: Marketing

City: Seattle

State: Washington

Store: Seattle HQ

Remote Eligible: No



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.

At REI, we believe a life outdoors is well lived, and our employees bring this idea to life daily for our community. As the Manager of Employee Events and Recognition, you will lead the Employee Events & Recognition team in deepening employee engagement and co-op culture across all divisions and across the country. We know engaged employees mean lower turnover, higher retention and a healthy co-op, and this role is central to moving those dials. You’ll lead a team that’s focus is fostering REI’s thriving culture and strengthening employee engagement at a company that’s been known for a strong workplace for decades.

You’ll do this work by setting strategy for our suite of employee events and co-op-wide recognition. You will evolve and innovate our approach to in-person and virtual gatherings, working to engage a fully dispersed headquarters team and field employees spanning the country. You will craft touchpoints that embrace the co-op’s REDI commitments, foster our employee community and create moments to build trust and confidence. You and your team will manage our signature recognition programs that honor employees who are living the co-op’s values. Your team will be responsible for both the logistics of, and content presented at, each event, which requires regular coordination with a wide variety of leaders. You will need to remain closely connect to co-op strategy as you design the touchpoints for connecting leaders and employees with the co-op’s vision. You will engage often with our senior leadership and co-op communications teams as you bring events and recognition to life. At its core, this work, on a dynamic and faced-paced team, builds our reputation as a purpose-driven co-op with over 12,000 employees.

  • 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.

Developing the team
  • Sets vision and strategy for team’s work, based on the needs of the co-op
  • Manages performance and provides effective feedback regularly
  • Works with director to plan, resource and staff work, flexing with business needs
  • Connects employees with other teams, resources and information to get work done effectively
  • Addresses team issues, removes barriers and serves as a team advocate

Driving events and recognition programs
  • Works with team, director and other stakeholders to set long-term strategy for REI’s signature events and recognition programs
  • Manages the full cycle of project management (including concept, design, implementation, launch, vendor and contract management, budgeting and debrief) in partnership with the team to ensure programs meet objectives
  • Builds effective measurement systems, analyzes data and shapes programs based on these metrics
  • Serves as representative for the team with broader leadership teams and senior leaders across the co-op
  • Fosters deep knowledge of employee preferences, organizational readiness and other engagement data to build valuable programs
  • Builds strong cross-divisional relationships with key partners to deliver effective programs in tune with business and employee needs
  • Understands the retail business and workforce and serves as liaison with retail leadership to ensure we are maximizing the impact of employee experience

Leadership and counsel
  • Leads conversations with key stakeholders—including senior leaders—to drive decisions, gain alignment and move work ahead
  • Develops proposals and project briefs that are clear and concise
  • Solves and/or elevates problems as they occur; clearly outlines implications and risks

Bring your passion and expertise

  • 5+ years of experience in event planning and execution, with 2+ years of experience with large corporate events
  • 3+ years of experience managing teams and developing individuals
  • 2+ years of experience in retail, service industry or branded organization
  • Demonstrated knowledge and experience managing large and complex projects with budgets over $1M
  • Experience designing and delivering events for a dispersed workforce with a variety of employee segments (mobile/remote HQ team; retail, DC and S&CS teams)
  • Background in human-centered design with demonstrated examples of prioritizing people over process
  • Project management skills including ability to create action plans and timelines, manage multiple programs simultaneously and complete assignments in a timely manner
  • Skilled at analyzing data and using it to inform decisions and evolve programs
  • Experienced in working with executives; demonstrated ability to communicate (influence, present data) at executive level
  • Proficiency in Microsoft Office applications and Windows
  • 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, able to operate in changing conditions and ambiguous circumstances
  • Builds rapport with all kinds of people inside and outside the organization
  • 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
  • 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-SS1

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.