Manager, Membership Innovation

Posted Date: Jul-26-2021

Job ID: 20497

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

The Manager, Membership Innovation is a strategic thinker with a customer-centric, innovative mindset who can translate data and insights, trends, and gaps into transformational business opportunities for Membership at REI while leading a cross-divisional team to bring them to life.

Our team’s mission is to build offering that enable our members to make the most of their time outside. You will drive the growth strategy for new concept development for REI’s membership ecosystem and will be responsible for innovation from concept development to commercialization. 

  • Build a deep empathy through research and iterative design to identify customer needs and surface new offering opportunities.
  • Co-lead the offering develop concept through increasing fidelity prototypes
  • Develop and manage a portfolio of strategic initiatives to deepen member engagement toward commercialization
  • Partner closely with customer insights, product and engineering, line of businesses and brand marketing to ensure milestones are met
  • Drive business results by ensuring financial viability of new offerings
  • Build and lead a high performing team of 3-5 product managers

Bring your passion and expertise

  • Progressive experience in product innovation, brand management, marketing, retail, or strategy consulting (5-7 years).
  • Bachelors’ degree in business, marketing or strategy commensurate additional years of related experience
  • 3+ years direct people management experience  
  • Demonstrated ability to think creatively and work successfully in an ambiguous environment 
  • Highly collaborative and has an affinity for building relationships across teams 
  • Demonstrated ability to think creatively and work successfully in an ambiguous environment with a bias for action
  • MBA preferred 
  • Design thinking or human centered design experience highly preferred


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.