Membership Portfolio Manager

Posted Date: Dec-29-2021

Job ID: 22182

Job Type: Full Time

Job Function: Marketing

City: Seattle

State: Washington

Store: Seattle HQ

Remote Eligible: Yes



Please visit the Covid-19 Hiring Updates before applying


What's cool about this job

At the Co-op, our goal is to lower the barrier to the outdoors by making an outdoor lifestyle relatable, accessible, and meaningful to all people. REI’s membership program is foundational to the Co-op and this work. The membership portfolio manager develops and leads the overarching portfolio of initiative working with cross-divisional business leader stakeholder and and overseeing cross divisional working teams that will enable the Co-op to achieve the membership 3-year plan.  They are also responsible with providing clear and timely updates on the membership portfolio of initiatives to leadership and resolving, and/or elevating, any barriers to execution.

To be successful, the ideal candidate requires exceptionally strong and effective leadership and organizational skills in addition to possessing a strong business acumen and financial savvy to consistently facilitate successful outcomes of complex strategic initiatives. This role also requires a resourcefulness with the ability to manage ambiguity to drive results and accountability across multiple senior leader stakeholders, project teams and third-party partners as necessary.




Your Planning & Navigating Requirements:

  • Provides end to end project leadership and management for a portfolio of high priority, business critical initiatives in support of the CCO ($500K+ initiatives)
  • Develops and maintains comprehensive documentation of all initiatives (charter development, vendor management, project schedules, communication plans, steering committee governance, budget tracking, project close-out etc).
  • Identifies and tracks all issues and communicates all project risks, with an accompanied mitigation plan and steps needed for responsible resources (project team members).
  • Ensures smooth transition of completed projects into operations, including coordinating with all key project stakeholders to ensure appropriate training and support.
  • Maintains a depth of knowledge of the Co-op strategic initiatives (growth agenda), health of the business, and competitive trends to help drive strategy and actions.
  • Leads and/or contributes to continuous business process improvement efforts to reduce waste and help streamline and standardize how we approach and accomplish work.
  • Ability to be professionally assertive in order to influence outcomes, advocate for initiatives, and ensure accountability 

Bring your passion and expertise

  • Bachelor’s degree in related discipline: Business, Management, Communications, Marketing, Project/Program Management certification or related field 
  • 7+ years of demonstrated experience as a Project/Account Manager or related role, managing large business critical initiatives working across multiple stakeholders including c-suite senior leaders 
  • Skilled influencer that can build excitement and clarity around new ideas and helps teams define the required work to execute on them
  • Highly organized, able to manage multiple concurrent initiatives with varying scope and complexity delivering on commitments and holding others to same 
  • Inherently approaches initiative obstacles with an entrepreneurial mind focused on solutions rather than on barriers
  • Demonstrated strong leadership skills and proven ability to straddle big picture strategy and downstream tactics 
  • Ability to build and foster strong relationships within and outside of the organization from individual contributors to senior leadership 
  • Ability to consolidate information and feedback from various sources and build consensus with senior leaders, key stakeholders, and initiative team members to resolve issues and reach sound business decisions 
  • Demonstrates excellence in both written and verbal communications Intellectually curious 
  • Demonstrates skill in dealing with uncertainty and ambiguity – persistent in producing outcomes when details are in flux and deals with problems that don’t have a clear solution 
  • Considers the ultimate impact of decisions and actions on internal and external customers 
  • Flexible in one's viewpoints and positions in order to support the direction taken by others at REI 

#LI-Remote

As required by the Colorado Equal Pay Transparency Act, REI provides a range of minimum compensation for roles that may be hired in Colorado. Factors that may be used to determine your actual salary may include a wide array of factors, including: your specific skills and experience, geographic location or other relevant factors. The salary range for this position may be lower or higher in different markets.

$75,000 to $147,500 per year

To review benefits information, including medical, retirement, and time off visit http://foryourbenefit-rei.com.

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.