Operations Coordinator, Employee Journey & Training

Posted Date: Dec- 3-2021

Job ID: 21233

Job Type: Full Time

Job Function: Facilities

City: Issaquah

State: Washington

Store: Issaquah HQ

Remote Eligible: Yes



Please visit the Covid-19 Hiring Updates before applying


What's cool about this job

This job contributes to REI’s success by supporting national operations for Co-op Experiences. This role builds and manages operational processes, resources, plans, policies, and tools to ensure Experiences team members can deliver a 5-star customer experience. This role is on the Employee Journey and Training team and will work closely with Operations teams and field teams to plan, create, implement, and manage employee recruiting, training, development, and recognition programs that will be delivered in both digital and in-person platforms. This role models and acts in accordance with REI’s guiding values and mission 

Bring your passion and expertise

Support strategic initiatives that enable REI Co-op Experiences to grow and transform. 

  • Provides national support of field teams to execute Co-Op classes, tours, multi-day trips and gear rentals across the country.  

  • Collaborates with cross-divisional and cross-team partners to build, align, implement, and manage processes, systems and tools.  

  • Adapts communication styles to work effectively with all levels, both in-person and in remote working environments. 

  • Facilitates relationships with external partners to improve operations and standards; assist in the development of new relationships. 

  • Contributes to ongoing development and assessment of policies, protocols, and procedures. 

  • Supports management of budget lines for specific bodies of work. 

  • Thoroughly understands and educates staff on national policies, protocols and procedures, their application in the field and why they are important. 

  • Stays current with latest industry operational trends and practices.  


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.

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.