Privacy Program Manager

Posted Date: Sep- 1-2020

Job ID: 18162

Job Type: Full Time

Job Function: Information Technology

City: Kent

State: Washington

Store: Greater Seattle Area



Please visit the Covid-19 Hiring Updates before applying


What's cool about this job

Come join REI’s Information Security team, leading our Privacy Program. If you are passionate around protecting people’s privacy – then REI’s people centric culture is the right one for you! In this role, you will pull together a cross divisional team to plan, develop and maintain Privacy Program initiatives, from defining policy, providing education, and helping keep our data safe!


  • Oversees REI’s comprehensive privacy framework (“REI Privacy Program”) that enables REI to strategically manage privacy risks to REI’s business
  • Collaborates with teams to use Privacy by Design methodology into enterprise project lifecycles and product development
  • Writes/revises, communicates, and ensures compliance with internal privacy and data governance polices, standards, and procedures
  • Ensures compliance with state, federal, and international data privacy laws, regulations, and self-regulatory regimes, including enforceable commitments made in external-facing privacy statements
  • Leads and manages comprehensive data mapping effort to identify all personal data managed by REI or 3rd parties on REI’s behalf, ensures compliance with all internal privacy policies and procedures, including coordination with security compliance function
  • Revises privacy incident management procedures and plans, and leads response to all privacy-related incidents, including potential data breaches
  • Develops network of Privacy Liaisons within all key business areas to extend reach and accessibility of Privacy Program and facilitate two way communication and awareness of privacy risks and risk mitigation resources
  • Iterates on our employee privacy training and awareness program, including monthly awareness/training programs
  • Provide leadership support for a small privacy team

Bring your passion and expertise

  • 5+ years in a Privacy role, with deep knowledge of industry best practices and trends
  • 3+ years of experience in an in-house privacy role at a mid-size to large company
  • IAPP certifications such as CIPP/US, CIPM, CIPP/E, CIPT
  • Familiarity with major international and domestic privacy regulations
  • Experience in collaborating and influencing cross functional teams
  • Experience in crisis management and ability to execute under pressure
  • Excellent customer service skills
  • Strong organizational and planning skills
  • Excellent communication and writing skills
  • Ability to work on multiple assignments simultaneously

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.