Recruiter II (Limited Term Employee, 6mo. +)

Posted Date: Oct-25-2021

Job ID: 22108

Job Type: Full Time

Job Function: Human Resources

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

The Recruiter II contributes to REI’s success by providing full-cycle Recruiting support for REI’s non-exempt and select exempt positions. The Recruiter II will work directly with hiring managers advising on recruitment strategy while partnering with HR Business Partners and Senior Recruiters to ensure alignment with Divisional goals and organizational needs.

  • Consult hiring managers on overall hiring process, collaborate on job requisition details and creation, and advise on effective candidate assessment/interview techniques
  • Effectively interview candidates for a broad range of position types and disciplines 
  • Utilize applicant tracking system to review candidates and leverage system tools to optimize future sourcing
  • Build strong relationships with candidates, hiring managers, and HR Business Partners Reps to ensure hiring requirements are met
  • Extend employment offers with a strong understanding of REI’s benefits and compensation offerings
  • Support in Talent Acquisition projects and initiatives 

Bring your passion and expertise

  • Bachelor’s degree in Human Resources, Business Administration or equivalent work experience preferred
  • 3+years of full-cycle recruiting experience 
  • Ability to manage work load in a constantly changing environment with multiple priorities at different stages
  • Adaptability to learn and Recruit for positions across the Co-op
  • Ability to influence individuals to move in a desired direction, build productive working relationships and effectively negotiate
  • Basic knowledge of all HR disciplines 
  • Experience with ATS technology
  • Flexibility to take lead role in work as well as take supporting role based on business need
  • Ability to operate a personal computer using MS Office, including Outlook, Word, Excel, and PowerPoint
  • Creates a strong, mutually supportive work spirit and culture where people can do their best
  • Establishes trust and inspires others
  • Delivers on commitments and holds others to same
  • Considers the ultimate impact of decisions and actions on internal and external customers 

#LI-Remote

#LI-KT1

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.