Recruiting Manager, Retail Hourly

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Posted Date
02-17-2022
Job ID
23435
Job Function
Human Resources
REI City
Seattle
REI State
Washington
REI Location
Seattle HQ
Remote Eligible
Yes
Please visit the Covid-19 Hiring Updates before applying
What's cool about this job
REI is committed to becoming a fully inclusive, antiracist, multicultural organization. To fulfill our brand promise of enabling a life well-lived outside for everyone, we are seeking candidates who demonstrate shared values of diversity, equity, inclusion, and antiracism. 

This job contributes to REI’s success by leading the Retail-Hourly Recruiting Team in delivering strategic recruiting solutions that enable the company to attract and hire high quality, diverse talent that aligns to demand within a constantly evolving business.

Leading the Way (team leadership, coaching and development responsibilities for this “manager of staff”)

· Onboards and trains new recruiters
· Provides mentorship, guidance, performance management and career development to members of your team
· Ensures recruiters are managing to milestones and metrics
· Builds efficiencies, capabilities and capacity within the team
· Makes effective organization and people decisions in a manner consistent with REI's values and ethics

Your Planning & Navigating Requirements (the plans the job is responsible for creating and executing, and how the job ensures they are implemented)

In addition to achieving hiring goals you will be responsible for:

· Providing innovative, scalable solutions to meet our talent demands
· Creating sourcing strategies to include building talent pipelines
· Ensuring a high-touch candidate experience
· Recruiting for key positions as needed, including executive recruiting support
· Defining, designing and implementing recruiting programs, processes and tools to align with a constantly evolving business
· Driving diversity recruiting efforts
· Driving prioritization and resource management conversations with recruiting teams and business partners
· Maintaining a deep understanding of talent trends and recruiting practices
· Ability to effectively influence and communicate with all levels of the co-op and work with cross-functional teams
· Considerable knowledge of applicant tracking systems (Avature preferred), candidate relationship management systems, and social media platforms required. Experience with mobile technologies is preferred
· Supports creation and management of the annual operating budget
· Performs other duties as required.

Bring your passion and expertise
  • 5 - 10 years as a human resources practitioner including 5 years in recruitment.
  • Minimum 3 years leadership experience. 
  • Four-year degree in business, human resources or related field and/or related experience. 
  • Advanced degree in business, human resources or related field and/or related experience. 
  • Considerable knowledge of applicant tracking systems (Avature preferred), candidaterelationship management systems, and social media platforms required. Experience with mobile technologies is preferred. 
  • Proficiency in the use of MS Office to include MS Word, Excel, PowerPoint, SharePoint. 
  • Builds capacity of individuals and teams through effective employee development, involvement, communication, and supervision efforts. 
  • Creates a strong, mutually supportive work spirit and culture where people can do their
  • best. 
  • Establishes trust and inspires others. 
  • Makes effective organization and people decisions in a manner consistent with REI's values and ethics. 
  • Delivers on commitments and holds others to same.

REI hires, trains, and promotes regardless of race, religion, color, national origin, sex, disability, age, veteran status, and other protected status as required by applicable law.  We remain deeply committed to making the Co-op a place where everyone can feel safe and be themselves. Join us. 
As required by applicable Pay Transparency laws, REI provides a range of minimum compensation for roles that may be hired in locations under these requirements. 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.

The pay for this role is: $75,000 to $147,500 per year  
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

Posting Range
$75,000 to $147,500 per year
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.