Regional HR Business Partner - Midwest/Northeast

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Posted Date
09-13-2023
Job ID
28967
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.

In this role, you will demonstrate a combination of strong business acumen and significant HR functional knowledge to guide the development of HR strategies required to drive client business success. You will build and execute strong integrated HR strategies and initiatives for assigned client groups and will support each customer’s unique business needs, culture, and objectives. You will be responsible for the implementation and integration of human resource solutions spanning all areas of Human Resources, as well as the evaluation of their impact on meeting strategic goals and objectives.

  • Accountable for employment practice discipline including employee relations, risk mitigation, internal policy development, and external employment practice compliance.
  • Assess organizational performance systemically, defining talent gaps and proposing appropriate HR solutions.
  • Facilitate the development of business strategies in partnership with the Organizational Effectiveness team (i.e. vision, mission, value, objectives) to build organizational focus, efficiency, speed, and business results.
  • Serve as a strategic business advisor to divisional leaders on key organizational and management issues.
  • Create and execute a lifecycle approach to talent management focused on forecasting, staffing, on-boarding, development, performance management, career/succession planning, talent movement, and retention, leveraging workforce analytics and insights when available.
  • Assist divisions in organizational design activities to streamline and implement new organization structures, roles, and/or processes that create speed and efficiency and support rapidly shifting business demands.
  • Assist in the development and implementation of change management strategies to support critical evolution of the business and achieve desired business results that are sustainable over time.
  • Coach business leaders on leadership behaviors and practices, employee communication, development and performance management strategies and tactics to promote engagement and a culture of continuous growth and development.
  • Develop partnerships with HR functional teams (e.g., Comp, Performance Effectiveness, Talent Acquisition) and other staff groups (e.g., Finance, Public Affairs) to deliver integrated solutions to HR-related needs.
  • Proactively integrate HR functional partners into customer strategies and projects, providing critical coaching and context to enable partners to make effective contributions.
  • Supports the implementation of company HR programs, procedures, policy, and practice.
  • Maintain collaborative relationships within the organization to share and leverage best practices.
Bring your passion and expertise
  • Must be East Coast or Midwest based.
  • 5+ years of experience in Human Resources.
  • 4 year degree in Human Resources or related field preferred.
  • General, broad based knowledge and practice of HR competencies: organizational design, performance management, leadership development, talent practices, employment practices, compensation, total rewards.
  • Proven consulting skills that link performance to business goals.
  • Preferred knowledge of organizational change management practices.
  • Proven ability to assess, analyze and communicate business needs; collaborates with and is proactive to partner with HR COE’s to identify and effectively integrate solutions that deliver the desired results.
  • Has knowledge of employment law and risk management.
  • Uses business knowledge, innovative thinking, and sound judgment to solve problems.
  • Challenges the status quo, champions change and influences others to change.
  • Demonstrated project management and planning skills
  • Works independently to prioritize work, establish goals and produce quality work.
  • Excellent communication skills – written and verbal.
  • Ability to quickly build relationships, build trust, and successfully collaborate with others to influence the accomplishment of organizational goals.
  • Consolidates information from various sources including feedback from others to reach sound decisions.
  • Considers the ultimate impact of decisions and actions on internal and external customers.
  • Works smart by setting effective work goals, establishing priorities, meeting deadlines, and planning well in order to produce quality work.
  • Acts upon opportunities and involves and influences others in the accomplishment of worthwhile organizational goals.
  • Travel is a key component of this position and candidates should be prepared to spend 25-50% of their time traveling to stores in the Northeast and Midwest regions.

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 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 pay for this role is: $83700 - $134000 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
$83700 - $134000 per year
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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.

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