Sr Compensation Partner

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Posted Date
02-18-2022
Job ID
23437
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 through the leadership and design of a wide range of programs and services in support of REI’s compensation function for HQ or non-HQ sectors. This work includes design and communication of all pay programs – which may include business leadership of Merit, Annual Bonus (Summit), Long-Term Incentive Plan (LTIP) programs. This role leads proactive business reviews with Senior Leaders of their client groups in order to develop creative solutions based on compensation strategy and impacts for their division(s). This position will be responsible for leading the development and implementation of best practices to support REI’s pay for performance culture, operational processes, and legal compliance. Models and acts in accordance with REI’s guiding values and mission. 


  • Design compensation programs including: annual benchmarking review & salary structure design for HQ and/or non-HQ sectors. Annual pay study review processes, executive pay analysis, incentive and recognition plans, wage and hour compliance, and communication and change management.
  • Consults with management to identify effective pay and performance management strategies for their areas of responsibility to accomplish unit, department, and/or organizational objectives.
  • Perform deep analysis on effectiveness and competitiveness of existing compensation programs and model potential impact of alternatives and future programs.
  • Develops and delivers training and tools to facilitate the implementation of variable and base pay programs, principles, and practices for internal HR and employees.
  • Serves as expert resource to senior management in the development of effective compensation and performance management strategies and their integration with management objectives, and to Human Resources Generalists regarding compensation issues and questions from line managers.
  • Leads the planning of REI’s short-term and long-term incentive plans including modeling and costing, managing on-going incentive administration, year-end calculation processes.
  • Acts as a lead to Compensation Analysts – receiving initial benchmarking and job evaluations, providing coaching and representing Compensation to the internal HR and internal business clients.
Bring your passion and expertise

  • 7+ years demonstrated experience in internal/external compensation consulting for business clients, including compensation strategy, and design of base pay and incentive programs (short and long-term)
  • 5+ years of demonstrated experience using analytical techniques to determine and assess program effectiveness, perform trends analysis, and conduct forecasting and modeling
  • 3+ years Retail industry experience and/or Executive Compensation experience a plus.
  • Bachelor’s degree in related area and/or equivalent experience.
  • Certified Compensation Professional (CCP) a plus.
  • Advanced data analysis skills. Especially proficient at using data to inform and influence leaders.
  • Effective executive communication skills and ability to partner with all levels of employees and management – from hourly employees in Retail, all the way to C-Suite.
  • Acts upon opportunities and involves and influences others in the accomplishment of worthwhile organizational goals
  • Challenges the status quo, champions change and influences others to change.

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.

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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: $85,000 to $170,000 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
$85,000 to $170,000 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.