Vice President, Human Resources Business Partnership


Job ID
Job Function
Executive Leadership
REI City
REI State
REI Location
Seattle HQ
Remote Eligible
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What's cool about this job

This Vice President, Human Resource Business Partner will act as the senior leader of all HR business partners at the co-op. In this role, the VP will lead and be an adviser across the co-op ensuring delivery of specific solutions to drive organizational effectiveness.  As part of the HR Leadership Team and reporting directly to the Chief People Officer, this VP, HRBP will drive comprehensive and progressive Human Resources strategies through the organization and will align employees with the organization's culture, strategies, and vision. 


Leading the entire team of HRBP’s, they will align team as strategic business partners to understand business goals, issues and needs, and proactively identify and resolve opportunities impacting co-op, team, and individual performance and ways of working.  This includes work across all employee segments—HQ, Retail, Distribution Centers, Experiences, and Sales & Customer Support. As we work to drive The Way Forward, we are reimaginging the hourly employee experience at the co-op. This role helps lead that work and plans & executes its vision. Drives consistent implementation and integration of human resource solutions as well as the evaluation of their impact on meeting strategic goals and objectives. 


At REI Co-op, we believe time outside is fundamental to a life well lived and exist to inspire and enable a life outside for everyone.  To deliver on that promise, we are working with our 15,000 employees, 20M members and the broader outdoor community toward a reality where everyone has the opportunity to be themselves, to access opportunities and find their place in the outdoors. For us, that means: 


  • Investing in work that removes the barriers people and communities face to getting outside
  • Delivering relevant products, experiences, and expertise to equip and inspire a new generation of outdoor stewards
  • Cultivating a workforce that reflects the demographics of the markets we serve
  • Leading the industry’s efforts to welcome people and communities historically underrepresented into outdoor media and culture
Bring your passion and expertise

Strategy: Understanding the co-op’s business, vision, transformation and strategies. Work to create, plan and execute a People Strategy. Translates company strategies, including the co-op’s People Strategy and REDI strategy, into actionable divisional plans and executes successful delivery.

  • Advisor to leadership at all levels in optimizing human performance, while delivering targeted solutions to meet specific organizational needs.
  • Responsible for the attraction, assessment, development, and deployment of REI's people/talent strategies.
  • Accelerating enterprise transformation through talent management and organizational effectiveness evolution
  • Strategic partner and trusted advisor to the senior leaders and their teams
  • Establishes a trusting consultative, proactive relationship with senior leaders and their teams
  • Organizational credibility, business partnering, and decisive execution are imperative
  • Solves complex organizational and talent issues- identifying trends early, mapping out solutions, and executing against the best solutions for the co-op and its employees
  • Influences, educates, and coaches executives regarding team effectiveness, change management, and leadership

Team: Leads the entire team of HR Business partners. Works to define the role and value and increase capabilities and talent of the team, for the betterment of the co-op. Drives engagement and development with the team.

  • Challenges and inspires employees to achieve business results.
  • Conducts and ensures the completion of performance reviews.
  • Provides coaching, direction, and leadership support to employees to achieve department, company, and customer results.
  • Responsible for the evaluation and continuous improvement of the strategies and tactics used to meet organizational goals and objectives that deliver a strong impact.

Employee Experience: Creates, aligns, plans and executes Talent/People plans across all employee segments.  Drives and helps lead The Way Forward. Approaches everything with an equity lens for design and implementation. Drives an inclusive culture.

  • Leads change management and culture work across the business
  • Responsible for the integration, successful implementation, and measurement of results.
    Accountable for employment practice discipline including employee relations, risk mitigation, internal policy development and external employment practice compliance.
  • Partner across HR to deliver on our Racial Equity, Diversity and Inclusion strategy 
  • Create a culture that works to resolve conflicts quickly and address underlying issues
  • Acts as a change agent and drives cultural change from a people perspective
  • Ensures that all federal, state, local laws and corporate HR-related compliance matters are proactively managed, including but not limited to ADA, EEO, FMLA and other laws
  • Monitors and escalates the pulse and health of the organization through identifying trends to assess and diagnose the needs of the business based on trends across regions

Leadership capability: Identifies areas of opportunity to build capability in Leadership and employees and leads effectively to deploy plans and tactics for a better employee experience. Works across the division and co-op to lead this work.

  • Aligns team to act as business partners to understand business goals, issues and needs, and to proactively identify and deliver solutions which positively impact team and individual performance.
  • Plays leadership role on HR leadership team, helping set HR strategy across the co-op
  • Partners with HR Centers of Excellence (compensation, talent management, recruiting, etc.) to ensure that HR programs and processes are aligned with the business needs and are well executed

Professional Qualifications and Experience

  • Significant amount of progressive responsibilities in Human Resources with considerable exposure to organizational development, training and development, talent acquisition and talent management, including substantial experience in a leadership role supervising multiple teams.
  • Strong knowledge of technical HR employment practices, organization design and development practices, human performance technology (T&D) and recruiting practices.
  • Demonstrated ability to effectively lead, motivate and facilitate staff and teams.
  • Substantial experience maturing enterprise diversity strategies.
  • Ability to engage others in ways that ensure buy-in and commitment.
  • Strong project management skills, including the ability to envision and implement world-class solutions (programs and processes) to REI human performance requirements that deliver strong business results.
  • Demonstrated experience with strategic planning as it relates to maximizing employee and team performance. Considers the ultimate impact of decisions and actions on internal and external customers.
  • Must possess strong analytical skills to assess data, facts and figures used to envision and develop strategies designed to support cross-divisional REI partners
  • Ability to demonstrate a high degree of professionalism and judgment.
  • Must possess strong communication skills, both verbal and written including the ability to translate strategy into action to key stakeholders.
  • Ability to make difficult decisions and hold people accountable.
  • Ability to identify systemic issues to promote organizational change.
  • Must be able to work with a variety of people in a variety of circumstances and build strong, meaningful working relationships.
  • Retail industry experience.
  • 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.
  • Champions the organization and advocates solutions in the overall Company's best interest.
  • Uses business knowledge, innovative thinking, and sound judgment in the solution of problems or the pursuit of business opportunities.
  • 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.
  • Fosters change in company direction.
  • Effectively plans and executes changes.

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

ARTICLE 23-A, Section 753

§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.