Vice President, Stores & Retail Operations

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Posted Date
04-27-2022
Job ID
24318
Job Function
Executive Leadership
REI City
Seattle
REI State
Washington
REI Location
Seattle HQ
Remote Eligible
No
Please visit the Covid-19 Hiring Updates before applying
What's cool about this job

The Vice President of Physical Stores and Retail Operations is responsible for providing strategic leadership and operational guidance for REI’s physical stores and Retail Ops teams. This leader is directly accountable for building teams and strategies to achieve the Co-ops short and long-term performance goals across revenue, membership, operational KPIs, profitability targets, and employee and customer satisfaction across 172+ stores and more than twelve thousand employees.

The leader will develop the next phase of REI’s transformation strategy, drive a culture of accountability, ownership, and bias for action, and build and develop a team of strong leaders across the Co-op’s stores and retail operations.

The leader will oversee the planning, enablement, and execution of strategic initiatives in REI’s stores to deliver on annual and long-term goals. They will be accountable for leading teams advancing our customer experience, employee experience, and multiple aspects of retail operations.  They will also be a key facilitator of change across REI, engaging with cross-functional leaders to align priorities and roadmaps, and address any roadblocks. They will also have responsibility for furthering the REI culture and a continuous improvement mindset to deliver a differentiated level of customer service and productivity.

This leader is a strategic operator, with experience in developing and overseeing transformations as well as deep store, field, and operations experience in an omni-channel retailer. They will have the ability to develop a strong team, drive change in a complex organization, generate significant impact through strategic and tactical direction, and deliver results.

Leading the Way

  • As a member of the Commercial organization’s leadership team and the Co-op’s Business Leadership Team, they will develop a deep understanding of the Co-op’s strategies and priorities, and effectively communicate and broadly support their execution.
  • Hires, manages, and develops a diverse team of high-performance DVPs and RDs.
  • Proactively identifies the organization’s leadership needs and provides development paths to provide a deep pool of capable, high-performing future leaders.
  • Monitors and drives employee engagement across stores and develop strategies and tactics to address opportunities and issues.
  • Creates and executes regular mechanisms (store visits, 1:1s, Let’s talk sessions, etc.) to actively listen to employees at all levels, to be visible, and to support a culture of positive employee engagement and trust.
  • Regularly and effectively communicates across all levels of employees to support a culture of communication and transparency.
  • Purposefully role-models and promotes the Co-Op Way in their everyday interactions.
  • Creates a culture of high-standards and continuous improvement in retail operations.
  • Sets a high bar for the physical stores and retail ops organizations for expectations around strategic thinking, bias for action, accountability, and ownership.
  • Develops and implements new mechanisms and expectations to create culture of metrics and accountability across physical store leadership and key partners (marketing, merchandising, retail ops, supply chain).
  • Drives an Omni-channel mindset into physical store organization and creates omni-channel strategies in collaboration with partners to deliver on customer expectations.

 

Your Planning & Navigating Requirements

  • Defines and executes physical store strategy in alignment with overall Co-op strategy and priorities. Ensure strategy translates to regional strategies and vice-versa.
  • Monitors and achieves physical store performance goals. Drives adjustments to strategies and tactics as necessary to achieve stores and Co-Op goals.
  • Monitors and enhances employee engagement across all stores and develops strategies and tactics to address opportunities and issues.
  • Ensures all stores consistently achieve or exceed revenue, membership, operational KPIs and profitability goals through effective use of short and long-term planning and expense control.
  • Delivers consistent high standards of customer experience in stores in accordance with the Co-op Way and service standards.
  • Partners closely with Real-estate to manage real-estate portfolio to achieve goals.
  • Drives appropriate alignment and allocation of resources and investment in Retail Store Operations organization to support physical stores and Co-Op wide priorities and initiatives.
  • Provides guidance, audits, and validation of strategies, roadmaps, progress, and metrics across core areas of Retail Store Operations including: Training and development, labor management and scheduling, Shop operations, retail tools, facilities, capital improvements, continuous improvement, and communications.
  • Identifies key blockers and enablers of growth and improved operating efficiencies and develops strategies, roadmaps, and budgets with key partners (tech, supply chain, etc.) to address them.
  • Partners with other leaders across Co-op to ensure priorities, strategies, and tactics are aligned and resourced to achieve Co-op goals.
  • Reports out on performance, progress, strategies to executive team.
  • Maintains collaborative partnerships and negotiate effectively with HQ colleagues such as Merchandising, Marketing, Planning, Finance, Supply Chain, Experiences, and Human Resources.
Bring your passion and expertise
  • 15+ years store leadership and/or store operations experience – At least 5 years’ experience in a senior level retail role.
  • Bachelor's Degree or master’s degree (Business or related field).
  • Experience leading large transformational efforts including establishing effective governance structures, cross functional coordination, and executive stakeholder management and reporting.
  • Comfort with ambiguity and a dynamic business landscape.
  • Demonstrated ability to manage multiple tasks and projects, to prioritize, and adapt to a changing environment.
  • Strong relationship-building skills and experience working closely with senior executives and cross-functional partners to influence strategic agendas and operationalize key strategic initiatives.
  • Strong critical thinking and business curiosity, including strong analytical and creative problem-solving skills, strong ability to work with complex data to drive insights and decisions.
  • Demonstrated experience of cross-divisional partnership and collaboration to lead in a matrixed environment.
  • Creates a strong, mutually supportive work environment and culture where people can do their best.
  • A humble change-agent who values teamwork, cross pollination, driving clarity and building consensus.
  • Strong customer obsession, experienced in delivering and improving the customer experiences to our retail customers.
  • Uses business knowledge, innovative thinking, and sound judgment in the solution of problems or the pursuit of business opportunities.
  • Full P& L accountability. Proven ability to exceed sales while meeting payroll goals,
  • Role model for our Racial Equity Diversity & Inclusion efforts. Proven success at building and working as part of a diverse and inclusive team.
  • Ability to build a culture of innovation by promoting risk-taking and creativity.
  • Develop and enhance cultures of continuous improvement and data-driven decision making, leading to improved KPIs and customer experiences.
  • A growth mindset coupled with a bias for action and sense of urgency.
  • Ensure organizational structures and people plans are fit for purpose and consider both short and long-term business needs.
  • Provides oversight and support, establishing a culture of accountability.
  • Ability to travel as required.
#LI-CW1 
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.