Job details

Talent Management Program Manager

What's cool about this job

The Talent Management Program Manager will act as a strategist and program owner using data to propose enhancements to existing talent management processes and programs as well as recommend creation of new practices to serve the co-op’s overall mission and goals. The Talent Management Program Manager will be deep with qualitative and quantitative information to tell a compelling story on opportunity areas, connect dots, and integrate recommendations across multiple talent management processes (e.g. talent reviews, performance management, promotion, succession planning, organizational design). The candidate must be skilled at managing multiple priorities, problem solving and organizing logistics across varied populations (e.g. frontline employees, corporate employees). The candidate should also be detail oriented with a demonstrated ability to execute talent programs and initiatives in partnership with HR and business stakeholders, managing end-to-end project plans and change management efforts.

Your Planning & Navigating Requirements

Contribute to the creation, implementation, and management of equitable and effective Talent Management programs and processes in order to achieve strategic business initiatives.
Drive and conduct needs analyses, create and execute against talent plans/roadmaps, and report and audit health of existing programs and processes. Look at cross-business themes and integrate into the over-arching talent management strategy for the co-op.
Drive program goals and provide program management support. This includes defining project plans, managing implementation activities, and developing protocols, documentation, education, and communications for project rollout and ongoing management.
Create talent health reporting to showcase key talent trends to business leadership (e.g. promotion trends, retention metrics).
Support streamlined user experience of key people processes, including identifying and operationalizing opportunities for process improvement and evolution.
Create process improvement mechanisms including automation on some of the existing processes/tools to ensure standardization and ease of use.
Define key performance metrics – develop metrics and service level agreements for core programs and processes, and track delivery against program objectives.
Leverage deep business understanding to identify issues, diagnose root causes, provide insights, offer recommendations, and develop proactive solutions to solve pressing business objectives through people lens
Applies strong analytical skills and attention to detail to understand complex problems and root causes, leveraging quantitative and qualitative data to develop insights, guide decisions, and formulate solutions
Collaborates with HRBPs, HR COEs, Employee Relations, Legal and business leaders to help facilitate organizational changes and respond to employee feedback on talent management processes.

Bring your passion and expertise

Bachelor’s Degree and at least 5+ years experience or Masters in HR/Industrial Psychology
Proficient with Microsoft Office including Microsoft Word, PowerPoint, & Excel
Consulting & collaboration – skilled at consulting with wide variety of partner types and navigating unchartered territory
Project management – stakeholder engagement, program execution, and change management
Data analysis – can leverage quantitative and qualitative data to enable informed decision making
Must have flexibility to travel to sites across the United States
Ability to build strong working relationships and work collaboratively across all levels of the organization, including remote areas and in field environments
Proactive and self-directed with ability to manage/complete multiple projects with competing deadlines
Excellent oral and written communication skills, and must be comfortable engaging with executive level leaders
Knowledge of core Talent Management programs including performance management, promotions, succession, and development.

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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: $96400 - $154300 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

$96400 - $154300 per year

REI Glassdoor Company Review

3.7

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CEO of REI

Eric Artz

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By REI

REI, a member-owned co-op founded in 1938 by outdoor enthusiasts, has grown to 19 million members and 165 locations, investing over 70% of annual profits back into the outdoor community.

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