REI
Senior Program Manager, Labor Relations, HR
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Overview The Sr. Program Manager, Labor Relations, oversees day‑to‑day management of labor relations programs, driving their relevance, adoption, and integration across the co‑op. The role delivers and maximizes impact by applying strategic, analytical, and innovative thinking to continuously improve program infrastructure and outcomes. In this capacity, the Sr. Program Manager creates intuitive value for the labor relations team, key stakeholders, business partners, and the broader organization.
As a consultant, business partner, and program leader, the Sr. Program Manager provides end‑to‑end leadership over critical initiatives that support the Labor Relations strategy. The role partners with professionals at all levels to develop and lead the co‑op’s important efforts—building roadmaps with key milestones, identifying dependencies and risks, and ensuring initiatives, programs, and tools deliver on intended outcomes. Success requires strong leadership, strategic thinking, organizational skills, and the resourcefulness to navigate ambiguity and drive accountability across senior leaders, initiative teams, and third‑party partners.
Responsibilities
Project manage Labor Relations teams’ strategic initiatives and workstreams through partnering and influencing key stakeholders cross‑divisionally; inclusive of defining project owners and stakeholders.
Effectively manage programs end to end within the entire labor relations ecosystem & strategy to drive program knowledge, definition, process, integration, relevance, discoverability, and deliver interconnected solutions with XFN partners.
Leverage deep business understanding to identify issues, diagnose root causes, provide insights, offer recommendations, and develop proactive solutions to solve pressing business objectives and make data‑driven decisions.
Proactively identify and track all initiative risks, working with stakeholders to develop mitigation plans and responsibilities; escalates risks as needed to initiative leaders and DVP, Labor Relations.
Ensure smooth transition of completed initiatives into operations, coordinating with all key stakeholders for training and support.
Build alignment and coordinate with senior leaders, key stakeholders, and initiative team members across divisions to deliver against outcomes.
Develop and manage Labor Relations tools and processes leveraged across initiatives.
Lead and/or contribute to continuous business process improvement efforts and governance to reduce waste and streamline work.
Collaborate with LR team, HR BPs, HR COEs, Legal, Fleet leaders, and business leaders to inform programmatic tools and processes.
Execute stakeholder engagement plans to bring the right people together focused on the right work at the right time for optimal business solutions.
Consult on planning and execution of program design and development, ensuring alignment with overall labor strategy.
Measure program efficacy through KPIs and metrics, deliver product health reports, and conduct program excellence audits to identify and mitigate risks across the portfolio.
Support streamlined user experiences by maintaining value, relevance, and excellence of programs and processes across work.
Apply strong analytical skills and attention to detail to understand complex problems and root causes, leveraging quantitative and qualitative data, investigatory probing, and a systems‑thinking approach to develop insights, guide decisions, and formulate solutions across the employee ecosystem.
Evaluate programming solutions based on a balanced mix of desirable solutions that are feasible and viable to the business.
Think creatively by looking outside of the HR division to learn leading people practices both within the co‑op and other organizations.
Desired Skills & Experience
People‑centric approaches: Understand target audiences and deliver value through people‑centric strategies and product delivery.
Strategic thinking: Develop and articulate a clear vision and strategy for the labor relations function.
Systems thinking: Understand and consider interconnectedness of the employee ecosystem and its supporting tools and processes.
Continuous improvement: Identify solutions and improvements through innovative, forward‑thinking approaches focused on delivering meaningful, accessible, and personalized experiences at scale, staying abreast of industry best practices and emerging trends.
Program management: Manage multiple programs simultaneously, ensuring alignment with overall strategy and delivering program efficacy while leveraging project management methodologies and tools as needed.
Collaboration & stakeholder engagement: Build strong working relationships across all levels of the organization, including remote areas and field environments.
Change management: Engage, inform, and proactively guide cross‑functional teams through change, creating and implementing proven management methodologies and plans.
Communications: Deliver best‑in‑class communications to drive people‑centric outcomes, articulating strategy and benefits to diverse target audiences, including executive leaders, and driving key success metrics.
Data analysis and measurement: Evaluate program performance, generate actionable insights, and enable informed decision making using quantitative and qualitative data.
Problem solving and decision making: Identify risks and challenges, develop effective solutions with stakeholder input, and balance short‑term needs with long‑term strategic goals.
Process & optimization: Identify short‑ and long‑term systems and processes to support program delivery with efficiency and quality while maintaining a people‑centric approach.
Compliance & governance: Establish and maintain governance structures for program oversight and delivery, and program integration into the wider ecosystem.
Required Qualifications
Bachelor’s degree in related discipline: Business, Management, Human Resources, Project/Program Management certification or related field.
7+ years of demonstrated experience as a Program Manager or related role, managing large business‑critical initiatives & projects working across multiple stakeholders including C‑suite senior leaders.
5+ years of demonstrated experience leading process improvement efforts and implementing innovative solutions to solve business problems.
Proficient with Microsoft Office including Word, PowerPoint, and Excel.
Consulting & collaboration: Skilled at consulting with a wide variety of partner types and navigating unchartered territory.
Project management: Project plans, stakeholder engagement, program execution, and change management & methodology understanding.
Data analysis: Leverage quantitative and qualitative data to enable informed decision making, evaluate business value, risks, and decision implications.
Highly organized: Manage multiple concurrent initiatives with varying scope and complexity delivering on commitments and holding others to same.
Strategic thinker: Identify critical questions and navigate decisions and obstacles with strong judgment and an entrepreneurial mind.
Demonstrated strong leadership skills and proven ability to straddle big picture strategy and downstream tactics.
Preferred Qualifications
3+ years in Human Resources.
Experience working in a multi‑channel retail company with revenue of $2B+.
Closing At REI, we believe the outdoors is for all. We are committed to becoming a fully inclusive, anti‑racist, multicultural organization. Every day you are driving change, fostering a culture of respect, and knowing you’re backed by benefits that support your whole life. To work toward this commitment and fulfill our brand promise of inspiring and enabling an outside life for everyone, we seek employees who demonstrate different ways of working, create a sense of belonging, and actively listen and learn.
Pay Transparency We are committed to practices that promote pay equity and transparency. 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.
Pay Range $113,200.00 - $181,100.00 per year
Job Details
Seniority level: Not Applicable
Employment type: Full‑time
Job function: Human Resources
Industries: Retail
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Overview The Sr. Program Manager, Labor Relations, oversees day‑to‑day management of labor relations programs, driving their relevance, adoption, and integration across the co‑op. The role delivers and maximizes impact by applying strategic, analytical, and innovative thinking to continuously improve program infrastructure and outcomes. In this capacity, the Sr. Program Manager creates intuitive value for the labor relations team, key stakeholders, business partners, and the broader organization.
As a consultant, business partner, and program leader, the Sr. Program Manager provides end‑to‑end leadership over critical initiatives that support the Labor Relations strategy. The role partners with professionals at all levels to develop and lead the co‑op’s important efforts—building roadmaps with key milestones, identifying dependencies and risks, and ensuring initiatives, programs, and tools deliver on intended outcomes. Success requires strong leadership, strategic thinking, organizational skills, and the resourcefulness to navigate ambiguity and drive accountability across senior leaders, initiative teams, and third‑party partners.
Responsibilities
Project manage Labor Relations teams’ strategic initiatives and workstreams through partnering and influencing key stakeholders cross‑divisionally; inclusive of defining project owners and stakeholders.
Effectively manage programs end to end within the entire labor relations ecosystem & strategy to drive program knowledge, definition, process, integration, relevance, discoverability, and deliver interconnected solutions with XFN partners.
Leverage deep business understanding to identify issues, diagnose root causes, provide insights, offer recommendations, and develop proactive solutions to solve pressing business objectives and make data‑driven decisions.
Proactively identify and track all initiative risks, working with stakeholders to develop mitigation plans and responsibilities; escalates risks as needed to initiative leaders and DVP, Labor Relations.
Ensure smooth transition of completed initiatives into operations, coordinating with all key stakeholders for training and support.
Build alignment and coordinate with senior leaders, key stakeholders, and initiative team members across divisions to deliver against outcomes.
Develop and manage Labor Relations tools and processes leveraged across initiatives.
Lead and/or contribute to continuous business process improvement efforts and governance to reduce waste and streamline work.
Collaborate with LR team, HR BPs, HR COEs, Legal, Fleet leaders, and business leaders to inform programmatic tools and processes.
Execute stakeholder engagement plans to bring the right people together focused on the right work at the right time for optimal business solutions.
Consult on planning and execution of program design and development, ensuring alignment with overall labor strategy.
Measure program efficacy through KPIs and metrics, deliver product health reports, and conduct program excellence audits to identify and mitigate risks across the portfolio.
Support streamlined user experiences by maintaining value, relevance, and excellence of programs and processes across work.
Apply strong analytical skills and attention to detail to understand complex problems and root causes, leveraging quantitative and qualitative data, investigatory probing, and a systems‑thinking approach to develop insights, guide decisions, and formulate solutions across the employee ecosystem.
Evaluate programming solutions based on a balanced mix of desirable solutions that are feasible and viable to the business.
Think creatively by looking outside of the HR division to learn leading people practices both within the co‑op and other organizations.
Desired Skills & Experience
People‑centric approaches: Understand target audiences and deliver value through people‑centric strategies and product delivery.
Strategic thinking: Develop and articulate a clear vision and strategy for the labor relations function.
Systems thinking: Understand and consider interconnectedness of the employee ecosystem and its supporting tools and processes.
Continuous improvement: Identify solutions and improvements through innovative, forward‑thinking approaches focused on delivering meaningful, accessible, and personalized experiences at scale, staying abreast of industry best practices and emerging trends.
Program management: Manage multiple programs simultaneously, ensuring alignment with overall strategy and delivering program efficacy while leveraging project management methodologies and tools as needed.
Collaboration & stakeholder engagement: Build strong working relationships across all levels of the organization, including remote areas and field environments.
Change management: Engage, inform, and proactively guide cross‑functional teams through change, creating and implementing proven management methodologies and plans.
Communications: Deliver best‑in‑class communications to drive people‑centric outcomes, articulating strategy and benefits to diverse target audiences, including executive leaders, and driving key success metrics.
Data analysis and measurement: Evaluate program performance, generate actionable insights, and enable informed decision making using quantitative and qualitative data.
Problem solving and decision making: Identify risks and challenges, develop effective solutions with stakeholder input, and balance short‑term needs with long‑term strategic goals.
Process & optimization: Identify short‑ and long‑term systems and processes to support program delivery with efficiency and quality while maintaining a people‑centric approach.
Compliance & governance: Establish and maintain governance structures for program oversight and delivery, and program integration into the wider ecosystem.
Required Qualifications
Bachelor’s degree in related discipline: Business, Management, Human Resources, Project/Program Management certification or related field.
7+ years of demonstrated experience as a Program Manager or related role, managing large business‑critical initiatives & projects working across multiple stakeholders including C‑suite senior leaders.
5+ years of demonstrated experience leading process improvement efforts and implementing innovative solutions to solve business problems.
Proficient with Microsoft Office including Word, PowerPoint, and Excel.
Consulting & collaboration: Skilled at consulting with a wide variety of partner types and navigating unchartered territory.
Project management: Project plans, stakeholder engagement, program execution, and change management & methodology understanding.
Data analysis: Leverage quantitative and qualitative data to enable informed decision making, evaluate business value, risks, and decision implications.
Highly organized: Manage multiple concurrent initiatives with varying scope and complexity delivering on commitments and holding others to same.
Strategic thinker: Identify critical questions and navigate decisions and obstacles with strong judgment and an entrepreneurial mind.
Demonstrated strong leadership skills and proven ability to straddle big picture strategy and downstream tactics.
Preferred Qualifications
3+ years in Human Resources.
Experience working in a multi‑channel retail company with revenue of $2B+.
Closing At REI, we believe the outdoors is for all. We are committed to becoming a fully inclusive, anti‑racist, multicultural organization. Every day you are driving change, fostering a culture of respect, and knowing you’re backed by benefits that support your whole life. To work toward this commitment and fulfill our brand promise of inspiring and enabling an outside life for everyone, we seek employees who demonstrate different ways of working, create a sense of belonging, and actively listen and learn.
Pay Transparency We are committed to practices that promote pay equity and transparency. 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.
Pay Range $113,200.00 - $181,100.00 per year
Job Details
Seniority level: Not Applicable
Employment type: Full‑time
Job function: Human Resources
Industries: Retail
#J-18808-Ljbffr