Regional HR Business Partner

REI (Recreational Equipment Inc.)•Washington, DC

30d•Remote

About The Position

In this role, you will act as a strategic coach and business partner to Regional and Store Leadership, leveraging advanced business acumen and HR expertise to architect and execute people strategies that accelerate business growth, drive transformation, and enable organizational agility. You will design and deliver integrated, future-focused HR strategies tailored to each client group’s unique business needs, culture, and objectives, proactively anticipating workforce trends and aligning people solutions with business priorities. You will lead the implementation and integration of HR solutions across all HR domains, continuously evaluating their impact on strategic business outcomes and organizational effectiveness. Travel is a key component of this position, and candidates should be prepared to spend 50% of their time traveling to stores in the two regions they will support. While this role is remote, candidates must be based out the following market: Greater District of Columbia, Maryland, and Virginia (DMV) Area. Serve as a strategic coach and trusted advisor to Regional and Store Leadership, guiding organizational planning, influencing critical business and talent decisions, and driving largescale transformational change. Coach and develop leaders to strengthen leadership capability, enhance communication effectiveness, and implement performance and development practices that build engagement and a culture of continuous improvement Partner with Organizational Effectiveness team to shape and align business strategies—including vision, mission, values, and objectives—to strengthen organizational focus, speed, and overall business performance Assess organizational performance, identify capability and talent gaps, and deliver strategic HR interventions that strengthen leadership, drive engagement, and support long-term business performance. Lead and support the development and execution of change management strategies that enable business evolution and ensure sustainable results. Design and execute a holistic talent management lifecycle—including forecasting, staffing, onboarding, development, performance management, succession planning, and retention—leveraging workforce analytics where available. Build strong partnerships with HR functional teams (e.g., Comp, Performance Effectiveness, Talent Acquisition) and other cross-functional groups (e.g., Finance, Public Affairs) to deliver integrated, enterprise-aligned HR solutions that meet regional and organizational needs. Accountable for shaping and maintaining a culture of compliance, proactive risk mitigation, and employee relations excellence, ensuring internal policies and external practices support business growth and protect organizational reputation. Assist divisions in organizational design activities to streamline and implement new organization structures, roles, and/or processes that create speed and efficiency and support rapidly shifting business demands. Foster a culture of collaboration and continuous improvement by sharing, scaling, and operationalizing best practices across regions and functions. Proactively integrate HR functional partners into customer strategies and projects, providing critical coaching and context to enable partners to make effective contributions. Supports the implementation of company HR programs, procedures, policy, and practice

Requirements

5+ years of progressive HR experience, with a proven track record of coaching to and driving strategic business impact and organizational transformation.
General, broad based knowledge and practice of HR competencies: organizational design, performance management, leadership development, talent practices, employment practices, compensation, total rewards.
Demonstrated consulting and coaching skills, with the ability to link people strategies to business goals and deliver measurable results.
Has knowledge of employment law and risk management.
Uses business knowledge, innovative thinking, and sound judgment to solve problems.
Challenges the status quo, champions change and influences others to change.
Demonstrated project management and planning skills
Works independently to prioritize work, establish goals and produce quality work.
Excellent communication skills – written and verbal.
Ability to quickly build relationships, build trust, and successfully collaborate with others to influence the accomplishment of organizational goals.
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.
Works smart by setting effective work goals, establishing priorities, meeting deadlines, and planning well in order to produce quality work.

Nice To Haves

4 year degree in Human Resources or related field preferred.
Preferred knowledge of organizational change management practices.

Responsibilities

Serve as a strategic coach and trusted advisor to Regional and Store Leadership, guiding organizational planning, influencing critical business and talent decisions, and driving largescale transformational change.
Coach and develop leaders to strengthen leadership capability, enhance communication effectiveness, and implement performance and development practices that build engagement and a culture of continuous improvement
Partner with Organizational Effectiveness team to shape and align business strategies—including vision, mission, values, and objectives—to strengthen organizational focus, speed, and overall business performance
Assess organizational performance, identify capability and talent gaps, and deliver strategic HR interventions that strengthen leadership, drive engagement, and support long-term business performance.
Lead and support the development and execution of change management strategies that enable business evolution and ensure sustainable results.
Design and execute a holistic talent management lifecycle—including forecasting, staffing, onboarding, development, performance management, succession planning, and retention—leveraging workforce analytics where available.
Build strong partnerships with HR functional teams (e.g., Comp, Performance Effectiveness, Talent Acquisition) and other cross-functional groups (e.g., Finance, Public Affairs) to deliver integrated, enterprise-aligned HR solutions that meet regional and organizational needs.
Accountable for shaping and maintaining a culture of compliance, proactive risk mitigation, and employee relations excellence, ensuring internal policies and external practices support business growth and protect organizational reputation.
Assist divisions in organizational design activities to streamline and implement new organization structures, roles, and/or processes that create speed and efficiency and support rapidly shifting business demands.
Foster a culture of collaboration and continuous improvement by sharing, scaling, and operationalizing best practices across regions and functions.
Proactively integrate HR functional partners into customer strategies and projects, providing critical coaching and context to enable partners to make effective contributions.
Supports the implementation of company HR programs, procedures, policy, and practice