Website Trek Bicycle
Employer Snapshot (Cycle-Jobs Insight)
- Transparency Score: 3.9 / 5 — Good (Industry avg: 3.2 / 5)
- Company Size: large
- Ownership: Privately held
- Glassdoor: ⭐ ⭐ 3.5 / 5
- HR Index: 72.38% ▲ (Industry avg: 53.14%)
- Commitment: Committed to sustainable mobility
- Official Salary: N/A
- Estimated Salary (Cycle-Jobs): 🇺🇸 90,000-110,000 USD / year
Company Overview
Trek is an awesome place to work, with amazing benefits for all employees. We build only products we love, provide incredible hospitality to our customers, and change the world by getting more people on bikes. When you’re on our team, you’re taken care of, encouraged to learn and grow, and given lots of opportunities to do so. Trek was named to Fortune Magazine’s list of Top 100 Best Companies to Work For. Every person has a unique history and life experience to bring to the table, and Trek values diversity and inclusion.
Role Description
As Supply Chain Manager – Cost Recovery, you will lead the cost recovery program, managing supplier claims and driving recovery performance. You will partner cross-functionally to reduce the cost of quality and ensure efficient resolution of warranty and non-conforming material claims. Your leadership will directly impact Trek’s operational excellence and customer satisfaction.
Position Snapshot
- Seniority: Manager
- Function: Operations
- Department: Operations
- Experience required: 5+ years in Supply Chain or related functions and 5+ years of people leadership.
- Contract type: Full-time
- Work model: On-site
- Remote policy: On-site (strict)
Description
Trek’s cost recovery program protects customers and the business by recouping costs tied to warranty claims and non-conforming material. This role leads the program end-to-end—owning supplier claims management, driving recovery performance, and partnering cross-functionally to reduce the cost of quality.
Responsibilities
- Own supplier claims management: Review/adjudicate claims, compile supporting evidence, and follow through with suppliers until resolution.
- Publish recovery performance: Build and distribute monthly recovery metrics to internal and external stakeholders; coach teams against the data.
- Grow recovery outcomes: Define and execute a recovery growth plan that increases recovery % and expands coverage across new and existing suppliers.
- Resolve NCM rapidly: Coordinate with Quality to move issues to closure quickly and keep product flowing; ensure documentation supports recovery.
- Drive cost-down opportunities: Partner with Product Quality Engineers and suppliers to identify systemic improvements and track realized savings.
- Set expectations & measure: Establish clear goals and scorecards; monitor supplier performance and escalate when targets are missed.
- Formalize Warranty Agreements: Create and maintain supplier warranty agreements that enable consistent, friction-free claim resolution.
- Improve claim accuracy: Work cross-functionally with Customer Service and Field Quality to prevent errors in claim cost, detail, and routing.
Location
This position is based in
Waterloo, WI 53594, USA
Compensation
Salary information not provided by employer.
Benefits
Flexible and fun company culture, Competitive health care, PPO & HDHP medical plan options, Dental insurance, Vision insurance, Flexible Spending Accounts (FSA), Free life insurance & optional term life insurance, Competitive vacation package, 401(k) with match and Employee Stock Ownership Plans (ESOP), 12 weeks of maternity leave with 100% pay, Flexible holiday schedule – 10 company holidays, Tuition Reimbursement up to $15,000! (Undergraduate & Masters programs), Employee discounts on all product, Deep partner retail discounts
Additional Information
- Diversity & Inclusion: We are an Equal Employment Opportunity (“EEO”) Employer. Trek strictly prohibits discrimination on the basis of race, color, creed, religion, gender, gender identity, pregnancy, marital status, partnership status, sexual orientation, age, national origin, veteran or military status, disability, medical condition, genetic information, or any other characteristic prohibited by federal, state and/or local laws. This policy applies to all aspects of employment, including hiring, promotion, demotion, compensation, training, working conditions, transfer, job assignments, benefits, layoff, and termination. Trek is a place where you’re valued for being you. Every person has a unique history and life experience to bring to the table. We respect that. It’s what makes us who we are.
- Flexibility: Flexible and fun company culture. Flexible holiday schedule – 10 company holidays. Flexible Spending Accounts (FSA). Competitive vacation package. 12 weeks of maternity leave with 100% pay.
- Team & Reporting: Partner cross-functionally with Product Quality Engineers, Customer Service, Field Quality, and suppliers. Lead and coach internal teams. People leadership experience required.
Application Details
Posted: March 14, 2026
Trek114261
To apply, please visit the following URL:https://trekbikes.wd1.myworkdayjobs.com/en-US/TREK/job/Waterloo-Wisconsin/Supply-Chain-Manager---Cost-Recovery_Trek114261→
Before you apply (Cycle-Jobs Insight)
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📊 Methodology – HR Indicators, Estimated Salary & Transparency Score
The data and indicators presented on this job page (Employer Snapshot, Transparency Score, Before You Apply) are built from a structured evaluation grid. Each section uses measurable and comparable criteria applied to public information in order to ensure fairness between employers.
1) Data integrity and sources
Each company profile and job listing is analyzed using multiple open sources such as career pages, company websites, and public employment data. These signals are verified for consistency and density before being used to compute HR indicators.
- Employer data: company size, sector, and employee reviews.
- Job content: completeness of title, responsibilities, and requirements.
- Salary and benefits: presence of official or inferred compensation details.
2) Core methodology
The transparency model is based on a weighted ratio between core and secondary information axes:
- Core fields (×2 weight): title, company, location, contract type, work model, salary, application link, posting date, main description, requirements, and responsibilities.
- Secondary fields (×1 weight): benefits, culture & mission, team hierarchy, diversity & inclusion, recruitment process, flexibility, language, and deadline.
Each field is marked as present or missing. The final score reflects the ratio of completed fields to the total possible weighted score.
Transparency Ratio = (Σ core_fields × 2 + Σ secondary_fields × 1)
÷ (total_core × 2 + total_secondary × 1)
The result is converted to a 5-star scale (0–5, half-stars included) and displayed beside the Transparency Score badge.
3) Star rating and color scale
| Score (out of 5) | Label | Interpretation |
|---|---|---|
| 4.5 – 5.0 ★★★★★ | Excellent | All essential and most secondary details present. |
| 3.5 – 4.4 ★★★★☆ | Good | Major elements available; minor gaps remain. |
| 2.5 – 3.4 ★★★☆☆ | Moderate | Several missing sections or low specificity. |
| 0.0 – 2.4 ★★☆☆☆ | Low | Few key details provided; limited transparency. |
The badge color follows a red→green hue scale from low (0) to high (5) transparency. The average transparency across the cycling industry in 2025 is approximately 3.2 / 5.
4) Employer Snapshot indicators
- HR Index: overall HR quality combining stability, satisfaction, and transparency.
- Employee Stability Index (ESI): ratio of long-term to short-term employment movements.
- Employee Satisfaction Weighted Score (ESWS): average of employee review metrics.
- Commitment: social responsibility, inclusion, and openness indicators.
HR Index = (0.4 × ESI) + (0.3 × ESWS)
+ (0.2 × (1 − Turnover)) + (0.1 × Data Confidence)
5) Estimated salary bands
When the employer does not specify a salary, Cycle-Jobs provides a non-binding estimated band using benchmark data and standardized adjustments:
- Base grid by role family and seniority.
- Adjustment by contract type and expected weekly hours.
- Location factor for cost of living and taxation context.
- Company size influence on pay dispersion.
- Recent market signals from similar industry roles.
6) “Before You Apply” contextual tips
Missing or unclear fields are listed with guidance questions to help candidates clarify key aspects such as scope, compensation, or flexibility. This allows a more balanced and informed dialogue between employer and applicant.
7) Limitations and ethics
- No confidential data is used — only verified public information.
- Data accuracy depends on employer updates and public sources.
- Scores are dynamic and recalculated as new information emerges.
These models aim to promote fair, transparent, and comparable insights across cycling industry employers. They are informational only and not a substitute for an internal HR audit.