Job Summary:- The Senior Director, Talent Management is a pivotal enterprise leader responsible for owning and advancing an integrated, inclusive talent strategy that directly enables business outcomes. This role represents a shift from managing discrete talent programs to architecting and operationalizing a cohesive talent system-aligning workforce strategy, leadership capability, and talent infrastructure to support growth, performance, and long-term organizational health.
- This leader will drive strong and inclusive workforce pipelines, deep and actionable leadership succession, clear career pathways, and evolved performance management practices that reflect an integrated business and talent strategy.
- Success in this role requires enterprise thinking, the ability to translate business priorities into talent system design, and the capability to lead at scale across a complex, matrixed global organization.
Job Specifications:- Outlet: Corporate, Broomfield
- The budgeted range starts at $155,950 - $199,493 + annual bonus + equity. Actual pay will be adjusted based on experience
- Shift & Schedule Availability: Full Time, Year Round
- Other Specifics: Hybrid
Job Responsibilities:- Enterprise Talent Strategy & System Design
- Own and evolve an integrated enterprise talent strategy aligned to business priorities, growth plans, and workforce needs
- Translate business strategy into end-to-end talent system design, connecting performance, potential, development, succession, and mobility
- Lead the evolution from program-based delivery to a cohesive, scalable talent ecosystem that drives measurable business outcomes
- Talent Infrastructure & Career Architecture
- Architect and scale talent infrastructure aligned to strategic priorities, with particular focus on frontline and high-volume populations
- Lead the design and implementation of enterprise career architecture and progression pathways, enabling transparency, mobility, and capability building
- Align career pathing to workforce needs to strengthen attraction, engagement, retention, and internal mobility
- Ensure talent systems are practical, scalable, and embedded into day-to-day leadership practices
- Performance, Succession & Talent Outcomes
- Evolve performance management and talent assessment processes to better reflect business strategy and drive differentiated outcomes
- Strengthen leadership succession pipelines, ensuring depth, readiness, and alignment to future business needs
- Drive leader accountability for talent outcomes, including performance, development, engagement, and pipeline strength
- Embed clear performance and potential indicators to support consistent, objective talent decisions
- Integration of Inclusion into Talent Strategy
- Embed diversity and inclusion into core talent strategy and system design, ensuring inclusion is operationalized across all talent processes
- Architect talent practices that reduce bias in assessment, development, and advancement decisions
- Partner across the enterprise to ensure a culture of belonging is reinforced through talent practices and leadership behaviors
- Global & Matrix Leadership
- Lead, operate in a highly matrixed, global environment, including direct partnership with international regions (e.g., Europe and Australia)
- Drive broad talent management capability across the HR organization by embedding repeatable enablement and knowledge-sharing mechanisms across our talent processes and products
- Drive enterprise consistency in talent practices, while allowing for local market nuance and regulatory considerations
- Ensure strong alignment and execution across HR Operating Model - between Talent and Total Rewards COE, Strategic HR Business Partners, and Business Solutions Team delivering a cohesive and seamless talent experience globally
- Cross-Functional Leadership & Execution
- Partner closely with Strategic HR Business Leaders, Talent Acquisition, Learning & Organizational Development, and business leaders to ensure alignment between talent strategy and operational execution
- Lead large-scale change management efforts to embed new talent practices and ways of working
- Leverage talent analytics to inform strategy, measure impact, and continuously improve outcomes
- Influence senior leaders to adopt and role model inclusive, high-impact talent practices
- Leadership Expectations
- Think and operate at an enterprise level, balancing strategic vision with execution discipline
- Act as a systems architect, connecting talent processes into a unified, high-impact ecosystem
- Demonstrate strong change leadership, influencing across a complex, matrixed organization
- Build and lead a high-performing matrix team, elevating capability and driving accountability
- Model the company's values and leadership competencies, including leading inclusively and developing talent as a core leadership responsibility
- Knowledge, Skills & Experience
- Deep expertise in enterprise talent strategy, talent systems design, and organizational effectiveness
- Proven ability to link business strategy to talent outcomes and deliver measurable impact
- Strong experience embedding inclusive practices into talent processes at scale
- Demonstrated success leading global, matrixed initiatives across regions and functions
- Advanced capability in talent analytics and insight-driven decision-making
- Strong influencing and stakeholder management skills, including at the executive level
Job Qualifications - Bachelor's degree in Human Resources, Business, Organizational Psychology, or related field
- 10+ years of progressive experience in talent management, organizational development, or related fields
- Leadership experience with enterprise-level scope and impact
The expected Total Compensation for this role is $155,950 - $199,493 + annual bonus + equity. Individual compensation decisions are based on a variety of factors.
Job Benefits- Ski/Mountain Perks! Free passes for employees, employee discounted lift tickets for friends and family AND free ski lessons
- MORE employee discounts on lodging, food, gear, and mountain shuttles
- 401(k) Retirement Plan
- Employee Assistance Program
- Excellent training and professional development
Full Time roles are eligible for the above, plus:
- Health Insurance; Medical Insurance, Dental Insurance, and Vision Insurance plans (for eligible seasonal employees after working 500 hours)
- Free ski passes for dependents
- Critical Illness and Accident plans
Vail Resorts offers a 'Hybrid' work environment for Broomfield-based roles where employees must live within 50 miles of the Broomfield office and work on-site Tuesday, Wednesday, Thursday and have flexibility to work off-site on Mondays and Fridays.
Please note that the ability to work in person or off-site, and the particulars related to such work, are subject to change at any time; and, accordingly, the Company reserves the right to change its policies and/or require in-person/in-office work or off-site work at any time in its sole discretion.
