Description

SUMMARY

The Vice President of Human Resources (VP of HR) is a key member of the executive leadership team responsible for developing and executing the organization's people strategy in alignment with business objectives. As the senior HR leader, the VP of HR serves as a strategic advisor to the General Manager and Senior Staff team, driving organizational effectiveness, workforce planning, leadership development, culture, and talent strategies that enable sustainable growth and business performance.

This role leads the development of scalable people practices, organizational design initiatives, succession planning, and change management strategies while ensuring the organization attracts, develops, and retains high-performing talent. The VP of HR is accountable for creating a workplace culture that supports employee engagement, operational excellence, innovation, and long-term organizational success.

BENEFITS & PERKS

• Generous PTO Package
• Competitive Medical, Dental, Vision, & Life Insurance
• 401(k) with Employer match following one year of service
• Employee Winter/Summer Season Pass and Dependent Passes
• Reciprocal Skiing/ Mountain Biking at Area Resorts (Jackson Hole, Big Sky, Whitefish, Bridger Bowl, Snow King, Brighton)
• Free Buddy Ski/Lift Passes
• Food and Beverage Discounts
• Free Employee Shuttle
• Skiing/Mountain Biking Lessons
• Retail and Rental Discounts & Freebies
• Lodging Discounts
• Child Care and Summer Camp Discounts
• Discounted Whitewater Rafting and Other Off-Site Activities
• Off Mountain in Town Discounts at Retailers, Restaurants, Climbing Gym and more!

ESSENTIAL DUTIES AND RESPONSIBILITIES including the following. Other duties may be assigned.

Executive Leadership & Business Partnership

1. Serve as a member of the Senior Staff team, contributing to organizational strategy, business planning, and enterprise decision-making.

1. Partner closely with the General Manager and senior leadership to align talent and organizational strategies with business objectives.

1. Provide executive coaching and guidance to leaders on organizational effectiveness, leadership capability, workforce planning, and change management.

1. Act as a trusted advisor on complex people, culture, and organizational challenges.

Organizational Strategy & Design

1. Develop and execute a comprehensive people strategy that supports organizational growth, transformation, and long-term business success.

1. Lead organizational design initiatives to ensure structures, roles, capabilities, and operating models support strategic objectives.

1. Lead organizational design and workforce planning initiatives that strengthen organizational effectiveness, productivity, and future talent readiness.

Talent & Leadership Strategy

1. Lead enterprise talent management, succession planning, leadership development, and talent assessment initiatives to build a strong leadership pipeline and ensure organizational readiness for future growth

1. Oversee talent acquisition strategy to attract, recruit, and retain top talent in competitive markets. Serve as a coach and expert facilitator of the selection and interviewing process, ensuring Equal Employment Opportunity.

1. Champion learning and development initiatives that strengthen leadership capabilities and employee growth.

Culture, Engagement & Employee Experience

1. Foster a high-performing, inclusive, and values-driven culture that supports employee engagement and business success.

1. Lead initiatives that enhance employee experience, engagement, retention, and inclusion while strengthening organizational commitment and culture.

1. Ensure effective employee relations practices that promote trust, accountability, and a positive work environment.

Total Rewards & Workforce Programs

1. Provide strategic oversight of compensation, benefits, and total rewards programs to ensure competitiveness, equity, and alignment with business objectives.

1. Evaluate compensation, incentive, and workforce programs to support talent attraction, retention, performance, and organizational objectives.

Change Leadership & Organizational Transformation

1. Lead people-related aspects of organizational growth, transformation, restructuring, and change initiatives.

1. Develop strategies that support business agility and organizational resilience.

1. Guide leaders through periods of change while maintaining employee engagement and productivity.

Risk Management, Compliance & Governance

1. Develop and execute strategies to identify, assess, and mitigate workforce, leadership, operational, and organizational risks.

1. Partner with the General Manager and senior leadership to proactively address risks related to talent availability, succession readiness, employee relations, workforce planning, and organizational change.

1. Manage the Worker's Compensation program with regards to claims, time loss, return to work programs, monthly review of claims and yearly renewal. This includes acting as primary contact for worker's comp hearings and mediation.

1. Ensure the organization maintains effective policies, governance frameworks, and internal controls that support business objectives and mitigate organizational risk.

1. Lead efforts to minimize legal, regulatory, and reputational risks associated with employment practices, workplace conduct, and people-related business decisions.

1. Oversee and execute employee relations, investigations, coaching, and conflict resolution practices that protect organizational integrity and foster a positive workplace culture.

1. Monitor emerging workforce trends, labor market conditions, and regulatory developments to proactively identify and address potential business impacts.

1. Develop organizational resilience strategies that support business continuity, workforce stability, and long-term organizational effectiveness.

1. Ensure compliance with all applicable federal, state, and local employment laws, regulations, and reporting requirements.

1. Evaluate and optimize crisis response and workforce contingency planning practices to support organizational preparedness during periods of disruption or change.

HR Operations, Analytics & Technology

1. Prepare and lead HR analytics, reporting, and workforce metrics initiatives to identify trends, inform strategic decisions, and drive organizational improvement.

1. Drive continuous improvement and modernization of HR technologies and processes.

Leadership of the HR Function

1. Maintain a thorough understanding of all positions within the Human Resources and Employee Housing functions, including both direct and indirect reporting relationships, and provide hands-on operational support during peak workload periods, staffing shortages, organizational transitions, or other critical business needs to ensure continuity of service and achievement of organizational objectives.

1. Build, develop, and lead a high-performing HR leadership team.
   Establish departmental priorities and ensure alignment with organizational objectives.

1. Lead the strategic oversight of employee housing operations and programs, including long-range planning, policy development, occupancy strategy, budget stewardship, and alignment with workforce recruitment and retention goals.

1. Oversee HR budgets, resource planning, and strategic investments in people programs.

RESPONSIBILITIES TO SAFETY:

1. Protect the safety of self, workers, and Grand Targhee Resort guests.

1. Report any potentially harmful equipment or situations to the immediate supervisor without delay.

1. Report safety-related accidents and incidents at once to immediate supervisor.

1. Follow all company and department safety policies and procedures as outlined in the Resort's Occupational Safety & Health Compliance Manual and department-specific procedures or manuals.

1. Operate equipment safely so that it will not lead to injury to yourself or others.

1. Drive in accordance with the law and Grand Targhee Resort policies.

SUPERVISORY RESPONSIBILITIES

Directly Supervises the Senior HR Manager & Employee Housing Manager. Indirectly supervises HR Generalist & HR/Employee Housing Coordinator.

• Recruits, interviews, hires, and trains new staff in the department.

• Oversees the daily workflow of the department.

• Provides constructive and timely performance evaluations.

WORK SCHEDULE

Due to the nature of the recreation industry, we are in operation seven days a week. This includes weekends and holidays. Flexible working hours may be required based on the business levels. This position typically works at least one weekend day.

EDUCATION and/or EXPERIENCE

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.

• 8+ years of progressive HR leadership experience, including senior leadership or executive-level responsibilities.

• Previous hospitality or resort experience preferred.

• HR credential such as SHRM-CP, SHRM-SCP or PHR strongly preferred.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Demonstrated success partnering with executive leadership teams to drive business results through people strategies.

• Significant experience leading organizational change, workforce planning, talent management, leadership development, and organizational effectiveness initiatives.

• Thorough knowledge of employment law, organizational development, compensation, employee relations, and talent strategy.

• Proven ability to influence senior leaders and drive enterprise-wide initiatives.

• Excellent interpersonal, negotiation, and conflict resolution skills.

• Ability to act with uncompromising integrity, professionalism, and confidentiality.

• Proficient with Microsoft Office Suite or related software.

• Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems.

• Diverse and in-depth knowledge of all HR disciplines.

• Must have a passion for guest service and working with all levels of employees.

MATHEMATICAL SKILLS

Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Able to accurately read and make measurements.

LANGUAGE SKILLS

Ability to read and comprehend simple instructions, short correspondence, and memos. Ability to write simple correspondence. Ability to effectively present information in one-on-one and small group situations to customers, clients, and other employees of the organization. Excellent verbal communication skills. Ability to read, understand and interpret employment and safety-related law.

REASONING ABILITY

Ability to carry out detailed but uninvolved written or verbal instructions. Ability to deal with problems involving a few concrete variables in standardized situations.

OTHER SKILLS AND ABILITIES

Must work under pressure and meet deadlines. Flexible working hours, including weekends and holidays. Must be able to deal with confidential materials and information professionally. Must be well organized, self-motivated and detail oriented.

PHYSICAL DEMANDS

The physical demands and work environment described here are representative of those that must be met and may be encountered by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to sit and talk or listen. The employee frequently is required to use hands to finger, handle, or feel. The employee is occasionally required to stand; walk; reach with hands and arms; climb or balance; and stoop, kneel, crouch, or crawl. The employee may occasionally lift and/or move up to 50 pounds. Specific vision abilities required by this job include close vision, and ability to adjust focus.

WORK ENVIRONMENT

While performing the duties of this job, the employee is occasionally exposed to outside weather conditions. The noise level in the work environment is usually moderate.