The Vice President of Human Resources provides executive-level leadership and guidance to the organizations HR operations. This position will play a critical role in shaping and executing our people strategy to support Solitude’s continued growth. The role will lead the development and implementation of HR initiatives and programs that align with our business objectives, foster a high-performance culture, and attract, retain, and develop top talent.
DUTIES AND RESPONSIBILITIES
Strategic HR Leadership
- Align HR Strategy with Business Goals: Develop and execute HR strategies that directly support and advance our business objectives. The VP will collaborate with Solitude’s Senior Leadership Team to integrate HR practices into the resort’s overall strategic plan.
- Workforce Planning: Lead strategic workforce planning to ensure the resort has the right talent to meet current and future business needs. Use a data-driven approach to drive talent management.
Change Management
- Lead Organizational Change: Act as a change agent to guide the resort through ongoing transformations, ensuring smooth transitions and minimal disruptions to our operations and to our staff experience. Develop and implement change management strategies to support the resort’s growth and enhance operational efficiency.
- Innovation in HR Practices: Continuously seek out and implement innovative HR practices to improve efficiency, employee engagement, and organizational effectiveness.
Culture and Employee Engagement
- Enhance Organizational Culture: Foster a strong, inclusive, and high-performance culture that aligns with Solitude’s values and goals. Implement initiatives that promote employee engagement, satisfaction, and retention. Diversity and Inclusion: Champion diversity, equity, and inclusion initiatives to create a diverse and welcoming workplace for all our staff.
Leadership Development
- Develop a Strong Leadership Pipeline: Identify and develop our future leaders within the resort. Collaborate with Alterra’s center of excellence to implement leadership development programs that will build a strong leadership pipeline.
- Coaching: Provide coaching and mentoring to our leaders and managers, helping them to develop and refine their leadership skills.
Performance Management
- Drive Performance: Ensure that our performance management system aligns individual performance with Solitude’s goals. Partner with functional leaders to establish clear metrics and KPIs.
- Reward and Recognition: Design and manage competitive compensation and benefits programs that attract, motivate, and retain top talent. Develop recognition programs that celebrate our staff’s achievements and contributions.
Operational Excellence
- HR Operations: Oversee the HR department’s daily operations, ensuring compliance with all relevant laws and regulations. Continuously improve HR processes and systems to enhance efficiency and service delivery.
- Budget Management: Develop and manage the HR budget, ensuring the effective allocation of resources to support strategic priorities.
ADDITIONAL RESPONSIBILITIES
Leadership and Management
- Partner with Senior Leadership Team to lead and further develop a best-in-class People function that is strategically aligned with and unique to Solitude’s mission and operating principles.
- Build upon and lead processes and routines to drive effective People team-wide communication, planning and collaboration; processes and routines include leadership team meetings, team-wide meetings, and goal setting. Ensure a high level of accountability and a performance-driven team culture.
- Collaborate with other departments, such as Operations, Marketing, Lodging, etc. to ensure that HR strategies align with overall business objectives in the ski resort context.
- Ensure a safe and healthy work environment for all employees, which is particularly important in the ski resort industry where safety is a top priority.
Strategy
- Identify opportunities for improvement across the People function’s scope of responsibility; recommend and implement solutions in areas including but not limited to the redesign and execution of comprehensive performance management, titling, promotion, and compensation strategy in partnership with an emphasis on scalable and efficient processes.
- Develop and implement HR policies and procedures that are specific to the ski resort industry and align with the company's goals and values.
- Collect, monitor, analyze and report on data pertaining to all facets of the employee life cycle.
Organizational Development
- Create and maintain a strong company culture that reflects the unique values and lifestyle associated with the ski resort industry.
- Develop and implement employee retention strategies that consider the seasonal nature of the business and the challenges of retaining top talent in the ski resort industry.
- Oversee the design and implementation of scalable, measurable ways to engage our team members from first application to onboarding, growth, and departures.
- Oversee our onboarding strategy, resulting in best-in-class, constantly evolving onboarding experiences that will allow us to quickly, effectively, and reliably scale.
- Innovate around our organizational approach to growth, constantly search for scalable ways to empower our employees and invest in their development aligned to topline organizational goals and vision.
- Ensure continued compliance with relevant HR laws and regulations.
- Serve as the People function subject matter expert, supporting senior leaders across the organization with issues including employee relations, organizational structure, career pathways and promotion policies.
- Oversee the implementation of a talent acquisition strategy that allows us to continue growing rapidly to meet organizational growth targets, with an emphasis on identifying and recruiting best-in-class teammates, employer branding as a choice employer and establishing diverse pipelines and hires.
- Responsibility to oversee, lead, and mentor the HR Team currently comprised of an HR Manager, Payroll Manager, an HR Specialist and Recruiting Specialist.
SPECIFIC JOB REQUIREMENTS
- Excellent verbal and written communication skills
- Excellent interpersonal and conflict resolution skills
- Excellent organizational skills and attention to detail
- SHRM-SCP or SHRM-CP, and/or SPHR or PHR certifications a plus
- Strong analytical and problem-solving skills
- Strong supervisory and leadership skills
- Thorough knowledge of employment-related laws and regulations
- Knowledge of and experience with varied human resource information systems (Workday a plus)
- Proficient with Microsoft Office Suite or related software
- Active affiliation with HR organizations and ongoing community involvement preferred.
EDUCATION AND EXPERIENCE
- Experience: Minimum of 8+ years of progressive HR leadership experience, with a track record of aligning HR strategies with business objectives and leading organizational change. 5+ years leading an HR function or equivalent focused on continuous improvement and process focusing on critical issues and balance and respond to competing short-term and long-term priorities.
- Education: Bachelor’s degree in business, psychology, or a related field; master’s degree and HR certifications are nice to have. SHRM-SCP or SHRM-CP, and/or SPHR or PHR certifications a plus.
- Active affiliation with HR organizations and ongoing community involvement preferred.
- Cultural Fit: A visionary leader with a passion for fostering a positive and inclusive workplace culture.
- Skills: Strong strategic thinking, leadership, and change management skills. Excellent communication (including written and verbal, excellent presenting, and public speaking skills) and EQ/interpersonal abilities. Proficiency in analytics and technology.
- Proven experience with seasonal hiring practices and workforce management (ski industry preferred)
- Strong leadership skills with the ability to teach, coach, inspire and motivate cross-functional teams.
- Expert knowledge in HR service delivery, HR policies, and compliance processes
- Strong understanding of how to navigate both strategic and tactical aspects of the position (rolling up your sleeves when necessary and delegating where appropriate)
- Ability to positively influence stakeholders, with outstanding verbal and written communication skills.
- Strong ability to handle highly confidential information with discretion and maturity.
- Ability to thrive in a fast-paced, dynamic environment and manage multiple priorities effectively.
- Excellent time management skills with a proven ability to meet deadlines.
- Ability to maintain a broad view of the business, demonstrating strong diagnostic, problem solving and analytical skills, delivering solutions that balance individual/overall company needs.
- Experience in leading Training and Development Programs
- Specialized knowledge in employment law, talent acquisition, employee relations, training, HR technology and performance management is highly desired.
- Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
- Demonstrated ability to manage projects and lead change across the organization.
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