VP, Strategic HR Business Lead

The Vice President, Strategic HR Business Leader is a senior enterprise HR executive responsible for partnering with Executive Committee (EC) leaders and their senior teams to design and drive the integrated business and talent strategies that enable Vail Resorts’ most critical priorities. You will lead the Integrated Business and Talent Planning process, ensuring alignment of HR capabilities to high-impact business opportunities and partnering across the new HR operating model — including agile HR Business Solutions teams, Centers of Excellence (COEs), and Global Shared Services (GSS) — to deliver transformative outcomes. This role is accountable for talent and organization strategy across multiple SG&A functions in North America led by EC leaders, delivering scalable people solutions while stewarding the Vail Resorts culture and employee experience.

Job Responsibilities: 

• As part of the overall responsibility for the culture and engagement of SG&A across North America, key stakeholders for this role will include the following EC leaders:
  • Chief Marketing Officer, responsible for leading the way in driving growth in advance commitment, visitation, and ancillary capture that generates Vail Resorts’ revenue with senior leadership teams responsible for
    • Advance Commitment and Season Pass Marketing
    • Ancillary Marketing
    • Destination and Resort Marketing
    • Enterprise Analytics
    • Omnichannel Marketing and Go-to-Market
    • Digital Marketing
    • Epic Brand and Creative Services
  • General Counsel/Legal and Chief Public Affairs Officer, which operates as an Enterprise Risk Management function responsible for providing integrated risk intelligence that fuels growth at scale, and includes teams responsible for
    • Legal
    • Environmental Health & Safety
    • Corporate Compliance
    • Internal Audit
    • Communications
    • Government and Community Relations
    • Environmental and Social Responsibility
  • HR Senior Leadership Team, responsible for operationalizing the HR Operating Model where the integrated business and talent strategy set the HR agenda and deployment of resources across the dynamic business needs both within the annual planning cycle and as priorities emerged based on business impact. The leadership team includes:
    • Strategic HR Business Leaders
    • Business Solutions Team
    • HR Service Delivery and Shared Services
    • Integrated Talent and Organizational Capabilities
    • Total Rewards 
    • Labor Relations
• Build and oversee long-term, data-driven, customer-centric HR strategies and programs that positively affect employee experience, talent and leadership pipeline health, organization effectiveness and the company’s strategic and financial goals.
• Act as strategic talent advisor to corporate business leaders at the Executive Committee and Senior Leader levels.
• Lead ongoing deployment of Vail Resorts’ HR programs, processes, and tools across corporate functions and workforces including leadership development, team and organization effectiveness, talent and succession management, performance management, and employee engagement, utilizing state of the art methodologies and delivery methods.

Consulting and change management: 

• Consult with leadership regarding talent and business performance opportunities and solutions, including integrations of newly acquired businesses and large-scale transformational change programs.
• Champion and lead large-scale leadership and culture change programs to achieve business goals.

Stewarding Vail Resorts’ culture: 

• Champion Vail Resorts’ culture and core values as deployed throughout the employee experience.
• Working with business leaders, optimize the employee value proposition to achieve high performance and build a sustainable pipeline of high potential leaders.
• Hold leaders accountable to creating environments in which diverse individuals and groups feel welcome, have equal access to opportunities and resources, and are treated fairly and respectfully. 

Job Requirements: 

• Bachelors degree required, MBA preferred.
• Strategic HR Leadership: 12-15 years of progressive HR leadership experience at a customer-oriented organization. Technical HR acumen with a track record of success enabling P&L and functional leaders in capacity as HR partner to senior executive leadership. 
• Analytical Orientation: Proven analytical decision-making skills supporting a holistic approach to developing people and organizations. Able to assess processes and outcomes by establishing solid metrics of performance.
• Business and Financial Acumen: Commercial acumen and demonstrated ability to connect business and talent strategies. History of offering ROI-driven perspectives on the business 

Leadership Attributes: 

• A brave, ambitious, and passionate leader who is comfortable in his/her own skin while also demonstrating a high level of emotional intelligence and self-awareness. Strong emotional intelligence to engage and influence a wide variety of stakeholders.
• Demonstrates solid knowledge of HR disciplines by executing flawlessly on HR fundamentals and introducing HR best practices.
• Inspirational coach, leader, colleague, and culture champion within the company.
• Experienced team leader who continuously aligns team priorities, holds team members accountable to achieve their best performance, and coaches team members to grow and develop.
• A skilled communicator and relationship builder who takes a global perspective and is able to connect with all levels and areas of the organization around the world.
• Able to engender trust and respect quickly as an organizational leader who encourages autonomous leadership in her/his team and direct reports. A strong capability builder at both the organizational level as well as the individual level.
• Performance-driven and change-oriented leader who shows ingenuity and fortitude in overcoming obstacles to achieve a bigger impact in an increasingly complex business environment and competitive marketplace.
• Strong learning agility. Enjoys and excels in environments where he/she must tackle and solve new and increasingly complex strategic business challenges and issues—incorporating the newest ideas, technologies, and approaches to HR.
• Globally minded: Global citizen with strong cross-cultural awareness.
• Collaborative Relationship-builder: Able to build deep relationships with key internal and external stakeholders and work closely with and earn the respect of teams.
• Customer-focused: Passionate about the employee and guest experience and how to deliver “the experience of a lifetime” to all.
• Credible businessperson who will be perceived as a trusted consultant and functional expert to senior management. Must be an influential advisor, bold and courageous, with the ability to constructively challenge and hold others accountable.
• Global Change Expertise: Visionary and strategic thought leader with a pragmatic approach to stakeholder alignment and large-scale change.
• Diversity & Inclusion Expertise: Skillful champion and influencer of cultural shifts that create diverse, equitable, and inclusive outcomes.
• Resourceful and hands-on: Energetic, resourceful, and hands-on; able to operate effectively with minimal direction and pursues objectives and works to deliver against goals relentlessly. Able to get to the heart of issues rapidly and act decisively.
• Results-driven: Sets ambitious goals and demonstrates leadership agility to take wise and effective action amid complex and rapidly changing conditions to deliver commitments on time, every time; has a genuine passion for high quality outcomes.