Our mission is to create the Experience of a Lifetime for our employees, so they can, in turn, create the Experience of a Lifetime for our guests. We own and operate the most renowned destination resorts in the world as well as regional and local ski areas outside major cities, and connect them all through one unrivaled network. We are looking for ambitious leaders, innovators and creators to join our talented team. If you’re ready to pursue your fullest potential, we want to get to know you!

Candidates for year-round positions are reviewed on a rolling basis. Applications will be accepted up to 90 days after the posting date, or until the position is filled (whichever is first).

Job Summary:

The Senior Director, Labor Relations is accountable for the execution and ongoing advancement of a data‑driven, multi‑year labor roadmap, leading cross‑functional alignment in support of the organization’s proactive labor relations strategy. The role integrates business priorities, legal requirements, and employee experience outcomes to foster a positive, engaging, and high‑performance workplace culture. To enable strategic alignment and decisive action, the Senior Director facilitates and leads an enterprise executive labor relations steering committee that establishes organizational labor priorities. Serving as a strategic advisor to senior leadership and a business partner to resort operations leaders, the role cultivates collaborative relationships across union and non‑union environments, including with union representatives and members, while overseeing labor relations operations and sustained follow‑through across all employee groups.

Job Specifications:

• Starting Wage: $175,000 - $195,000 + annual bonus + equity
• Employment Type: Year Round
• Shift Type: Full Time hours
• Minimum Age: At least 18 years of age
• Housing Availability: No

Job Responsibilities:

Enterprise-wide Labor Relations Strategy & Leadership

• Lead the cross-functional enterprise team responsible for identifying, planning, executing and continuously improving the proactive labor relations strategies aligned with business objectives.
• Build and maintain a positive, engaging workplace culture that enhances employee experience, minimizes conflict and strengthens organization performance. Partner with senior leadership, HR teams and legal counsel to identify and address workplace trends, ensuring a collaborative and high-accountability environment.
• Analyze employee feedback, workforce data, and labor trends to proactively address potential concerns before they escalate.
• Use data-driven forecasting to identify potential shifts in dynamics and develop preemptive mitigation strategies.
• Partner with HR business leaders and resort operations leaders to assess and enhance leadership capability to lead effectively in both non-unionized and unionized environments.

Collective Bargaining and Contract Management

• Partner with Legal on enterprise bargaining strategy, supporting bargaining by assessing organizational readiness, synthesizing workforce and operational data, aligning negotiation posture to business priorities and the proactive labor relations strategy, and potentially participating in bargaining.
• Enable bargaining teams by coordinating inputs across HR, Operations, Finance, and Communications to ensure data, resources, and decision frameworks are aligned before and during negotiations.
• Serve as the enterprise integrator for labor relations workstreams during proactive reviews and active bargaining, connecting Legal‑led negotiations to the HR operating model, field support, and PLR priorities.
• Oversee contract administration governance, ensuring collective bargaining agreements are interpreted and applied consistently through clear standards, tools, and field guidance.
• Partner with Legal and Operations on grievances and arbitration, aligning legal strategy, labor risk management, and operational considerations, and supporting preparation and follow‑through.
• Maintain enterprise visibility and tracking for contract‑related activity—including grievances, arbitration, and work stoppage risk—to support disciplined escalation and decision‑making.
• Support work stoppage readiness by partnering with Legal and Operations to integrate contingency planning into enterprise labor risk management and business continuity efforts.

Resort Business Partnership

• Take a consultative, solutions-oriented business partner approach to labor relations by building strong relationships with field operations leaders and HR partners.
• Provide practical guidance that balances operational needs with contract requirements, compliance obligations, and labor management

Executive Steering Committee Leadership

• Facilitate an executive labor steering committee to ensure strategic alignment on labor priorities, risks, and mitigation plans.
• Prepare executive-level materials and insights, and drive accountability and follow-through on aligned actions.

Job Requirements:

• Bachelor’s degree in Human Resources, Labor Relations, Law, or a related field.
• Minimum 8 years of progressive experience and demonstrated effectiveness in integrated talent and business strategy development and execution with direct accountability to labor relations, preferably in a multi-union environment with both non-union and union workforces.
• Proven experience in negotiating collective bargaining agreements and managing union relationships; arbitration advocacy experience preferred.
• Strong business acumen, analytical skills and problem-solving abilities.
• Demonstrated success operating as a trusted advisor and partner to field operations leaders in a collaborative labor relations environment.

Role Expectations

• Proactive, execution-focused labor relations leader
• Strong business partnership mindset with operations orientation
• Collaborative and credible with union and management stakeholders
• Data-driven, risk-aware decision maker
• Effective facilitator with executive presence

The expected Total Compensation for this role is $175,000 - $195,000 + 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 where employees living within 50 miles of the Broomfield office work on-site Tuesday, Wednesday, Thursday and have flexibility to work off-site on Mondays and Fridays. Employees living outside of a commutable distance can work remotely from British Columbia, Washington D.C., and the 16 U.S. states* in which we currently operate. This includes: California, Colorado, Indiana, Michigan, Minnesota, Missouri, New Hampshire, New York, Nevada, Ohio, Pennsylvania, Utah, Vermont, Washington State, Wisconsin, and Wyoming.

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.

In completing this application, and when submitting related documentation, applicants may redact information that identifies their age, date of birth, and/or dates of attendance at or graduation from an educational institution.

We follow all federal, state, and local laws including restrictions on child/minor labor. Minors hired into this position will not be asked or permitted to engage in any activities restricted to adult workers.

Vail Resorts is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability, protected veteran status or any other status protected by applicable law.

Requisition ID 514244
Reference Date: 04/09/2026
Job Code Function: Talent Development