Senior Manager, Proactive Labor Relations

 

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 Manager, Proactive Labor Relations oversees the labor relations management system in service of the organization’s proactive labor relations strategy, ensuring disciplined, consistent execution across the enterprise. This role is accountable for governance of core labor relations processes so that collective bargaining agreements are administered accurately, grievances are addressed effectively, shifts in the broader environment are identified early, and the business is supported to drive proactive, constructive engagement with employees and union partners. As needed based on business priorities and resourcing, the role may also lead or support collective bargaining negotiations or labor campaigns. 

 

Working in close partnership with the Senior Director of Labor Relations, the HR team, and legal and business stakeholders, this role operationalizes enterprise labor priorities by integrating business needs, legal requirements, and employee experience considerations into day-to-day labor relations processes. Through strong system oversight, visibility, and follow-up, the role supports a positive, engaging workplace culture while minimizing disruption and supporting sustained business performance.

 

Job Specifications:

• Starting Wage: $130,000 - $140,000 + annual bonus
• Employment Type: Year Round 
• Shift Type: Full Time hours
• Minimum Age: At least 18 years of age 
• Housing Availability: No  

 

Job Responsibilities;

• Labor Relations System Governance
  • Oversee the execution and ongoing effectiveness of labor relations management processes, including contract administration, grievance management, labor risk tracking, issue escalation, and as needed, contract negotiation and responses to union campaigns.
  • Ensure collective bargaining agreements are interpreted and applied consistently across resorts, regions, and functions.
    
  • Maintain clear governance, roles, and expectations for labor relations processes to support consistent execution at scale.
  • Identify opportunities to strengthen labor relations infrastructure, tools, and standard operating procedures.
• Grievance & Issue Management Oversight
  • Ensure grievances are assessed, investigated, and responded to in a timely, thorough, and consistent manner.
  • Provide guidance and structure to HR and operational leaders on grievance handling, documentation, and resolution approaches.
  • Under the direction of the Senior Director of Labor Relations, and in coordination with Legal Counsel, support arbitration preparation, case strategy, and follow through.
  • Monitor grievance activity and outcomes to identify trends, root causes, and opportunities for proactive intervention.
• Labor Risk Identification & Mitigation
  • Identify emerging labor risks through management collaboration, analysis of grievance data, workforce trends, operational changes, and employee feedback.
  • Support development and execution of mitigation strategies to address risks before and as they escalate.
  • Support labor continuity and contingency planning, as appropriate.
• Business & Field Enablement
  • Support field leaders by providing structured labor relations guidance aligned to enterprise strategy.
  • Assist leaders in navigating labor considerations related to operational decisions, workforce changes, and employee engagement efforts.
  • Enable proactive engagement with union partners by supporting preparation, issue tracking, and follow up.
  • Reinforce consistent labor relations practices across locations while recognizi