Senior Director, 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 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 ma