Human Resources Business Partner (HRBP)

Location: Salt Lake City, Utah

Snowbird is situated in the middle of the Wasatch Mountain Range and is not only home to awe-inspiring views and mighty terrain, it is also home to employees equally as remarkable. Snowbird is continually looking for the best, those who share a passion for these mountains and the outdoors. Snowbird is a unique resort with distinct summer and winter seasons and offers full-time, part-time and seasonal positions.

Job Title: Human Resources Business Partner (HRBP) 

Location: Snowbird Resort  
Work Location: Onsite Snowbird Center, Utah 
Department: Human Resources 
Reports To: Sr. Director of Human Resources 
Status: Full-Time, Regular -Exempt 
 

Job Summary: 

The Human Resources Business Partner (HRBP) will serve as a strategic leader within the Human Resources department at Snowbird, focusing on leadership development, building business acumen within our leaders, and driving a positive culture and employee experience across the organization. This individual will work closely with management and leadership teams to provide data-driven insights, support workforce strategies, and strengthen the overall organization through talent management, training, and business alignment. The HRBP will serve as a key advisor on all HR-related matters, ensuring that HR initiatives are aligned with business goals and objectives while also fostering a high-performance, inclusive, and adaptable workforce. 

WHAT YOU’LL DO 

• Leadership Development: Drive the development and growth within Snowbird by partnering with division and department leaders to implement and execute onboarding manager training and leader development within assigned divisions. Ensure leadership is equipped to foster a high-performance culture and engage employees. 

• Culture and Employee Experience: Champion a positive, inclusive, and engaging workplace culture that aligns with Snowbird’s values and mission. Collaborate with leadership to enhance the employee experience through engagement surveys, feedback, and initiatives that improve retention and morale. 

• Business Strategy and Workforce Planning: Provide strategic input to senior leadership on workforce needs, talent gaps, and succession planning. Use HR data and analytics to drive decisions that optimize workforce efficiency and align with business goals. Partner with leaders to define and implement workforce strategies that meet both short-term and long-term objectives. 

• Data-Driven Decision Making: Tap into available HR metrics and workforce data to analyze trends, identify areas for improvement, and provide recommendations for HR initiatives. Prepare regular reports on workforce performance, employee engagement, turnover, and other key performance indicators. 

• Training and Development: Partner with leaders to identify skill gaps and training needs. Develop and implement training programs that drive the development of employees and build organizational capabilities. Ensure all employees have access to ongoing development opportunities. 

• Talent Management: Manage the recruitment and retention strategies for assigned business areas. Work closely with hiring managers to define job descriptions, recruitment strategies, and selection processes. Support managers in onboarding and retaining top talent.  Work with the Recruiting Manager and Recruiters to hire and re