Sugar Bowl Resort
The Human Resources department, characterized by its highly seasonal nature, requires a skilled manager to oversee all functions encompassing the full employee lifecycle, from recruitment through separation. Primary responsibilities include administration of employee benefits, management of the UKG HRIS system, coordination of new hire orientations, oversight of workers’ compensation reporting, and leadership of employee relations investigations. The HR Manager will supervise front desk personnel, collaborate with all departments, and ensure the integrity and accuracy of all HR data. This position also holds a key role in maintaining strict compliance with regulatory requirements and organizational policies, while upholding the Resort’s commitment to providing a professional, respectful, and engaging employee experience.
Who you are
Five years or more H.R. management experience in a resort (prefer ski industry) setting
Strong work ethic
Excellent written and verbal communication skills
Extensive knowledge in
Benefit administration, including ACA requirements
401k administration
California Workers’ Compensation laws
California labor laws, particularly as applicable to the ski industry
Extensive experience in using HRIS systems to process employee data, generate reports, provide basic programming and ability to use various HRIS modules. Workforce Ready experience a PLUS
Attention to detail
Possess excellent “people skills”
Ability to work well with employees and managers at all levels to resolve employee issues and job‑related problems
WHAT’S UNIQUE ABOUT US?
We operate in a snowbound village in the winter. We sometimes transport our presentation materials via a sled that we pull (ourselves) across the resort.
We often must hike into our office, and we shovel out our own doorway during snowstorms. We are hardy and resilient.
Must LOVE snow
What you will do
Employee Operations, HR Systems & Performance Management
Lead the design and execution of core HR processes and systems across the entire employee lifecycle
Ensure HR compliance with all federal, state, and local labor laws
Manage HRIS data integrity, reporting, and integrations with Finance, IT, and Payroll
Oversee the organization’s performance management program including goal setting, feedback, evaluations, and coaching tools
Ensure consistent and high‑quality onboarding and offboarding practices
Build HR policies, service standards, and procedures that align with organizational values and promote accountability
Talent Acquisition (Full‑Cycle Recruitment & Workforce Planning)
Direct and optimize full‑cycle recruitment strategies across all departments and levels
Partner with department leaders to develop workforce plans aligned with business objectives
Drive inclusive sourcing strategies and employer branding to attract a diverse talent pipeline
Build and maintain recruiting metrics dashboards to monitor hiring performance and quality
Ensure a smooth and positive candidate experience from application through offer acceptance
Partner with Executive Director of HR & Risk on employment‑based immigration and visa processes (e.g., H-2B/O1, J1 Work and Travel Program)
Support employees and hiring managers through visa sponsorship timelines and requirements
Maintain tracking systems for visa expiration, renewals, and work authorization status
Employee Experience & Engagement
Develop and Lead engagement strategies such as surveys, feedback mechanisms, and action plans
Oversee programs focused on recognition, well‑being, internal communications, and belonging
Champion organizational values and culture across all stages of the employee journey
Plan and execute inclusive employee experiences and milestone celebrations
People Analytics & Strategic Initiatives
Develop and present data insights to leadership on turnover, hiring, performance, and engagement trends
Use analytics to drive evidence‑based improvements in people operations and experience design
Lead and contribute to organizational change initiatives and cross‑functional projects
Evaluate and implement HR technology solutions that improve efficiency and employee satisfaction
Leadership & Cross‑Functional Partnership
Lead, develop, and inspire a team across HR operations, recruiting, employee experience, and services
Collaborate with department leaders, Legal, Finance, Facilities, and IT to ensure people strategies are aligned with organizational goals
Provide strategic counsel to executive leadership on people trends, risks, and opportunities
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Who you are
Five years or more H.R. management experience in a resort (prefer ski industry) setting
Strong work ethic
Excellent written and verbal communication skills
Extensive knowledge in
Benefit administration, including ACA requirements
401k administration
California Workers’ Compensation laws
California labor laws, particularly as applicable to the ski industry
Extensive experience in using HRIS systems to process employee data, generate reports, provide basic programming and ability to use various HRIS modules. Workforce Ready experience a PLUS
Attention to detail
Possess excellent “people skills”
Ability to work well with employees and managers at all levels to resolve employee issues and job‑related problems
WHAT’S UNIQUE ABOUT US?
We operate in a snowbound village in the winter. We sometimes transport our presentation materials via a sled that we pull (ourselves) across the resort.
We often must hike into our office, and we shovel out our own doorway during snowstorms. We are hardy and resilient.
Must LOVE snow
What you will do
Employee Operations, HR Systems & Performance Management
Lead the design and execution of core HR processes and systems across the entire employee lifecycle
Ensure HR compliance with all federal, state, and local labor laws
Manage HRIS data integrity, reporting, and integrations with Finance, IT, and Payroll
Oversee the organization’s performance management program including goal setting, feedback, evaluations, and coaching tools
Ensure consistent and high‑quality onboarding and offboarding practices
Build HR policies, service standards, and procedures that align with organizational values and promote accountability
Talent Acquisition (Full‑Cycle Recruitment & Workforce Planning)
Direct and optimize full‑cycle recruitment strategies across all departments and levels
Partner with department leaders to develop workforce plans aligned with business objectives
Drive inclusive sourcing strategies and employer branding to attract a diverse talent pipeline
Build and maintain recruiting metrics dashboards to monitor hiring performance and quality
Ensure a smooth and positive candidate experience from application through offer acceptance
Partner with Executive Director of HR & Risk on employment‑based immigration and visa processes (e.g., H-2B/O1, J1 Work and Travel Program)
Support employees and hiring managers through visa sponsorship timelines and requirements
Maintain tracking systems for visa expiration, renewals, and work authorization status
Employee Experience & Engagement
Develop and Lead engagement strategies such as surveys, feedback mechanisms, and action plans
Oversee programs focused on recognition, well‑being, internal communications, and belonging
Champion organizational values and culture across all stages of the employee journey
Plan and execute inclusive employee experiences and milestone celebrations
People Analytics & Strategic Initiatives
Develop and present data insights to leadership on turnover, hiring, performance, and engagement trends
Use analytics to drive evidence‑based improvements in people operations and experience design
Lead and contribute to organizational change initiatives and cross‑functional projects
Evaluate and implement HR technology solutions that improve efficiency and employee satisfaction
Leadership & Cross‑Functional Partnership
Lead, develop, and inspire a team across HR operations, recruiting, employee experience, and services
Collaborate with department leaders, Legal, Finance, Facilities, and IT to ensure people strategies are aligned with organizational goals
Provide strategic counsel to executive leadership on people trends, risks, and opportunities
#J-18808-Ljbffr