employee relations director

Vail Resorts

<div>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&rsquo;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&rsquo;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.<div> 
Job Specifications:
</div><div><ul><li>Starting Wage: $175,000 - $195,000 + annual bonus + equity
</li><li>Employment Type: Year Round
</li><li>Shift Type: Full Time hours</li><li>
Minimum Age: At least 18 years of age
</li><li>Housing Availability: No</li></ul> 
Job Responsibilities:<h4 class="jobSectionHeader">
Enterprise-wide Labor Relations Strategy &amp; Leadership</h4><ul><li>
Lead the cross-functional enterprise team responsible for identifying, planning, executing and continuously improving the proactive labor relations strategies aligned with business objectives.</li><li>
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.</li><li>
Analyze employee feedback, workforce data, and labor trends to proactively address potential concerns before they escalate.</li><li>
Use data-driven forecasting to identify potential shifts in dynamics and develop preemptive mitigation strategies.</li><li>
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.</li></ul><h4 class="jobSectionHeader">
Collective Bargaining and Contract Management</h4><ul><li>
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.</li><li>
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.</li><li>
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.</li><li>
Oversee contract administration governance, ensuring collective bargaining agreements are interpreted and applied consistently through clear standards, tools, and field guidance.</li><li>
Partner with Legal and Operations on grievances and arbitration, aligning legal strategy, labor risk management, and operational considerations, and supporting preparation and follow‑through.</li><li>
Maintain enterprise visibility and tracking for contract‑related activity&mdash;including grievances, arbitration, and work stoppage risk&mdash;to support disciplined escalation and decision‑making.</li><li>
Support work stoppage readiness by partnering with Legal and Operations to integrate contingency planning into enterprise labor risk management and business continuity efforts.</li></ul><h4 class="jobSectionHeader">
Resort Business Partnership</h4><ul><li>
Take a consultative, solutions-oriented business partner approach to labor relations by building strong relationships with field operations leaders and HR partners.</li><li>
Provide practical guidance that balances operational needs with contract requirements, compliance obligations, and labor management</li></ul><h4 class="jobSectionHeader">
Executive Steering Committee Leadership</h4><ul><li>
Facilitate an executive labor steering committee to ensure strategic alignment on labor priorities, risks, and mitigation plans.</li><li>
Prepare executive-level materials and insights, and drive accountability and follow-through on aligned actions.</li></ul><div><h3 class="jobSectionHeader">
</h3><h3 class="jobSectionHeader">
Job Requirements:</h3></div><ul><li>
Bachelor&rsquo;s degree in Human Resources, Labor Relations, Law, or a related field.</li><li>
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.</li><li>
Proven experience in negotiating collective bargaining agreements and managing union relationships; arbitration advocacy experience preferred.</li><li>
Strong business acumen, analytical skills and problem-solving abilities.</li><li>
Demonstrated success operating as a trusted advisor and partner to field operations leaders in a collaborative labor relations environment.</li></ul><div> 
Role Expectations</div><ul><li>
Proactive, execution-focused labor relations leader</li><li>
Strong business partnership mindset with operations orientation</li><li>
Collaborative and credible with union and management stakeholders</li><li>
Data-driven, risk-aware decision maker</li><li>
Effective facilitator with executive presence</li></ul></div> 
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<ul><li>
Ski/Mountain Perks! Free passes for employees, employee discounted lift tickets for friends and family AND free ski lessons
</li><li>MORE employee discounts on lodging, food, gear, and mountain shuttles</li><li>
401(k) Retirement Plan
</li><li>Employee Assistance Program</li><li>
Excellent training and professional development</li></ul>
Full Time roles are eligible for the above, plus:<ul><li>
Health Insurance; Medical Insurance, Dental Insurance, and Vision Insurance plans (for eligible seasonal employees after working 500 hours)</li><li>
Free ski passes for dependents</li><li>
Critical Illness and Accident plans</li></ul> 
Vail Resorts offers a &lsquo;Hybrid&rsquo; 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</div>

Senior Director, Labor Relations

Raffles

<div>Company Description 
Raffles &amp; Fairmont Red Sea, positioned in the Kingdom&rsquo;s groundbreaking Red Sea Project, will provide visitors access to a nature-focused resort. With 361 rooms, eleven distinct dining concepts, including overwater restaurants with views of the Red Sea and the mangroves, and a spa. The resort will be situated next to an 18 hole championship golf course, reflecting Fairmont&rsquo;s association as a world class golf destination. It will set new standards in sustainable development, positioned on 200km of untouched coastline, an archipelago of more than 90 unspoiled islands, dormant volcanoes, rich marine habitat, and ancient archaeological sites. 
Job Description 
Reporting to the General Manager, the Cluster Director of Talent and Culture will spearhead the development and execution of strategic talent &amp; culture initiatives to foster a dynamic and inclusive workplace. This role is pivotal in ensuring that the hotel attracts, retains, and develops top talent while maintaining a culture of excellence, engagement, and growth. The Cluster Director will assess organizational needs, develop and implement talent &amp; culture solutions in employee relations, compensation, benefits, recognition, administration, and colleague wellness.
Leadership &amp; Strategy Implementation:<ul><li>
Strong knowledge on local legislation and employment</li><li>
Strategy leader in driving nationalisation agenda</li><li>
Lead and oversee daily operations of the Cluster Talent &amp; Culture Departments.</li><li>
Manage performance and development of the Cluster Talent &amp; Culture team members</li><li>
Play a pivotal role in implementing the hotel&rsquo;s Cluster Talent &amp; Culture strategy.</li><li>
Assess organizational needs and develop aligned human resource solutions.</li><li>
Manage all talent systems and provide support and training to T&amp;C and operational teams</li><li>
Support &amp; collaboration of regional Accor functional roles</li></ul>
Employee Relations and Workplace Culture:<ul><li>
Ability to attract and retain our talent, with responsibility to onboard and welcome all our new Heartists for the pre-opening for this amazing new property into the Raffles &amp; Fairmont family.</li><li>
Promote positive colleague relations through open communication, trust, mutual respect, and a fun work environment.</li><li>
Assist departmental leaders and senior managers in developing action plans to address issues identified in colleague feedback.</li></ul>
Compensation and Benefits:<ul><li>
Oversee compensation, benefits, recognition, and administration programs.</li><li>
Implement strategies to enhance colleague wellness.</li></ul>
Budget Management:<ul><li>
Effectively manage the annual Talent &amp; Culture budget.</li><li>
Balance operational, administrative, and colleague needs.</li></ul>
Policy and Safety Compliance:<ul><li>
Follow departmental policies and procedures.</li><li>
Adhere to all safety policies.</li></ul> 

Qualifications 
<ul><li>
Local knowledge and experience in Saudi employment legislation, regulations and government platforms.</li><li>
Pre-opening experience would be highly advantageous.</li><li>
Proven experience in a senior Talent &amp; Culture role, ideally within the luxury hospitality industry, in large scale operations with multi-properties.</li><li>
Strong leadership skills with the ability to manage and motivate a team.</li><li>
Excellent interpersonal and communication skills.</li><li>
In-depth knowledge of T&amp;C strategies, compensation and benefits, employee relations, and wellness programs.</li><li>
Ability to develop and implement effective T&amp;C solutions aligned with organizational goals.</li><li>
Strong budget management skills.</li></ul> 

Additional Information 
What is in it for you:<ul><li>
Employee benefit card offering discounted rates at Accor properties worldwide</li><li>
Complimentary duty meal</li><li>
Opportunity to develop your talent and grow within your property and across the world!</li><li>
Ability to make a difference through our Corporate Social Responsibility &amp; Sustainability activities</li></ul>
Our Commitment to Diversity &amp; Inclusion
We are an inclusive company and our ambition is to attract, recruit and promote diverse talent.</div>

Cluster Director - People & Culture, Raffles & Fairmont The Red Sea (Saudi Nationals Only)

Mount Sinai Health System

<div>Description
The Director of Employee and Labor Relations for Icahn School of Medicine at Mount Sinai (ISMMS) will provide a broad range of strategic Employee and Labor Relations across multiple business functions as well as assist with Talent Management, Compensation, Benefits, and Finance. In this environment, the Director will act as an extended staff member and close advisor to school leadership, developing strategic workforce plans, advising on organizational development needs and proactively addressing all human capital concerns including relocating and on-boarding strategies.
To be successful the Director will need the gravitas to establish immediate credibility and adeptly engage the leaders in addressing their human capital business concerns. Taking a highly consultative approach and speaking from a deep knowledge base, the Director will bring fresh perspective, new insights and a sense of partnership to the relationship s/he will build with the School&rsquo;s leadership team. 
Responsibilities<ul><li>
Oversee human resources responsibilities across ISMMS; uses data and fact-based problem-solving techniques to improve processes and outcomes. Ensures that all operations run according to institutional and departmental policies and in accordance with any government or regulatory requirements as applicable.</li><li>
Handles internal investigations for various levels of ISMMS (faculty, fellows, residents, post- doctoral fellows, and staff), including collaboration with Legal and Compliance departments.</li><li>
Manages, interprets, and educates the faculty and staff on the collective bargaining agreement for the post-doctoral fellows who are newly organized. Hearing grievances and other issues presented by the union on behalf of the post-doctoral fellows and the Principal Investigators who supervise them.</li><li>
Plans, develops, and/or maintains departmental standard operating procedures. Regularly reviews policies and procedures and makes changes or recommends changes to superiors as necessary.</li><li>
Collaborate with leadership throughout the School of Medicine to identify personnel needs, workforce planning strategies, and search assignments. Develop and maintain strong working relationships with leadership, and other team members to create a partnership.</li><li>
Serve as HR liaison with department administrators and professional staff regarding the ISMMS policies and procedures and personnel administration. Plans, develops, and maintains departmental standard operating procedures. Regularly reviews policies and procedures and makes changes or recommendations, as well as provides guidance to Administrators and Managers regarding human resources matters, field departmental issues, and confer on restructuring.</li><li>
Advisement of HR policies and Faculty handbook interpretations, including leave procedures for faculty, fellows, residents, post-doctoral fellows, and staff.</li><li>
Develop and conduct training programs related to employee relations and policies and procedures for ISMMS faculty and staff.</li><li>
Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; benchmarking state-of-the-art practices; participating in professional societies.</li></ul> 
Qualifications<ul><li>
Bachelors Degree in Human Resources, Business Administration or related field required. Masters degree preferred</li><li>
6 plus years of progressive HR generalist experience. Knowledge of the principles, practices and procedures relevant to Human Resources.</li><li>
Must have a proven track record of relationship building with both internal and external customers.</li><li>
Must have experience with recruitment and sourcing candidates as well as compensation knowledge, experience with job analysis, general compensation practices and salary structure design.</li><li><div>
Ability to handle employee conflicts and differences by interpreting verbal/ non-verbal behavior, detecting perceptions and needs of staff.</div></li><div></div><li> 
Demonstrated business acumen and the ability to understand business strategy and goals.</li><li><div>
Demonstrated HR knowledge and experience in a technology organization strongly preferred.</div></li><li>
Ability to move about on campus and offsite buildings, may include travel.</li><li>
Ability to thrive in a fast paced, demanding environment.</li><li>
Strong interpersonal skills and communication skills to interact with all levels of an organization and within and across diverse cultures.</li><li>
Analyze and resolve a wide variety of complex issues or problems.</li><li>
Demonstrate good judgment in selecting methods and techniques for obtaining solutions.</li><li>
Ability to handle confidential information.</li><li>
Ability to work independently and within a team environment.</li><li>
Proficiency with Excel Data organization and reporting as well as other MS Office products and HRIS.</li><li>
Strong organizational and multitasking capabilities.</li><li>
Strong analytical and problem solving skills.</li></ul> 
Employer Description
Strength through Unity and Inclusion

The Mount Sinai Health System is committed to fostering an environment where everyone can contribute to excellence. We share a common dedication to delivering outstanding patient care. When you join us, you become part of Mount Sinai&rsquo;s unparalleled legacy of achievement, education, and innovation as we work together to transform healthcare. We encourage all team members to actively participate in creating a culture that ensures fair access to opportunities, promotes inclusive practices, and supports the success of every individual.

At Mount Sinai, our leaders are committed to fostering a workplace where all employees feel valued, respected, and empowered to grow. We strive to create an environment where collaboration, fairness, and continuous learning drive positive change, improving the well-being of our staff, patients, and organization. Our leaders are expected to challenge outdated practices, promote a culture of respect, and work toward meaningful improvements that enhance patient care and workplace experiences. We are dedicated to building a supportive and welcoming environment where everyone has the opportunity to thrive and advance professionally. Explore this opportunity and be part of the next chapter in our history.

About the Mount Sinai Health System:

Mount Sinai Health System is one of the largest academic medical systems in the New York metro area, with more than 48,000 employees working across eight hospitals, more than 400 outpatient practices, more than 300 labs, a school of nursing, and a leading school of medicine and graduate education. Mount Sinai advances health for all people, everywhere, by taking on the most complex health care challenges of our time &mdash; discovering and applying new scientific learning and knowledge; developing safer, more effective treatments; educating the next generation of medical leaders and innovators; and supporting local communities by delivering high-quality care to all who need it. Through the integration of its hospitals, labs, and schools, Mount Sinai offers comprehensive health care solutions from birth through geriatrics, leveraging innovative approaches such as artificial intelligence and informatics while keeping patients&rsquo; medical and emotional needs at the center of all treatment. The Health System includes more than 9,000 primary and specialty care physicians; 13 joint-venture outpatient surgery centers throughout the five boroughs of New York City, Westchester, Long Island, and Florida; and more than 30 affiliated community health centers. We are consistently ranked by U.S. News &amp; World Report's Best Hospitals, receiving high &quot;Honor Roll&quot; status, and are highly ranked: No. 1 in Geriatrics, top 5 in Cardiology/Heart Surgery, and top 20 in Diabetes/Endocrinology, Gastroenterology/GI Surgery, Neurology/Neurosurgery, Orthopedics, Pulmonology/Lung Surgery, Rehabilitation, and Urology. New York Eye and Ear Infirmary of Mount Sinai is ranked No. 12 in Ophthalmology. U.S. News &amp; World Report&rsquo;s &ldquo;Best Children&rsquo;s Hospitals&rdquo; ranks Mount Sinai Kravis Children's Hospital among the country&rsquo;s best in several pediatric specialties. The Icahn School of Medicine at Mount Sinai is ranked No. 11 nationwide in National Institutes of Health funding and in the 99th percentile in research dollars per investigator according to the Association of American Medical Colleges. Newsweek&rsquo;s &ldquo;The World&rsquo;s Best Smart Hospitals&rdquo; ranks The Mount Sinai Hospital as No. 1 in New York and in the top five globally, and Mount Sinai Morningside in the top 20 globally.

Equal Opportunity Employer

The Mount Sinai Health System is an equal opportunity employer, complying with all applicable federal civil rights laws. We do not discriminate, exclude, or treat individuals differently based on race, color, national origin, age, religion, disability, sex, sexual orientation, gender, veteran status, or any other characteristic protected by law. We are deeply committed to fostering an environment where all faculty, staff, students, trainees, patients, visitors, and the communities we serve feel respected and supported. Our goal is to create a healthcare and learning institution that actively works to remove barriers, address challenges, and promote fairness in all aspects of our organization. 
Compensation
The Mount Sinai Health System (MSHS) provides salary ranges that comply with the New York City Law on Salary Transparency in Job Advertisements. The salary range for the role is $140000 - $230000 Annually. Actual salaries depend on a variety of factors, including experience, education, and operational need. The salary range or contractual rate listed does not include bonuses/incentive, differential pay or other forms of compensation or benefits.</div>

Director - Labor & Employee Relations - Icahn School of Medicine at Mount Sinai

Qatar Foundation

<div>
 
 The Employee Relations Lead will be responsible to support the Employee Relations Expert in delivering high‑quality employee relations services across the organization delivering guidance on complex employee relations issues, policy development, and organizational culture initiatives.
 
 
 
 
 
 
 Key Responsibilities:
 
 
 <ul>
 <li>
 Support the design, implementation, and continuous enhancement of Employee Relations programs, frameworks, and governance standards to promote fairness, transparency, and a positive employee experience.
 </li>
 <li>
 Deliver ER awareness sessions, manager capability workshops, and communication initiatives to strengthen organizational understanding of ER policies, grievance procedures, corrective actions, and professional conduct expectations.
 </li>
 <li>
 Conduct ER benchmarking against global and regional best practices, analyzing trends, standards, and regulatory developments to inform policy updates and operational improvements.
 </li>
 <li>
 Manage the intake, assessment, and coordination of grievances, corrective actions, and employee concerns, ensuring timely and consistent handling in alignment with policy and legal requirements.
 </li>
 <li>
 Support the planning, execution, and quality assurance of workplace investigations, ensuring objectivity, adherence to established protocols, and high‑quality documentation.
 </li>
 <li>
 Prepare clear, structured, and accurate ER case reports, dashboards, and insights to support decision‑making by senior leadership and to identify areas for improvement.
 </li>
 <li>
 Lead or support organizational initiatives, cross‑functional projects, and committees related to investigations, employee well‑being, policy reform, or ER practice enhancements.
 </li>
 <li>
 Partner closely with ER Business Partners, Legal, Compliance, and management teams to ensure aligned, legally sound, and consistent handling of ER matters across entities.
 </li>
 <li>
 Support culture and engagement initiatives by providing analysis, advisory support, feedback trends, and recommendations that enhance the employee experience and organizational climate.
 </li>
 <li>
 Review external correspondence, secondment requests, and employment‑related documentation to ensure completeness, accuracy, and alignment with internal protocols.
 </li>
 <li>
 Conduct exit and transfer interviews, analyze findings, and prepare insights to inform retention strategies and highlight opportunities for systemic improvement.
 </li>
 <li>
 Monitor ER metrics, patterns, and case indicators to proactively identify risks, recommend interventions, and strengthen organizational compliance and operational excellence.
 </li>
 <li>
 Serve as a trusted ER advisor, providing guidance to managers and employees on policy interpretation, conflict management, performance matters, and ER best practices.
 </li>
 <li>
 Support continuous improvement efforts by evaluating ER processes, identifying gaps, recommending enhancements, and contributing to the development of new tools and approaches.
 </li>
 <li>
 Other reasonable work-related duties as assigned by supervisor
 </li>
 </ul>
 
 
 
 
 
 Minimum Knowledge, Skills &amp; Experience:
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree, Law Degree is an advantage
 </li>
 <li>
 Minimum 7 years of relevant full-time work experience
 </li>
 <li>
 Good understanding of Labour Regulations in Qatar
 </li>
 <li>
 Strong interpersonal communication skills and problem-solving ability with demonstrated investigation and solution building skills are essential.
 </li>
 <li>
 Strong analytical and time management skills.
 </li>
 <li>
 English &amp; Arabic language proficiency
 </li>
 <li>
 Proficiency in MS Office applications and Oracle ERP
 </li>
 </ul>
</div>

Employee Relations Lead

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Cluster Director - People & Culture, Raffles & Fairmont The Red Sea (Saudi Nationals Only)

Director - Labor & Employee Relations - Icahn School of Medicine at Mount Sinai

Employee Relations Lead