labor relations specialist

City and County of Honolulu

<div><div><div><div><div><div><div><div><div><b>Salary</b></div>
</div><div><div>$5,369.00 Monthly</div>
</div></div><div><div><div><b>Location
</b></div></div><div></div><div><div>Oahu, HI</div>
</div></div></div><div><div><div><div><b>Job Type</b></div>
</div><div><div>Full-Time Permanent</div>
</div></div><div><div><div><b>Job Number</b></div>
</div><div><div>334256</div>
</div></div></div><div><div><div><div><b>Department</b></div>
</div><div><div>Honolulu Police Department</div>
</div></div><div><div><div><b>Division</b></div>
</div><div><div>Human Resources Division</div>
</div></div></div><div><div><div><div><b>Opening Date</b></div>
</div><div><div>04/12/2026</div>
</div></div><div><div><div><b>Closing Date</b></div>
</div><div><div>4/18/2026 11:59 PM Hawaii</div><br>
</div></div></div></div></div><p></p><div><ul><div>
</div></ul></div><div><div><div><div><h2 class="jobSectionHeader"><b>Position Information</b></h2></div><br>
<p></p><div><br>
The <b>Honolulu Police Department</b><b> </b>is hiring a <b>Labor Relations Specialist II</b><b> </b>in Honolulu. This positions performs a variety of technical work in the resolution of grievances.<br>
<br>
<b>What You Will Do:</b><ul><li><b>
Manage grievance processes</b> across all collective bargaining agreements and Civil Service procedures, including planning, coordination, and oversight.</li><li><b>
Represent the department</b> in hearings before labor boards, commissions, and quasi-judicial bodies on grievance and contract issues.</li><li><b>
Lead grievance resolution efforts</b>, including research, contract interpretation, and handling cases through Step III and arbitration.</li><li><b>
Advise and train staff</b> on labor relations, laws, contracts, and union-management practices to ensure compliance and consistency.</li><li>
Perform other duties as assigned.</li></ul><br>
Enjoy<b> excellent employment benefits </b>including generous time off (up to 21 vacation days, 21 sick leave days, and holidays), comprehensive health coverage, retirement plan, career development, and much more! View details about all our available benefits by clicking on the &ldquo;Benefits&rdquo; tab at the top of this posting or visiting https://www.honolulu.gov/dhr/benefits/.<br>
<div>
Apply today and take the first step toward a lasting career!</div></div><p></p>
<div><h2 class="jobSectionHeader"><b>Additional Job Information</b></h2></div>
<div><div>Some notifications will be sent via e-mail. You are responsible for monitoring instructions and correspondence from this office by checking your e-mail account in a timely manner. To ensure proper delivery, please make sure you:<br>
<ul><li>use a valid e-mail account;</li><li>verify your e-mail address is entered correctly on your GovernmentJobs account;</li></ul></div><ul><li>check your spam folders;</li><li>are subscribed to e-mail notices; and</li><li>addinfoneogov@honolulu.govandinfo@governmentjobs.comto your contact list.</li></ul><br>
Notifications may also be sent via text message if opted into the service. Data and text messaging fees apply.</div><p></p>
<div><h2 class="jobSectionHeader"><b>Minimum Qualification Requirements</b></h2></div>
<p></p><div><p><i>At time of application, you must be a citizen, national or permanent resident alien of the United States or a non-citizen eligible under federal law for unrestricted employment.</i><br>
<br>
<b>EDUCATION REQUIREMENT</b><b>:</b><br>
Equivalent to graduation from an accredited college or university with specialization in public or business administration, psychology or a related field.</p><div>
Substitution: Work experience may be substituted for a bachelor's degree on a year-for-year basis. Such experience must have provided the knowledge, skills, and analytical ability normally gained from attainment of a bachelor's degree.</div><div><br>
For example:</div><div><ul><li>
Four (4) years of professional work experience, in any occupation, may substitute for a general bachelor's degree.</li><li>
Four (4) years of general work experience (does not need to be professional level experience) in labor relations may substitute for a general bachelor's degree.</li></ul></div><div><br>
Education Verification: Education information must be listed clearly on your application. If available, please attach a legible electronic copy of your diploma, official transcripts, and/or applicable foreign credential evaluation to your application. As part of the hiring process, you may be asked to furnish documentation to verify your education to move forward for further consideration.</div><b><br>
EXPERIENCE REQUIREMENT</b><b>:</b><br>
Two years of progressively responsible professional experience in personnel management, one of which must have been in labor relations.<div></div><p><b><br>
LICENSE REQUIREMENT</b><b>:</b><br>
Possession of a valid driver's license (automobile/Type 3), prior to appointment.</p></div><p></p>
<div><h2 class="jobSectionHeader"><b>Examination Process</b></h2></div>
<div><p>If you qualify for the position, your name will be eligible for consideration for current vacancy and future job openings with this job title. Screening will be based on the education, experience, and other job-related information provided in your application. Failure to provide sufficient information may result in your application being rejected or your receiving a lower rating. All information provided on an application is subject to verification. As applicable, false or misleading statements or omissions of material facts are grounds for disqualification and/or termination of employment with the City and County of Honolulu.</p></div><br>
</div></div></div><div><div><div><div><b>Employer</b></div>
<div>City and County of Honolulu</div>
</div></div><div><div><div><b>Address</b></div>
<div><p>650 South King Street, 10th Floor<br>
<br>
Honolulu, Hawaii, 96813
</p></div></div></div><div><div><div><b>Phone</b></div>
<div>(808) 768-8536
<br>
</div></div></div><div><div><div><b>Website</b></div>
<div>https://www.honolulu.gov/dhr/</div></div></div></div></div></div></div>

LABOR RELATIONS SPECIALIST II (SR-22) [1 vacancy]

Legacy Health

<div>Overview:
<div>The People &amp; Culture organization at Legacy is about prioritizing our people so that we can prioritize our patients. We are transforming a traditional human resources function into a team of professionals who develop creative solutions to attract, develop and retain diverse, high performing talent. Within the People &amp; Culture team, we are building a spirit of curiosity, experimenting with innovative approaches and challenging past practices to ensure we aren&rsquo;t just responding to today&rsquo;s workforce challenges, but can predict them. This is a pivotal moment in the healthcare industry, and Legacy&rsquo;s People &amp; Culture team sees this as an opportunity to reimagine what it means to work in one of the world&rsquo;s most complex yet rewarding industries. For us it&rsquo;s about building a legacy where our people can do their best and be their best.</div><div></div><div><br>
This is a highly consultative, hybrid position that offers the flexibility of remote work alongside the necessity of in-person relationship building throughout the Portland Metro &amp; SW Washington area.</div><div></div><div><b><br>
About Legacy Health</b></div><div>
As the largest nonprofit health system serving Portland-Southwest Washington and the mid-Willamette Valley, Legacy Health provides comprehensive care across six hospitals &mdash; including Randall Children&rsquo;s Hospital at Legacy Emanuel, a center solely dedicated to children&rsquo;s care. We operate over 70 primary care, specialty, and urgent care clinics, employ nearly 3,000 doctors and providers, and more than 13,000 employees. Our system also includes labs and a research center.</div><div></div><div><br>
Legacy Health&rsquo;s major partnerships include PacificSource Health Plans and the Unity Center for Behavioral Health &mdash; a unique facility for individuals facing mental health crises, collaboratively operated by four regional health systems and numerous community partners.</div>
Responsibilities:
<div>Partners closely with Labor Negotiators and bargaining teams to ensure alignment between bargaining strategy, contract administration, workforce planning, and organizational goals. Leads labor analytics, trend analysis, and risk assessments to inform negotiations, organizing preparedness, grievance patterns, and workforce climate. Serves as main point of contact for contract implementation, leading project management internally and collaborating with P&amp;C peers. Collects and compiles labor metrics and data. Responds to RFIs from unions.</div>
Qualifications:
<div><b>Education:</b></div><ul><li>
Bachelor&rsquo;s degree required, Master&rsquo;s preferred.<ul><li>
Relevant experience may be substituted for educational requirements.</li></ul></li><li>
PHR or SPHR certification preferred.</li></ul><div></div><div><b><br>
Experience:</b></div><ul><li>
Seven years or more of progressively responsible experience in the HR or Labor Relations field.</li><li>
Experience serving as Chief Negotiator and developing strategic approaches.</li><li>
Knowledge of laws, acts and regulations governing employee and labor relations.</li><li>
Health Care experience preferred.</li></ul><div></div><div><b><br>
Skills:
</b></div><ul><li>Working knowledge of HR functional areas (employment, benefits, compensation, employee relations, training and development, human resources information systems, workforce planning) and labor relations functions (contract negotiation, grievances, arbitrations, organizing, strikes).</li><li>
Strong project management skills.</li><li>
Strong data analysis skills.</li><li>
Demonstrated ability to discern pertinent data from raw information, evaluate and consult around solutions.</li><li>
Demonstrated ability to influence decisions and actions of customers.</li><li>
Strong verbal and written communication skills.</li></ul>
Pay Range: USD $55.01 - USD $81.97 /Hr.</div>

Labor Relations Strategist

Nouryon

<div><div><div><i>Houston, Texas, United States</i> Apply until: <b>Open until further notice</b>
</div></div><p></p><div><div><div><div><b>Human Resources Business Partner</b></div><div><br>
At Nouryon, our global team takes positive action every day, to reach higher collectively and individually. We create innovative and sustainable solutions for our customers to answer society&rsquo;s needs &ndash; today and in the future.</div><div></div><div><br>
We are looking for team members who bring ideas forward, champion others and work together to do better. Does that sound like you?</div><div></div><div><b><br>
In your future role as a Human Resources Business Partner, you will</b></div><div></div><div><br>
Support select Americas teams within ISC, including Maintenance &amp; Reliability, HSE, and Energy, in addition to the U.S.-based Manufacturing sites. This role will serve as the Global HR Business Partner for Procurement, partnering closely with the Chief Procurement Officer and her direct reports to lead and support all HR initiatives.</div><div></div><div><br>
In addition, you will:</div><ul><li><i>
Have great opportunity to help design and influence the HR model and drive HR transformation.</i></li><li><i>
Act as strategic HR Business Partner.</i></li><li><i>
Coach and collaborate with managers to resolve business challenges.</i></li><li><i>
Lead the labor relations work for the site, advise managers regarding labor relations, collective agreements and employment law.</i></li><li><i>
Coach and partner with employees, leaders, and management teams on a day-to-day basis to embed a high-performance culture, focusing on leadership and driving accountability.</i></li><li><i>
Handle activities in the hire to retire cycle including performance and talent management, succession planning and people development.</i></li><li><i>
Work with strategic competencies and workforce planning to attract and retain the required capabilities and skills for the team.
</i></li><li><i>Support the Site Management teams in identifying and building the capabilities required to execute on the ISC strategy.</i></li><li><i>
Deliver Nouryon HR policies, processes and practices focusing on continuous improvement and improved execution.
</i></li><li><i>Execute HR initiatives which require local support.</i></li><li><i>
Support the compensation and benefits agenda in line with our Total Rewards strategy.</i></li><li><i>
Manage and lead defined projects to drive continuous improvement relating to our People strategy.</i></li></ul><div></div><div><b><br>
We believe you bring</b></div><div></div><ul><li><i><br>
Bachelor&rsquo;s degree in a relevant field.</i></li><li><i>
Extensive HR generalist experience, including working with labor relations and collective agreements.</i></li><li><i>
HR experience from a manufacturing/blue collar environment.</i></li><li><i>
Experience from at least one HR center of expertise is desirable.</i></li><li><i>
Experience operating as business partner for a dynamic, growing organization.</i></li><li><i>
Demonstrated interpersonal, communication, presentation, analytical skills, and project management.</i></li><li><i>
Ability to work in a matrix environment, building effective relationships with management and functions in an international environment.</i></li><li><i>
Knowledge of SAP SuccessFactors preferred.</i></li><li><i>
Knowledge of multiple human resources disciplines including labor relations, total rewards, workforce planning, performance management, employer branding and employee engagement. </i><i>Additionally, you will bring extensive knowledge and experience in HR processes.</i></li><li><i>
Experience in people data, analytics and interpretation.</i></li><li><i>
Capability as a strategic thinker and consistent implementer.</i></li><li><i>
Ability to travel domestically within the United States up to 10% of the time.</i></li></ul><div></div><div><b><br>
Good to know</b></div><div></div><div><br>
Please apply via our online recruitment system. We will not accept applications via e-mail. Once it's with us we will review to see if we have a match between your skills and the role! For more information about our hiring process, visit: nouryon.com/careers/how-we-hire/</div><div></div><div><br>
We look forward to receiving your application!</div><div></div><div><br>
We kindly ask our internal candidates to apply with your Nouryon email via Success Factors.</div><div><i><br>
We encourage you as a valued Nouryon employee to share talents from your network to help us to bring in new talent through our new Employee Referral Program! Bringing new, skilled people with a great mindset is beneficial for both you and Nouryon. All info you need to make a referral is here. Join us in growing Nouryon!</i></div><div></div><div><b><br>
About Nouryon</b></div><div></div><div><br>
If you&rsquo;re looking for your next career move, apply today and join Nouryon&rsquo;s worldwide team in providing essential solutions that our customers use to manufacture everyday products such as personal care, cleaning, paints and coatings, agriculture and food, pharmaceuticals, and building products. Our employees are driven by the wish to make an impact and actively drive positive change. If that describes you, we will gladly make way for your ambitions. From day one we support you with your personal growth, through challenging positions and comprehensive learning and development opportunities, in a dynamic, international, diverse, and proactive working environment.</div><div></div><div><br>
Visit our website and follow us on LinkedIn.</div><div></div><div><b><br>
#WeAreNouryon</b></div><div><br>
</div><div><i>We have already chosen our sourcing channels for this recruitment and kindly ask not to be contacted by any advertisement agents, recruitment agencies or staffing companies.</i></div><div></div><div><i><br>
Nouryon is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other characteristic protected under applicable federal, state, or local law.</i></div><p></p>
</div></div></div><div><div><div><div>Standard</div>
<h5 class="jobSectionHeader"><b>Vacancy data</b></h5>
<div><div>Closing date</div>
<div>Open until further notice</div>
<div>Vacancy number</div>
<div>N0014043</div>
</div></div><div><h5 class="jobSectionHeader"><b>Organization</b></h5>
<div><div>Continent</div>
<div>North America</div>
<div>Country</div>
<div>United States</div>
<div>State/Region/Province</div>
<div>Texas</div>
<div>Site</div>
<div>Houston</div>
<div>Business</div>
<div>Human Resources</div>
</div></div><div><h5 class="jobSectionHeader"><b>Job characteristics</b></h5>
<div><div>Job area</div>
<div>Human Resources</div>
<div>Hierarchy level</div>
<div>Professional/Experienced/Specialist</div>
<div>Full time/part time</div>
<div>Fulltime</div>
<div>Contract type</div>
<div>Permanent</div></div></div></div></div></div>

HRBP

FMOL Health

<div><p>The Human Resources Provider Relations Specialist contributes with both hands-on and strategic support of our managers and providers, physicians and Advanced Practice Providers (APPs), through performance management and workplace conflict issues to cultivate an innovative, high-performing, and inclusive culture. Responsible for advising on and conducting sensitive investigations of potential policy and/or Code of Conduct violations, developing Provider Relations (PR) capabilities and leading initiatives to strengthen PR competency development across assigned divisions/group(s). The position requires the ability to quickly issue-spot complex employment and PR matters and to develop and implement sound, balanced, and thorough solutions aligned with our cultural values.</p></div>
<br><div><p>1. Implements effective, fair and consistent provider relations strategies.
<br>
2. Provides coaching and consultation on conflict resolution, facilitates problem solving, administers performance improvement plans and progressive discipline procedures.
<br>
3. Ensures adverse employment actions (discipline, suspension, termination) comply with policy, regulations, and laws, in addition to being aligned with company mission &amp; values while collaborating with Franciscan Health Physicians (FHP) HR Executive prior to implementing recommended action.
<br>
4. Independently conducts HR investigations; documents findings and makes recommendations that drive the appropriate actions to close cases in a timely manner.
<br>
5. Maintains PR data &amp; ensures tracking system is updated accurately.
<br>
6. Tracks, trends &amp; analyzes PR data and develops strategies in collaboration with FHP HR Leaders to address ER trends.
<br>
7. Represents FMOL/FHP in unemployment filings, hearings, and appeals.
<br>
8. Partners with legal, risk, compliance, HR Business Partners and HR Centers of Excellence as needed.
</p><p>9. Establishes best practices and frameworks for provider investigations and performance management conversations.
<br>
10. Improves, socializes and implements HR processes, approaches, guidelines, practices and operating procedures related to provider relations.
<br>
11. Partners with Employee Relations community across region/ health system to ensure consistency in practices &amp; processes.
<br>
12. Create presentations &amp; conducts manager training related to provider relations topics (Harassment, discrimination, progressive disciplinary process, policies, best practices, etc.) and other provider relations topics that promote positive and productive relationships between leaders and providers.
<br>
13. Leads more complex PR cases and escalates cases to FHP HR leadership as needed.
<br>
14. Provides ongoing competency development. training to FHP Leaders and Medical Directors
<br>
15. Escalates all termination requests for assigned group(s) to FHP HR leadership, Chief Physician Officer (CPO)and Legal for final review.
<br>
16. Provides day to day direction and support to group of Employee Relations Specialist 1 &amp; 2.
</p><p>17. Performs other duties as assigned or requested.</p></div>
<br><div><p>Experience: 7 year's experience in employee relations, labor relations and/or business partner role
</p><p>Education: Bachelor's Degree
</p><p>Other Skills and Abilities:
</p><p>Excellent organizational skills and attention to detail, able to juggle and prioritize multiple tasks simultaneously while delivering on commitments; Skill in writing concise, clear, relevant and persuasive documents, including correspondence, case analyses, investigative reports; Excellent public speaking, training, and/or leadership communication skills; Ability to quickly connect with people across a wide variety of backgrounds; Comfortable in a fast-paced environment and able to manage through ambiguity and change. Knowledge of applicable state and federal laws to ensure legal compliance (EEOC, DOL, ADA, FMLA, FLSA, HIPPA).</p></div>

Provider Relations Specialist

Vail Resorts

<p></p><div><p>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!</p><p></p><p><br>
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).</p><p></p><p><b><br>
Job Summary:</b></p><p>
The Senior Manager, Proactive Labor Relations oversees the labor relations management system in service of the organization&rsquo;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.</p><p></p><p><br>
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.</p><p></p><div><p><b><br>
Job Specifications:
</b></p><ul><li>Starting Wage: $130,000 - $140,000 + annual bonus
</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></div><p><br>
</p><p><b>Job Responsibilities;</b></p><ul><li>
Labor Relations System Governance<ul><li>
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.</li><li>
Ensure collective bargaining agreements are interpreted and applied consistently across resorts, regions, and functions.<br>
</li><li>
Maintain clear governance, roles, and expectations for labor relations processes to support consistent execution at scale.</li><li>
Identify opportunities to strengthen labor relations infrastructure, tools, and standard operating procedures.</li></ul></li><li>
Grievance &amp; Issue Management Oversight<ul><li>
Ensure grievances are assessed, investigated, and responded to in a timely, thorough, and consistent manner.</li><li>
Provide guidance and structure to HR and operational leaders on grievance handling, documentation, and resolution approaches.</li><li>
Under the direction of the Senior Director of Labor Relations, and in coordination with Legal Counsel, support arbitration preparation, case strategy, and follow through.</li><li>
Monitor grievance activity and outcomes to identify trends, root causes, and opportunities for proactive intervention.</li></ul></li><li>
Labor Risk Identification &amp; Mitigation<ul><li>
Identify emerging labor risks through management collaboration, analysis of grievance data, workforce trends, operational changes, and employee feedback.</li><li>
Support development and execution of mitigation strategies to address risks before and as they escalate.</li><li>
Support labor continuity and contingency planning, as appropriate.</li></ul></li><li>
Business &amp; Field Enablement<ul><li>
Support field leaders by providing structured labor relations guidance aligned to enterprise strategy.</li><li>
Assist leaders in navigating labor considerations related to operational decisions, workforce changes, and employee engagement efforts.</li><li>
Enable proactive engagement with union partners by supporting preparation, issue tracking, and follow up.</li><li>
Reinforce consistent labor relations practices across locations while recognizing operational nuance to drive strategic solutions.</li></ul></li><li>
Collective Bargaining Support<ul><li>
Support bargaining preparation, including data analysis, issue tracking, and coordination of inputs.</li><li>
Assist with bargaining execution and post-bargaining follow through to ensure commitments, timelines, and outcomes are clearly tracked and implemented.</li><li>
Support ongoing administration of negotiated agreements to ensure alignment between negotiated intent and day-to-day application.</li><li>
Participate in, support, and lead components of bargaining as needed.</li></ul></li></ul><p></p><p><b><br>
Job Requirements:</b></p><ul><li>
Bachelor&rsquo;s degree in Human Resources, Labor Relations, Law, Business Administration, and/or related field.</li><li>
At least 5 years of progressive HR systems management experience, or HR Business Partner experience including labor relations experience and exposure to contract management, bargaining and arbitration.</li><li>
Demonstrated experience administering collective bargaining agreements and managing labor relations processes.</li><li>
Strong understanding of labor laws and labor relations best practices.</li><li>
Ability to partner effectively with HR, legal, and operational leaders in a complex, geographically distributed organization.</li><li>
Strong judgment, analytical capability, and communication skills.</li></ul><p></p><p><b><br>
Role Expectations</b></p><ul><li>
Execution focused and systems oriented<br>
</li><li>
Strong business and operations orientation<br>
</li><li>
Proactive, risk aware, and disciplined in approach</li><li>
Collaborative and credible with HR, operations, legal, and labor stakeholders</li><li>
Data informed and improvement minded</li></ul><p></p><p><br>
The expected Total Compensation for this role is $130,000 - $140,000 + annual bonus. Individual compensation decisions are based on a variety of factors.</p><p><b><br>
Job Benefits</b></p><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><p>
Full Time roles are eligible for the above, plus:</p><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><p></p><p><br>
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.</p><p></p><p><br>
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.</p><p><br>
</p><p>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.</p><p></p><p><br>
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.</p><p></p><p><br>
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.</p><p></p><p><i><br>
Requisition ID 514233</i><br>
<i>Reference Date: 04/07/2026</i><br>
<i>Job Code Function: Employee Relations</i></p></div>

Senior Manager, Proactive Labor Relations

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LABOR RELATIONS SPECIALIST II (SR-22) [1 vacancy]

Labor Relations Strategist

HRBP

Provider Relations Specialist

Senior Manager, Proactive Labor Relations

Senior Manager, Proactive Labor Relations

Senior Manager, Proactive Labor Relations