Senior Manager, Proactive 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 Manager, Proactive Labor Relations oversees the labor relations management system in service of the organization’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.

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.

Job Responsibilities;

• Labor Relations System Governance
  • 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.
  • Ensure collective bargaining agreements are interpreted and applied consistently across resorts, regions, and functions.
    
  • Maintain clear governance, roles, and expectations for labor relations processes to support consistent execution at scale.
  • Identify opportunities to strengthen labor relations infrastructure, tools, and standard operating procedures.
• Grievance & Issue Management Oversight
  • Ensure grievances are assessed, investigated, and responded to in a timely, thorough, and consistent manner.
  • Provide guidance and structure to HR and operational leaders on grievance handling, documentation, and resolution approaches.
  • Under the direction of the Senior Director of Labor Relations, and in coordination with Legal Counsel, support arbitration preparation, case strategy, and follow through.
  • Monitor grievance activity and outcomes to identify trends, root causes, and opportunities for proactive intervention.
• Labor Risk Identification & Mitigation
  • Identify emerging labor risks through management collaboration, analysis of grievance data, workforce trends, operational changes, and employee feedback.
  • Support development and execution of mitigation strategies to address risks before and as they escalate.
  • Support labor continuity and contingency planning, as appropriate.
• Business & Field Enablement
  • Support field leaders by providing structured labor relations guidance aligned to enterprise strategy.
  • Assist leaders in navigating labor considerations related to operational decisions, workforce changes, and employee engagement efforts.
  • Enable proactive engagement with union partners by supporting preparation, issue tracking, and follow up.
  • Reinforce consistent labor relations practices across locations while recognizing operational nuance to drive strategic solutions.
• Collective Bargaining Support
  • Support bargaining preparation, including data analysis, issue tracking, and coordination of inputs.
  • Assist with bargaining execution and post-bargaining follow through to ensure commitments, timelines, and outcomes are clearly tracked and implemented.
  • Support ongoing administration of negotiated agreements to ensure alignment between negotiated intent and day-to-day application.
  • Participate in, support, and lead components of bargaining as needed.

Job Requirements:

• Bachelor’s degree in Human Resources, Labor Relations, Law, Business Administration, and/or related field.
• 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.
• Demonstrated experience administering collective bargaining agreements and managing labor relations processes.
• Strong understanding of labor laws and labor relations best practices.
• Ability to partner effectively with HR, legal, and operational leaders in a complex, geographically distributed organization.
• Strong judgment, analytical capability, and communication skills.

Role Expectations

• Execution focused and systems oriented
  
• Strong business and operations orientation
  
• Proactive, risk aware, and disciplined in approach
• Collaborative and credible with HR, operations, legal, and labor stakeholders
• Data informed and improvement minded

The expected Total Compensation for this role is $130,000 - $140,000 + annual bonus. Individual compensation decisions are based on a variety of factors.

Job Benefits

• Ski/Mountain Perks! Free passes for employees, employee discounted lift tickets for friends and family AND free ski lessons
• MORE employee discounts on lodging, food, gear, and mountain shuttles
• 401(k) Retirement Plan
• Employee Assistance Program
• Excellent training and professional development

Full Time roles are eligible for the above, plus:

• Health Insurance; Medical Insurance, Dental Insurance, and Vision Insurance plans (for eligible seasonal employees after working 500 hours)
• Free ski passes for dependents
• Critical Illness and Accident plans

Vail Resorts offers a ‘Hybrid’ 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 514233
Reference Date: 04/07/2026
Job Code Function: Employee Relations