Posted: 06/25/2020

CLASSIFICATION:  Regular, Full-Time; Exempt


LOCATION:  Center of Excellence; Park City, Utah

TRAVEL: 5-10%, or as needed



The Director of Human Resources for U.S. Ski & Snowboard will report to the CFO and drive key Human Resources (HR) best practices and initiatives, as well as provide strategic direction and expertise for the full scope of the HR function. The Director of HR will serve as a thought partner to the CFO and be accountable for talent acquisition, onboarding, performance management, learning and development, culture, employee engagement, compensation structure, workers compensation, compliance, payroll oversight, HRIS, and coaching/developing others to help influence and execute business objectives in the most efficient manner. The incumbent will also oversee the HR team and be responsible for leading, assessing, mentoring and supporting team members to ensure daily HR operations are handled timely and appropriately.   



  • Develop and implement a human resources plan that aligns with the overall mission and strategy of the organization, resulting in innovative, best practices and policies that will service the full range of U.S. Ski & Snowboard’s HR needs and help build a high-performing culture of success, accountability, transparency and collaboration. 
  • Optimize the HR function/team, modernize and refine key processes and activities aligned toward achieving strategic objectives. 
  • Proactively manage resource allocation and maintain a competitive approach to recruiting and assimilating high-potential talent. Advise on programs and processes to enhance talent attraction, retention, development, and succession. Partner with Finance in overseeing departmental budget and headcount throughout the organization. 
  • Engage with hiring managers on staffing plans, anticipate resource needs, and participate in interview and selection teams.  
  • Develop comprehensive approaches to employee development, retention and on-boarding by refining or creating: compensation and benefits, career paths and employee development, succession planning, and learning opportunities as appropriate. 
  • Build organizational capabilities by partnering with leaders to identify ways to build talent capabilities at all levels while identify opportunities for training and development.  
  • Leads and participates in succession management and workforce planning. 
  • Use insight and data to assess performance gaps and development opportunities. 
  • Mediate employee relations and performance issues and provide counsel to managers on appropriate methods of performance management and corrective action. 
  • Execute and follow-up on engagement survey related activities. 
  • Coach and counsel managers in developing themselves and their teams to achieve improved performance and engagement. 
  • Partner across the organization to maximize efforts while influencing leaders to ensure our desired culture is integrated into our people strategies.  
  • Develop relationships with employees and become someone who is sought for advice and counsel on HR, cultural, and organizational issues.  
  • Oversee compensation practices and philosophy to ensure salary benchmarking and surveys are current and handled on a regular basis, including hires and promotions. 
  • Champions the communication and proper use of total compensation systems, tools, programs, policies, etc. 
  • Creates and implements total compensation management packages/offers, particularly recognition and incentive programs directed towards organizational priorities. 
  • Provide guidance and direction the HR manager, ensuring payroll is executed correctly and according to state laws and regulations. 
  • Counsel, coach and guide managers and staff in addressing concerns and complaints to assure fair and equitable treatment while ensuring compliance with local labor regulations and practices. Manage all business aspects of workers compensation cases. 
  • Partner with Legal to ensure compliance & mitigate organizational risks. 
  • Partner with IT on HRIS and related systems, protocols, capabilities, and upgrades. 
  • Interact with vendors and external partners to create and maintain relationships and negotiate contracts. 
  • Be a role model for U.S. Ski & Snowboard’s core values and demonstrate leadership consistently with all members of the U.S. Ski & Snowboard community. 



Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.



Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

  • Prolonged periods of sitting at a desk and working on a computer.
  • Must be able to lift 15 pounds at times.



  • Bachelor’s degree in Human Resources, Business Administration, or related major. 
  • Certifications in HR helpful (PHR, SPHR).  
  • At least 8+ years of progressive HR experience, with a minimum of 2-3 years in a senior HR leadership role. 
  • Proven ability to interact and influence senior leaders. 
  • General business and financial acumen with the ability to develop and utilize HR data and metrics as they relate to and impact business topics in Finance, Legal, IT, payroll, and administration. 
  • Unquestionable personal integrity, fairness and credibility necessary to gain the trust and commitment of individuals at all levels of the organization. 
  • Demonstrated success at cultivating strong relationships with internal and external stakeholders and creating partnerships at all levels within the organization to achieve results. 
  • Excellent communications skills - written, verbal and interpersonal - and an ability to tailor communication style to diverse audiences. 
  • Empathetic and engaging individual, who listens well, is responsive, solutions focused and results oriented. 
  • Ability to successfully work under pressure and handle multiple highly sensitive issues and manage competing priorities. 
  • Drive initiatives with limited resources and roll-up your sleeves attitude to achieve desired results. 



  • This position currently supervises one other human resources professional.



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