Senior Human Resources Business Partner

Year Round

COLLABORATION | AUTHENTICITY | PURPOSE | EMPOWERMENT

Alterra Mountain Company is a family of iconic year-round mountain destinations, the world’s largest heli-skiing operation, and Ikon Pass - the premier ski and snowboard season pass offering access to more than 50 iconic mountain destinations around the world. Headquartered in Denver, Colorado and born out of a shared love of the mountains and adventure, Alterra Mountain Company exists to shape the future of mountain adventure.

WHAT WE OFFER

• Free Ikon Pass for all eligible employees + additional free skiing/riding privileges across the family of Alterra Mountain Company resorts for eligible employees and their dependents

• Discounted skiing/riding for friends and family of eligible employees across the family of Alterra Mountain Company resorts

• Flexible Time Off (FTO) and Paid Time Off (PTO) policies for eligible employees to relax and recharge

• Generous discounts on outdoor gear, apparel, rental cars, etc.

• Medical, dental, vision, life, AD&D, short-term & long-term disability insurance, EAP, HSAs, FSAs, and more

• 401(k) plan with generous company match

• Paid parental leave of up to 6 weeks for eligible employees

• Commuter benefits (Denver employees only)

• Hybrid workplace policy encouraging regular in-person collaboration in our dog-friendly company headquarters office located in Denver’s RiNo Art District neighborhood (for eligible employees).

For information on Alterra Mountain Company’s Social Responsibility work, please see our webpage at https://www.alterramtn.co/impact. Among other resources, Alterra has a slate of Employee Resource Groups to support our workforce.

POSITION SUMMARY

We’re in search of a dynamic HR professional that enjoys pursuing ambitious goals and winning with a team to join us as a Sr. HRBP. In this role, you will be a strategic liaison between HR and the business. These senior HR professionals have a deep understanding of the business and ensure that HR helps the business make an impact. You’ll serve as a trusted advisor and change agent, supporting organizational growth and employee engagement.

This role requires strong business acumen, excellent interpersonal skills, success mentoring/developing HRBPs, and a proven ability to drive HR strategies that support a high-performance culture.

ESSENTIAL DUTIES

General Responsibilities

• Identify the most pressing talent opportunities and challenges for respective client group(s) and ensure the workforce implications are reflected in business plan.
• Manage team of Sr. HR Generalist and HR Coordinator
• Execute existing and new HR solutions and capabilities.
• Partner on hiring and development and advancement of team members; this includes working with hiring managers and Talent Acquisition to fill open positions, onboard new hires and build strong pipelines.
• Understand external trends in the marketplace and make recommendations on how those could affect internal employees.
• Oversee and take a proactive approach to Employee Relations, and make recommendations by providing guidance, interpreting policy and issue resolution.
• Work with leadership to develop and execute HR strategies that support the successful integration of organizational changes, including strategic, structural, technological, and people-oriented changes.
• Play a pivotal role in managing change and uncertainty among employees, providing guidance and support throughout transitions. This involves clear communication, leadership alignment, and employee involvement to facilitate the change journey.
• Actively participate in ensuring smooth and efficient onboarding for new hires and offboarding experiences for departing employees.
• Focus on retaining key talent by identifying critical individuals and implementing strategies to keep them motivated and committed to the organization. This might involve retention plans, competitive compensation, and growth opportunities.
• Evaluate individual or unique roles as part of the larger business. Help address each role’s relative value to ensure that employees are compensated fairly and competitively. Partner with the Compensation team to recommend the right balance between base salary, bonuses, and other incentives.
• Help identify and develop high-potential employees, ensuring there are leaders in place to fill critical roles in the future.
• Collaborate with managers to create career development opportunities for employees, fostering a culture of growth and advancement.
• Help managers implement performance management systems, ensuring that employees are regularly evaluated and given feedback.
• Maintain transparency and open communication channels to keep employees informed, address concerns, and manage expectations to minimize anxiety and build trust.
• Acts as a steward of the organization’s HR policies and procedures. These responsibilities encompass a wide range of tasks, including gathering feedback, running audits, and continuous monitoring and adaptation to keep HR data and services effective and efficient.
• Act as strategic advisors to leaders, providing coaching and support as they navigate the complexities and lead their teams through change.
• Enable collaboration and networking both within the HR function and throughout the organization
• Listen to the problems of the business, challenge business leader assumptions, inform and/or educate leaders about the talent implications of decisions, and then present alternate explanations and ideas.
• Reprioritize actions for immediate implementation of ad-hoc topics or assignments.

REQUIRED QUALIFICATIONS

• Professional/lived experience in a culturally competent manner to a diverse range of audiences and new/emerging markets, including to underrepresented communities.
• 8 or more years in progressive HR with geographically distributed employee populations
• 3 or more years supporting commercial functions (sales, marketing, business development, etc.)
• Deep knowledge of HR best practices, employment law, and organizational behavior
• Proven experience facilitating workforce planning processes
• Familiarity with and solid experience facilitating talent management processes, such as talent reviews and succession planning
• Strong ability to influence, build relationships, and communicate across all levels of an organization
• Proven experience managing complex employee relations issues and driving change
• Excellent problem-solving, analytical, and decision-making skills
• Experience in a fast-paced, high-growth, or matrixed environment preferred

Preferred Qualifications:

• SHRM-SCP, SPHR, or equivalent HR certification
• Experience working in Finance or Insurance industry
• Familiarity with Workday
• Proficiency in Microsoft products (PP, Excel, Word, Teams, etc.)

EDUCATION REQUIREMENTS

• Bachelor’s degree in human resources, Business Administration, or related field; or a recognized equivalent combination of education and experience.

The base salary range below represents the low and high end of the Alterra Mtn Co Shared Services Inc. salary range for this position. Actual salaries will vary and may be above or below the range based on various factors including but not limited to experience, education, training, location, merit system, quantity or quality of production, responsibilities, and regular and/or necessary travel. The range listed is just one component of the Company’s total compensation package for employees. Other rewards may include short-term and long-term incentives and many region-specific benefits.

Denver area base salary range: $127,000 - $184,000 per year

Application Deadline: This position is open and still accepting applications.

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily with or without reasonable accommodations.

Alterra Mountain Company and its affiliates are equal opportunity employers.

Intrawest Resorts Holdings, Inc was a developer and operator of destination resorts and a luxury adventure travel company. The company was founded in 1976 as a privately funded real estate development company. In 2006, Intrawest was purchased by Fortress Investment Group, a private equity investment company, which resulted in the company being delisted from the Toronto Stock Exchange and New York Stock Exchange. Fortress was under financial pressure related to the Intrawest debt, but a new loan with a single lender was completed in April 2010 and all prior lenders were repaid in full.