Senior Director, Talent Management

Vail Resorts · United States

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 Director, Talent Management is a pivotal enterprise leader responsible for owning and advancing an integrated, inclusive talent strategy that directly enables business outcomes. This role represents a shift from managing discrete talent programs to architecting and operationalizing a cohesive talent system—aligning workforce strategy, leadership capability, and talent infrastructure to support growth, performance, and long-term organizational health.
• This leader will drive strong and inclusive workforce pipelines, deep and actionable leadership succession, clear career pathways, and evolved performance management practices that reflect an integrated business and talent strategy.
• Success in this role requires enterprise thinking, the ability to translate business priorities into talent system design, and the capability to lead at scale across a complex, matrixed global organization.

• Outlet: Corporate, Broomfield
• The budgeted range starts at $155,950 - $199,493 + annual bonus + equity. Actual pay will be adjusted based on experience
• Shift & Schedule Availability: Full Time, Year Round
• Other Specifics: Hybrid

• Enterprise Talent Strategy & System Design
• Own and evolve an integrated enterprise talent strategy aligned to business priorities, growth plans, and workforce needs
• Translate business strategy into end-to-end talent system design, connecting performance, potential, development, succession, and mobility
• Lead the evolution from program-based delivery to a cohesive, scalable talent ecosystem that drives measurable business outcomes
• Talent Infrastructure & Career Architecture
• Architect and scale talent infrastructure aligned to strategic priorities, with particular focus on frontline and high-volume populations
• Lead the design and implementation of enterprise career architecture and progression pathways, enabling transparency, mobility, and capability building
• Align career pathing to workforce needs to strengthen attraction, engagement, retention, and internal mobility
• Ensure talent systems are practical, scalable, and embedded into day-to-day leadership practices
• Performance, Succession & Talent Outcomes
• Evolve performance management and talent assessment processes to better reflect business strategy and drive differentiated outcomes
• Strengthen leadership succession pipelines, ensuring depth, readiness, and alignment to future business needs
• Drive leader accountability for talent outcomes, including performance, development, engagement, and pipeline strength
• Embed clear performance and potential indicators to support consistent, objective talent decisions
• Integration of Inclusion into Talent Strategy
• Embed diversity and inclusion into core talent strategy and system design, ensuring inclusion is operationalized across all talent processes
• Architect talent practices that reduce bias in assessment, development, and advancement decisions
• Partner across the enterprise to ensure a culture of belonging is reinforced through talent practices and leadership behaviors
• Global & Matrix Leadership
• Lead, operate in a highly matrixed, global environment, including direct partnership with international regions (e.g., Europe and Australia)
• Drive broad talent management capability across the HR organization by embedding repeatable enablement and knowledge-sharing mechanisms across our talent processes and products
• Drive enterprise consistency in talent practices, while allowing for local market nuance and regulatory considerations
• Ensure strong alignment and execution across HR Operating Model – between Talent and Total Rewards COE, Strategic HR Business Partners, and Business Solutions Team delivering a cohesive and seamless talent experience globally
• Cross-Functional Leadership & Execution
• Partner closely with Strategic HR Business Leaders, Talent Acquisition, Learning & Organizational Development, and business leaders to ensure alignment between talent strategy and operational execution
• Lead large-scale change management efforts to embed new talent practices and ways of working
• Leverage talent analytics to inform strategy, measure impact, and continuously improve outcomes
• Influence senior leaders to adopt and role model inclusive, high-impact talent practices
• Leadership Expectations
• Think and operate at an enterprise level, balancing strategic vision with execution discipline
• Act as a systems architect, connecting talent processes into a unified, high-impact ecosystem
• Demonstrate strong change leadership, influencing across a complex, matrixed organization
• Build and lead a high-performing matrix team, elevating capability and driving accountability
• Model the company’s values and leadership competencies, including leading inclusively and developing talent as a core leadership responsibility
• Knowledge, Skills & Experience
• Deep expertise in enterprise talent strategy, talent systems design, and organizational effectiveness
• Proven ability to link business strategy to talent outcomes and deliver measurable impact
• Strong experience embedding inclusive practices into talent processes at scale
• Demonstrated success leading global, matrixed initiatives across regions and functions
• Advanced capability in talent analytics and insight-driven decision-making
• Strong influencing and stakeholder management skills, including at the executive level

• Bachelor’s degree in Human Resources, Business, Organizational Psychology, or related field
• 10+ years of progressive experience in talent management, organizational development, or related fields
• Leadership experience with enterprise-level scope and impact

• 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

• 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