Easter Seals Jobs

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 – Senior Leader Recruitment provides leadership and partnership across the enterprise leading strategic recruitment for key positions across the company. As a member of TA COE, the Senior Manager will work closely with our C-suite and Business HR partners to understand our leadership hiring needs, supporting business growth and performance. They will actively engage with the external job market, identify talent gaps, and build a pipeline of top candidates aligned with our growth strategy and capability needs. The Senior Manager is also a team player who works with the Director of Talent Acquistion to improve recruiter capability across the COE.

Job Responsibilities:

End-to-end Recruitment:

• Execute end-to-end recruitment efforts for experienced senior leadership and high impact roles (Director-level and above) across all functions (Corporate, Hospitality, Retail and Mountain Divisions), ensuring alignment with key lines of business (LOBs).

• Collaborate with hiring managers to review, analyze, and clarify job specifications, competencies and skills required

• Educate and guide hiring managers on Vail’s standard practices in assessment, selection, and planning techniques, including behavioral interviewing, to enhance the overall hiring process. Proactively set up a communication cadence.

• Partner with the Executive Committee (EC) and Senior Leadership Teams (SLT) to facilitate candidate discussions, ensuring alignment on selection and evaluation decisions.

• Ensure a high-quality experience for both candidates and hiring managers by maintaining professionalism, clear communication, and a smooth process from sourcing to hire.

Sourcing and Network Building:

• Source candidates through a variety of channels including networking, referrals, social networks, cold calling, and online platforms, demonstrating ability to pivot to other techniques based on results.

• Build and manage long-term talent pipelines for critical senior leadership roles, anticipating future needs and driving proactive recruitment efforts.

• Leverage established professional networks and external relationships to effectively source top leadership talent and manage relationships with third-party staffing agencies.

Strategic Business Partner and Talent Strategist

• Serve as a trusted subject matter expert for hiring managers in a full lifecycle recruiting environment, offering guidance on market trends, build vs buy decisions, recruitment best practices, and strategic hiring decisions.

• Build and maintain a deep understanding of each business function’s priorities, structure, critical skills, and optimal candidate profiles to inform recruitment strategies, maintain a talent pipeline and conduct confidential exploratory conversations.

Elevate the Talent Acquistion Process and Team:

• Actively identify and work with Director of Talent Supply to implement process improvements in recruitment, constantly refining and optimizing methods to deliver better outcomes.

• Lead coaching sessions with recruiters to improve sourcing, networking and stakeholder management.

• Engage in personal development continuously building skills and stays abreast of workforce and business trends throughout the industry

• Support 1-2 strategic talent acquisition initiatives, collaborating with HR and Centers of Excellence (COEs) to improve sourcing practices, offer strategies, and candidate experiences.

Job Requirements:

• Experience: 10+ years of professional full-lifecycle recruitment experience in a matrixed organization, with a focus on senior leadership roles (Director-level and above). Previous experience partnering with Executive Committee (EC) and Senior Leadership Team (SLT) hiring managers is preferred.

• Recruitment Expertise: Strong knowledge of recruiting best practices, including structured hiring processes, candidate evaluation, and decision facilitation. Proven ability to deliver results in high-level roles.

• Business Understanding: Ability to understand the dynamics of business functions, critical skills, and organizational needs to find and attract the right leadership talent.

• Process Improvement: A continuous improvement mindset with a demonstrated ability to proactively identify areas for enhancement in recruitment processes.

• Flexibility: Comfortable managing a variety of requisitions, including mid-level roles, with the adaptability to shift focus as needed.

• Relationship Building: Proven ability to build and manage relationships with hiring managers, senior leaders, external vendors, HRBPs and talent acquisition peers.

• Sourcing Agility: Strong sourcing capabilities across multiple channels, including internet platforms, networking, referrals, and cold calling, with a drive to explore new methods of talent acquisition.

• Stakeholder Management: Excellent stakeholder management skills, with a focus on creating a seamless, high-quality experience for both candidates and hiring managers.

• Technological Proficiency: Proficiency with Microsoft Office (Outlook, PowerPoint, Excel) and experience with Applicant Tracking Systems (e.g., Paradox).

• Communication: Strong oral and written communication and influencing skills, with the ability to collaborate effectively at all levels of the organization.

The expected Total Compensation for this role is $105,596 - $140,119 + 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.

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 505922

Reference Date: 11/06/2024

Job Code Function: Talent Acquisition

Job Type: [[JobType]]