Analyst: Talent Development

Join the Grand Teton Lodge Company for a season, or stay for a career at more than 40 resorts. From day one, you’ll receive some of the highest compensation rates in the industry, free access to Grand Teton and Yellowstone National Parks, employee housing, free activities, 40% retail discounts, the chance to grow through Epic Service – our leading training and development program, and wellness benefits to fuel your success.

The Human Resources Analyst for Training and Development will manage all local training and development initiatives and drive the utilization and improvement of the LIFT Learning Management Tool. The Analyst is responsible for maintaining compliance and improving methods for tracking of all training and certifications as required by employment law, the National Park Service, and ISO certifications, and ensuring successful results of all applicable audits.

The Analyst will work closely with the Vail Resorts Talent Development Team to align with Talent Development Initiatives including but not limited to New Employee Orientation (NEO), Leadership Essentials, Manager Training and local development programs. They will support Vail Resorts Talent Development Programs through a comprehensive understanding of the LIFT to accurately assign, deploy and track all learnings applicable to GTLC in the platform.

• Starting Wage: $50,000.00 - $60,852.50
• Employment Type:
  
  Year Round
• Shift Type:
  Full Time
• Minimum Age:
  At least 18 years of age
• Housing Availability:
  Yes

• Become local expert and administrator of the LIFT tool to develop, publish, assign, and track all appropriate local training content.
• Develop expert-level understanding and skill in the LIFT to drive continual improvements in system setup and maximize utilization for all learning. Participation on Vail Resorts LIFT Research and Development Team.
• Maintain comprehensive position-specific listing of all required trainings and certifications. Implement and maintain Prescriptive Rules in the LIFT to assign appropriate trainings by position, location, job functions, and other requirements.
• Work with stakeholders to identify area of improvement to systematically incorporate and streamline required trainings into hiring, requisitions, and onboarding.
• Ownership of seasonal orientation/training program including developing content, presentation, schedule, and tracking in coordination with appropriate local stakeholders and NPS.
• Develop and execute an improved Manager Training program (seasonal and year-round) by creating tailored training curriculums for unique segments of managers (new, returning, Time and Labor approvers, etc). Create a scalable and robust program complimenting operational needs while ensuring all managers receive the same resources regardless of hire or promotion date.
• Support ISO quality program by incorporating department-specific Onboarding training content and tracking into the LIFT.
• Facilitate or coordinate facilitation of required trainings to required audiences (golf cart use, Coast Guard, Serv Safe, TIPS, etc).
• Compile and produce annual statistics on training for the NPS annual report.
• Continuously improve quality of all training content and presentation, with a focus on creating engaging and memorable training experiences.

• Maintain comprehensive position-specific listing of all required certifications in the LIFT.
• Develop systems to accurately capture records of required certifications as part of the onboarding process, and ensure individual’s certifications are valid and current.
• Assist Health & Safety in improvement of MVR process, in addition to providing assistance in tracking and completion of all required MVR reports if needed.

• Work closely with corporate Talent Development and local senior leadership to plan and execute Vail Resorts development opportunities including Leadership Essentials.
• Support company-wide Talent Development programs and initiatives and placement, including Camp attendance.
• Ensure all year-round employees have completed Insights assessments, and incorporate into onboarding process for new year-round employees.
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