Regional Human Resources Manager jobs in Wyoming

Overview

Live. Work. Explore. as a part of our Human Resource team in Yellowstone National Park!

Are you enthusiastic about hospitality, people, and beautiful places? By working at Yellowstone National Park, you will get all three! As the Old Faithful Area Human Resource Manager, you will play a vital role in supporting the day-to-day functions that keep the location running smoothly.

Job Summary: This position has authority and responsibility to managing all phases of Human Resources operation at their location. This position will also be responsible for directing work of Assistant HR Manager and coordinator positions in meeting the departmental expectations outlined below in responsibilities. 

The Details:Position Type: SeasonalSeason Dates: March-NovemberSchedule: Typical schedule is 40 hours, 5 days/per week (may include weekends, evenings, holidays, and on call)

Why Yellowstone National Park?We are a welcoming community who work hard, share a real passion for the environment, and enjoy crafting memorable experiences for our guests. As part of the Xanterra Travel Collection®, we are the primary authorized concessionaire in Yellowstone, and proud stewards of the park.

Life in Yellowstone:

• Employee housing (dormitory-style) and on-site employee meals (cafeteria-style)
• Free on-site laundry facility Wi-Fi (limited bandwidth), and utilities included
• No Wyoming state taxes deducted from your paycheck
• A fast-paced, exciting work environment with plenty of upward mobility and growth opportunities
• Meet people of all ages from all over the country and world

Benefits and Perks:

• Free Employee Recreation Program (recreation centers, athletics, gear rentals, seminars, van trips, hiking, and more).
• Employee discounts on retail, food & beverage, lodging, and activities in Yellowstone
• Employee discounts at local gateway communities
• Access to maintained campgrounds and back country campsites inside and around the park
• Over 1,000 miles of hiking trails inside the park itself
• Fresh air, breathtaking views, and clear night skies
• World-class wildlife viewing of bison, elk, moose, wolves, bears, and more
• Approximately 500 geysers (the largest concentration in the world) and hot springs, including Grand Prismatic, the third largest in the world

Responsibilities

• Train and guide managers in support of consistent employee documentation and discipline standards, ensuring adherence to park-wide practices, established company policy & procedure, State and Federal Law, and National Park Service (NPS) standards.
• Effectively advise and lead seasonal property management teams on all aspects of Human Resource policy and practice through excellent interpersonal communication, team-building, continual development and positive coaching and feedback. 
• Provide a sounding board for employees at all levels; handle personnel issues with sensitivity and confidentiality as required, resolve issues in a tactful and timely manner. When appropriate, utilize or provide employee with available support resources and make appropriate referrals.
• Objectively and consistently initiate and/or monitor corrective and disciplinary action related to employee conduct and company policy infractions.  
• Serve as a primary resource for investigation in highly sensitive areas including claims of harassment, discrimination, threats of violence, etc. Perform thorough, timely, and effective investigations, conducting lawful and sensitive interviews and involving others as appropriate.  Make recommendations and reach conclusions using judgment and application of policy and precedence.  Involve and/or communicate necessary information to Operations, HR Support, HR Manager, and NPS as appropriate.   
• Assess and triage situations and effectively identify those concerns needing to be escalated. Where appropriate, identifies the appropriate HR, Operations, or NPS contact and involves them for support in a timely and professional manner. 
• Maintain confidential, complete, and legally compliant employee files and investigative files. Ensure main HR office is copied on relevant documents in a timely manner. 
• Work cooperatively and confidentially with Department Managers, Operations, Support Staff and the HR team to resolve sensitive employee issues. Share necessary concerns and information to aid in same. Able to effectively triage and identify those situations needing to be escalated and making appropriate contact with HR leadership, Operations, and/or Support Staff.   
• Actively support department and operations managers on company standards and practices related to the selection, training and managing of employees. Partner with the internal training department to identify department manager strengths and weaknesses with the goal of developing effective support systems and ongoing education.  
• Provide relevant ongoing support training as necessary for Managers and Supervisors as well as conduct one-on-one coaching sessions with all new managers/supervisors in the areas of effective HIGs (How’s It Going) writing and administering and CALI (Corrective Action and Legal Issues) training.
• Actively monitor turnover trends and capture metrics to identify areas of concern related to retention.
• Manage employee and manager on-boarding initiatives to ensure consistent, professional, and thorough training; Audit programs and make recommendations for enhancements to improve employee assimilation.
• Perform legally compliant terminations or serve as guidance, consult, and witness during terminations performed by others. Ensure terminations are conducted effectively and sensitively.  Communicate with tact and diplomacy to those departments needing to be advised of termination information. 
• Monitor employee on-boarding for newly arriving employees to your assigned area and make recommendations for program improvements.
• Continually seek improvement of efficiencies in processes and procedures throughout all operations with the goal of consistently improving standards of employee guest service while maintaining and/or reducing overall company liabilities and HR operating expenses.
• Support employee reward, recognition, and engagement programs. 
• Attend various location and departmental meetings on a regular basis and contribute useful information as appropriate. Share information gained in meetings with entire HR department in an effort to support effective location communication. 
• Develop strong partnerships with various Internal Customers including, but not limited to, Operations Teams, Park-wide HR Staff, Housing Staff, Security Staff, Managers & Supervisors, HR Support and NPS. Represents the HR department and Company in a professional and cooperative manner.   
• Ensure timely and accurate processing of employee information including profile changes, payroll deductions, etc.
• Respond to requests and concerns from Employees, Support Staff, Management Staff, NPS and others as appropriate in a timely and professional manner.
• Prepare and facilitate HR-related training for seasonal HR Management staff. 
• Utilize personnel reports and offer assistance to location departments as needed to accurately assess staffing issues (i.e., to compare actual staff numbers to budgeted staff numbers, to monitor room and board charges, to monitor staffing activities including,  arrivals, transfers, promotions, terminations, etc.) and communicate concerns to appropriate location, support and HR Management staff.            
• Perform employee file audits and initiate steps (retraining, corrective action, etc.) to ensure appropriate file maintenance. 
• Assist with seasonal HR staff hiring when vacancies occur during the season. Communicate with location on open positions both on-location and park-wide.  Direct employees appropriately on both internal applications and transfer applications.   
• Continuously work to develop and strengthen relationships with local management and NPS personnel at all locations while ensuring compliance with company and contract related directives.
• Other duties as assigned

Qualifications

• Demonstrated skill in the areas of leadership, decision making, delegation, time management, problem solving, organizational and interpersonal communication.
• Excellent follow-up skills with ability to shift priorities and restructure time and energies to perform in an optimal capacity. Make sound judgment both independently or collaboratively.     
• HR Certification preferred.
• Minimum of three years Xanterra Yellowstone Management and/or HR experience.
• Excellent oral and written communication skills.
• Ability to persuasively and professionally guide and motivate others and to effectively communicate complex information to a wide variety of audiences.
• Knowledge of Company policies and procedures, Park/Company guidelines and resources for cases with extenuating circumstances.
• Intermediate to advanced knowledge of Microsoft Word, Excel, and Outlook.
• Possession of valid drivers license and safe driving history required.

Physical Requirements include:

• Able to walk through location housing facilities, including climbing stairs, on a daily basis.
• Able to walk from HR office to offices of other location department managers on a daily basis.
• Able to remain seated for periods of 30-120 minutes or longer.
• Able to walk and/or stand a minimum of 30 minutes at a time.
• Able to walk up to one mile continuously.
• Able to walk on uneven terrain, including icy and snow-covered areas.

We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.