The HR Manager (Compliance, Staff Resources, Communications & Leadership Development) strengthens the organization through oversight of key compliance programs, employee resources, HR communications, and leadership development. This role serves as a trusted resource to employees and leaders, translating policies and employment requirements into practical, consistent processes while identifying opportunities to reduce risk, improve employee experience, and build leadership capability in alignment with organizational priorities and values. You'll be at the center of a dynamic mountain community, helping staff find the resources they need, keeping us on track and compliant, creating communications people actually want to read, and building training that helps our leaders grow. This is a hands-on HR role that blends day-to-day administration with opportunities to improve processes, solve problems, and build programs that make a difference. We're looking for someone who can move comfortably between details and big-picture thinking, takes ownership, and genuinely enjoys helping people succeed. If you want to make an impact, build programs you're proud of, and have a workday that rarely looks the same twice, this could be the role for you. This job description is intended to be a broad description of duties. You will be asked to carry out all responsibilities in accordance with the organization's policies and applicable laws. Specific information on duties and policies can be found with your supervisor or in the Employee Reference Guide. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential job functions.

Essential Job Responsibilities:

Compliance & HR Governance Maintain working knowledge of applicable federal, state, and local employment laws and regulatory changes; review HR policies, practices, and processes for compliance and recommend policy updates, corrective actions, training, or process improvements as needed. Conduct regular compliance audits of hiring, onboarding, I-9s, personnel files, employee documentation, and other HR processes; maintain accurate and confidential records and documentation to support internal and external audits. Partner with HR leadership on the development, review, implementation, and communication of HR policies and procedures and provide guidance to managers regarding policy, documentation requirements, and consistent employment practices. Maintain HR compliance calendars, documentation standards, and internal controls; escalate significant compliance concerns or employee relations matters to the Director of Human Resources as appropriate. Oversee HRIS document governance and recordkeeping, including document permissions, visibility, naming conventions, retention, access, and overall integrity of employee personnel records within UKG. Review, track, and document completion of required and professional training, continuing education, work assessments, licenses, and certifications within the HRIS. Serve as a resource and backup administrator for benefits systems and portals, supporting employee access and continuity of benefit resources. Support occupational health and safety initiatives through participation in safety and accident review meetings and, as assigned, provide support for Workers' Compensation processes, employee questions, claims documentation, and related compliance. Maintain required federal, state, and local labor law postings across physical and electronic locations and ensure updates are completed as requirements change. Staff Resources & Support Serve as a primary employee resource for benefits information, HR systems, policies, and available staff resources, partnering with Payroll & Benefits and other HR team members to ensure accurate, timely, and consistent employee support. Provide employee education and outreach to increase awareness, understanding, and utilization of benefits and staff resources, including proactive outreach to employees eligible for the 401(k) match program, while referring enrollment and benefits administration matters to Payroll & Benefits. Identify recurring employee questions, barriers, or areas of confusion and develop or improve employee-facing resources, communications, and processes to ensure information is current, accessible, accurate, and easy to understand. Support the Director of Human Resources and other HR leaders with ongoing manager and supervisor coaching, including HR processes, employee resources, performance management, communication, and leadership practices. Research and recommend policy and program improvements and support the development, annual review, communication, and implementation of new or updated employee policies and programs. Support exit interview processes as assigned, including conducting interviews, documenting feedback, and identifying recurring themes that may inform improvements to HR practices and employee experience. Partner across HR functions to identify opportunities to improve employee service, streamline processes, and connect employees and leaders with the appropriate HR resources. HR Communications & Employee Engagement Lead the planning, development, and execution of recurring HR and employee communications, establishing standards for clear, consistent, timely, and employee-centered messaging across communication channels. Oversee the employee newsletter, including content development, coordination, distribution, and ongoing improvements based on employee needs and engagement. Coordinate employee communications related to policies, compliance requirements, benefits, staff resources, training, employee programs, events, and organizational initiatives in partnership with HR and department leaders. Maintain employee-facing HR content and resources across communication platforms, including the employee website, staff notices, locker-room communications, directories, Mountain Teams, UKG Announcements, radios, and other communication channels. Analyze staff surveys and other employee feedback, identify trends and areas of focus, prepare summaries for organizational distribution, and develop recommendations or proposals in response to findings. Partner with leaders and departments to improve the consistency and effectiveness of employee communications and evaluate engagement to inform future communication strategies. Monitor and respond to the HR inbox, providing timely information, connecting employees with appropriate resources, and routing matters requiring specialized HR support to the appropriate team member. Coordinate employee engagement initiatives, including health fairs, blood drives, and other staff programs. Support planning and execution of the annual Employee Recognition Dinner, including invitations, recognition lists, plaques, gifts, event preparation, and facilitation. Provide oversight and direction for recurring staff parties and employee events, with administrative staff responsible for routine event logistics and execution as assigned. Leadership Training & Development Coordinate organizational leadership and employee development initiatives, including frontline development, new-hire orientation, and other learning programs aligned with organizational needs; support the planning and execution of the Leadership Summit and advanced leadership programming. Coordinate introductory training for leaders and other designated staff on UKG, Teams, HR toolkits, hiring and onboarding processes, and other systems or resources necessary for successful people management. Develop and maintain the annual training calendar and HR Training Catalog, coordinating and communicating leadership, frontline, compliance, and professional development opportunities and using these resources to support career-path development for staff. Partner with external vendors, facilitators, and subject matter experts, including Guide Theory, Fred Pryor, and other professional development resources, to expand leadership, frontline, and individual development opportunities. Develop and assist in facilitating workshops, manager tools, training materials, and learning opportunities related to HR compliance, employee relations, communication, performance management, Leadership Behaviors, and other organizational priorities. Conduct leadership check-ins to identify recurring development needs, challenges, and opportunities and recommend training initiatives, tools, and resources based on leader and employee feedback, compliance requirements, and organizational priorities. Facilitate quarterly Diverse Talent Hiring Training for new hiring managers and support other required manager training and development initiatives. Track participation, completion, feedback, and effectiveness of leadership and employee development programs and use results to recommend improvements and future programming. Support the J-1 Visa program, including program administration, onboarding, cultural activities, employee support, and compliance requirements. Model organizational Leadership Behaviors and incorporate them into leadership development, training resources, and employee programs.

Personal Skills:

Excellent verbal and written communication skills. Strong interpersonal, negotiation, and conflict resolution skills. Exceptional organizational skills and attention to detail. Effective time management with a proven ability to meet deadlines. Strong problem-solving abilities and critical thinking skills. Ability to work independently with minimal supervision. Act with integrity, professionalism, and confidentiality. General knowledge of employment-related laws and regulations. Proficient in Microsoft Office Suite or related software. Proficiency with or quick learning of the organization's HRIS (UKG). Strong personal character and commitment to Taos Ski Valley, Inc.'s Vision, Purpose, and Values. Ability to accept criticism and opportunities for growth gracefully and humbly. Stay positive, focused, and constructive in the face of setbacks and challenges in an ever-changing environment.

Qualifications/Knowledge:

Three or more years of progressively responsible Human Resources experience, with demonstrated knowledge of employment compliance, leave administration, HR policies, and HR best practices. Demonstrated ability to interpret policies and regulations and translate them into practical, consistent processes and employee resources. Strong judgment, discretion, organizational skills, and attention to detail, with the ability to independently manage multiple priorities and maintain confidentiality. Strong written and verbal communication skills, with the ability to effectively communicate with employees and leaders at all levels of the organization. Experience coordinating employee training, communications, leadership development, or similar organizational programs preferred. Experience with HRIS platforms; UKG experience preferred. Ability and willingness to work a flexible schedule, including weekends, holidays, and evenings, based on operational and employee needs. Notary certification or willingness to obtain certification. HR certification such as

PHR, SHRM-CP

are a plus. Bilingual or multilingual skills are a plus given our diverse staff population. Intermediate skiing or snowboarding ability is a plus.

Work Environment:

Taos Ski Valley, Inc. is often a fast-paced work environment, especially during Holidays and Peak days. TSVI is in a high-altitude alpine environment. Position may require travel on uneven, snow-packed, or icy terrain and may be exposed to wet, cold, and/or humid conditions. Must be able to work in close quarters and with other staff.

Physical Demands of Position Include:

Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 15 pounds at times. Must be able to access and navigate each department at our various locations and facilities.

Background Check:

Positions dealing with safety-sensitive and/or confidential information, require driving, or positions that handle cash require a background check and MVR check. Employment is contingent upon a favorable background check and MVR check.