Senior Human Resources Business Partner

Company Overview

Alterra Mountain Company is a family of iconic year‑round mountain destinations, the world's largest heli‑skiing operation, and Ikon Pass – the premier ski and snowboard season pass offering access to more than 50 iconic mountain destinations worldwide. Headquartered in Denver, Colorado, Alterra shapes the future of mountain adventure.

• Free Ikon Pass for all eligible employees and additional free skiing/riding privileges across the Alterra Mountain Company resorts for eligible employees and their dependents.
• Discounted skiing/riding for friends and family of eligible employees across the Alterra Mountain Company resorts.
• Flexible Time Off (FTO) and Paid Time Off (PTO) policies for eligible employees to relax and recharge.
• Generous discounts on outdoor gear, apparel, rental cars, etc.
• Medical, dental, vision, life, AD&D, short‑term & long‑term disability insurance, EAP, HSAs, FSAs, and more.
• 401(k) plan with generous company match.
• Paid parental leave of up to 6 weeks for eligible employees.
• Commuter benefits (Denver employees only).
• Hybrid workplace policy encouraging regular in‑person collaboration in our dog‑friendly company headquarters office located in Denver's RiNo Art District neighborhood (for eligible employees).

We’re looking for a dynamic HR professional to join us as a Senior HR Business Partner. In this role you will serve as a strategic liaison between HR and the business, acting as a trusted advisor and change agent supporting organizational growth and employee engagement. This position requires strong business acumen, excellent interpersonal skills, proven ability to mentor and develop HRBPs, and a track record of driving HR strategies that support a high‑performance culture.

• Identify the most pressing talent opportunities and challenges for respective client group(s) and ensure workforce implications are reflected in the business plan.
• Manage a team of Senior HR Generalist and HR Coordinator.
• Execute existing and new HR solutions and capabilities.
• Partner on hiring and development and advancement of team members; work with hiring managers and Talent Acquisition to fill open positions, onboard new hires, and build strong pipelines.
• Understand external market trends and make recommendations on how those could affect internal employees.
• Oversee and proactively approach Employee Relations, providing guidance, interpreting policy, and issue resolution.
• Work with leadership to develop and execute HR strategies that support the successful integration of organizational changes, including strategic, structural, technological, and people‑oriented changes.
• Play a pivotal role in managing change and uncertainty among employees, providing guidance and support throughout transitions.
• Actively participate in ensuring smooth and efficient onboarding for new hires and off‑boarding experiences for departing employees.
• Focus on retaining key talent by identifying critical individuals and implementing strategies to keep them motivated and committed to the organization.
• Evaluate individual or unique roles as part of the larger business; partner with the Compensation team to recommend an appropriate balance between base salary, bonuses, and other incentives.
• Help identify and develop high‑potential employees to ensure succession planning.
• Collaborate with managers to create career development opportunities for employees.
• Help managers implement performance management systems, ensuring regular evaluation and feedback.
• Maintain transparency and open communication channels to keep employees informed and address concerns.
• Act as a steward of the organization’s HR policies and procedures, gathering feedback, running audits, and continuously monitoring and adapting HR services.
• Act as a strategic advisor to leaders, providing coaching and support during change.
• Enable collaboration and networking within the HR function and throughout the organization.
• Listen to business problems, challenge assumptions, inform leaders about talent implications, and present alternate ideas.
• Reprioritize actions for immediate implementation of ad‑hoc topics or…