Human Resources Management – Yellowstone National Park, WY

Overview

Be part of a team caring for the comfort of our employees.

Now Hiring Human Resources Manager and Assistant Manager for Yellowstone National Park Lodges. We provide on-site housing in 30 dorm-style employee living quarters, which house our nearly 3,500 seasonal employees each year. Our employee housing and field HR staff are responsible for ensuring our employees live in a clean, safe environment and comply with company policy and procedure. (Resume Required)

Join Our Team

• Positions: Humand Resources Management
• Full-time, seasonal position starting in August 2023 and ending October 2023.
• Location: Roosevelt
• Your work schedule is typically 40 hours, 5 days/per week (may include weekends, evenings, on call, and holidays).
• Learn more about our Human Resources department.

Life in Yellowstone Includes

• Low cost housing in our nation’s first National Park! Seasonal employees live in dormitory-stylehousing that includes Wi-Fi (limited bandwidth), laundry, and all utilities
• All meals provided at low cost including breakfast, lunch, and dinner
• No Wyoming state taxes deducted from your paycheck
• Participate in our $350 Referral Bonus! Review criteria here
• Making friends with people of all ages, from all over the country and world

Additional Perks

• Free Employee Recreation Program (photo contest, gear rentals, educational seminars, athletic competitions, and more).
• Employee discounts on retail, food & beverage, lodging, camping, and activities in Yellowstone, at our sister properties, and in our local gateway communities
• Over 1,000 miles of hiking trails inside the park
• 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
• Click for more info on perks

Why Choose Yellowstone National Park Lodges

We are a welcoming community who work hard, share a passion for the environment, and enjoy crafting memorable experiences for our guests. As part of the Xanterra Travel Collection, we the primary authorized concessioner in Yellowstone, and as such, we are proud stewards of the park.

Get the Scoop from Employees on our Instagram and TikTok pages!

Responsibilities

Applicants for a Human Resources position will be considered for the following positions, based on skill levels and business needs:

Human Resources Management

1. Train and guide managers in support of consistent employee documentation and discipline standards, ensuring adherence to parkwide practices, established company policy & procedure, State and Federal Law, and National Park Service standards.
2. Effectively advise and lead seasonal property management teams on all aspects of Human Resource policy and practice through excellent interpersonal communication, teambuilding, continual development and positive coaching and feedback.
3. 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 employees with available support resources and make appropriate referrals.
4. Objectively and consistently initiate and/or monitor corrective and disciplinary action related to employee conduct and company policy infractions.
5. 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, conduct lawful and sensitive interviews and involve 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.
6. 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.
7. Maintain confidential, complete, and legally compliant employee files and investigative files. Ensure the main HR office is copied on relevant documents in a timely manner.
8. Work cooperatively and confidentially with Department Managers, Operations, Support Staff, and the HR/Housing/Personnel 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 make appropriate contact with HR leadership, Operations, and/or Support Staff.
9. 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.
10. 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.
11. Manage employee and manager onboarding initiatives to ensure consistent, professional, and thorough training; Audit programs and make recommendations for enhancements to improve employee assimilation.
12. 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.
13. Monitor employee on-boarding for newly arriving employees to your assigned area and make recommendations for program improvements.
14. 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.
15. Support employee reward, recognition, and engagement programs to include the monitoring, tracking, and active encouragement of the “X-card” program.
16. 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 to support effective location communication.
17. Develop strong partnerships with various Internal Customers including, but not limited to, Operations Teams, Parkwide HR Staff, Housing Staff, Security Staff, Managers & Supervisors, HR Support and NPS. Represents the HR department and Company in a professional and cooperative manner.
18. Ensure timely and accurate processing of employee information including profile changes, payroll deductions, etc.
19. Respond to requests and concerns from Employees, Support Staff, Management Staff, NPS and others as appropriate in a timely and professional manner.
20. Prepare and facilitate HR-related training for seasonal HR Management staff.
21. Utilize personnel reports and aid 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.
22. Perform weekly employee file audits and initiate steps (retraining, corrective action, etc.) to ensure appropriate file maintenance.
23. Assist with seasonal Personnel staff hiring when vacancies occur during the season. Communicate with location on open positions both on-location and parkwide. Direct employees appropriately on both internal applications and transfer applications.
24. 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.
25. Ensure that all Housing expectations, as outlined in the Housing Manager and Assistant Housing Manager job descriptions, are met, and all personnel are held accountable to outlined standards and expectations.
26. Other duties as assigned by the Assistant Director, Human Resources and/or Regional.

Qualifications

Preferred Qualifications Include: (Resume Required)

• 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 and collaboratively.
• HR Certification preferred.
• Minimum of three years Xanterra Yellowstone Management and/or HR experience.
• Excellent oral and written communication skills.
• Ability to guide and motivate others and to effectively communicate complex information to a wide variety of audiences persuasively and professionally.
• Knowledge of Company policies and procedures, Park/Company guidelines and resources for cases with extenuating circumstances.
• Intermediate level to advanced knowledge of Microsoft Word, Excel, and Outlook.
• Possession of a valid driver’s license and safe driving history required.

Physical Requirements:

• Able to walk from HR office to offices of other location department managers daily.
• 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.

Additional Physical Requirements for Housing Management

• Must be able to lift items up to 25 pounds and shovel snow
• Must be able to walk up to one mile continuously
• Must be able to kneel or lay flat on the ground to inspect employee rooms and bathrooms.
• Must be able to climb stairs.

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.