Talent Acquisition Analyst

​Our mission is to create the Experience of a Lifetime for our employees, so they can, in turn, create the Experience of a Lifetime for our guests. We own and operate the most renowned destination resorts in the world as well as regional and local ski areas outside major cities, and connect them all through one unrivaled network. We are looking for ambitious leaders, innovators and creators to join our talented team. If you’re ready to pursue your fullest potential, we want to get to know you! Hiring for our seasonal positions occurs on a rolling basis. Applications will be accepted until June 15th or until the positions are filled (whichever is first). Job Summary The Talent Acquisition Analyst will support the Talent Management team and is responsible for attracting, recruiting and hiring world-class leaders for high-impact roles in our business. The Vail Resorts Talent Management team consists of team members focused on Mountain Operations, Hospitality, Retail/Rental, Food & Beverage, and Corporate Line of Business aligned sourcing and drives repeatable process execution and continuous improvement while also serving as strategic talent partners to candidates, hiring managers, and business and HR leadership. Job Specifications: Starting Wage: $58,461.98 - $80,137.37 Employment Type: Year Round Shift Type: Full Time hours available Minimum Age: At least 18 years of age Housing Availability: No Job Responsibilities: Requisition Management & Hiring Execution: Build and maintain a strong understanding of supported business functions, including priorities, organizational structure, key roles, critical skills, and ideal candidate profiles. Lead intake meetings with hiring managers to align on job requirements, success profiles, required competencies, and overall recruiting strategy. Serve as the single point of contact for hiring managers throughout the full recruitment lifecycle, ensuring alignment, communication, and accountability. Own end-to-end delivery against established time-to-fill service level agreements (SLAs), with a focus on quality of hire and candidate experience. Partner with Talent Acquisition Shared Services to align on candidate profiles and ensure effective and consistent candidate screening processes. Review and evaluate candidate profiles from phone screens, ensuring alignment with role requirements before advancing candidates. Present qualified candidate slates to hiring managers with clear insights and recommendations. Facilitate post-interview debriefs with hiring teams, providing consultative guidance to support effective and timely hiring decisions. Partner with internal stakeholders to support the review and consideration of internal candidates, ensuring equitable and consistent processes. Sourcing & Talent Pipelining: Proactively source passive candidates when applicant flow is insufficient or does not align with hiring needs or talent strategy. Build and maintain proactive talent pipelines to anticipate future hiring needs and reduce time-to-fill for critical roles. Partner with leadership to continuously assess hiring demand, workforce planning needs, and application flow across both seasonal and year-round roles. Provide dedicated support for seasonal hiring ramps, including workforce planning, high-volume recruitment strategies, and coordination with operations teams to meet peak hiring demands. Support and participate in hiring events (in-person and virtual), including planning, logistics, candidate engagement, and follow-up processes to drive hiring outcomes. Monitor talent market trends and adjust sourcing strategies to ensure strong and diverse candidate pipelines. Cross-Functional Partnership, Projects & Process Excellence: Partner closely with HR Centers of Excellence (e.g., SHRBPs, Total Rewards, Learning & Development, and Global Mobility) and Business Support Teams (BST) to support key talent initiatives and organizationa priorities. Contribute to and lead cross-functional projects, ensuring alignment across teams, clear communication of timelines and deliverables, and successful execution of project goals. Collaborate with HR partners to support initiatives such as workforce planning, organizational design, compensation alignment, and employee movement. Expand and apply knowledge of global mobility practices, including relocation, visa considerations, and geographically diverse hiring, to better support business and candidate needs. Document, standardize, and continuously improve talent acquisition processes, workflows, and best practices to drive consistency, scalability, and efficiency across the function. Identify opportunities for process improvement and partner across teams to implement enhancements that improve hiring outcomes and stakeholder experience. Additional Responsibilities: Take on additional responsibilities and special projects as assigned to support team priorities and broader organizational objectives. Job Requirements: Professional talent acquisition experience involving full-lifecycle recruiting - 5+ years Solid knowledge of recruiting best practices related to structured hiring, evaluation of candidates and selection decisions. Experience facilitating candidate discussions with hiring teams. Process improvement mindset; the ability to identify areas of opportunity and act on them both proactively and continuously. Curiosity to understand teams, roles, organizational dynamics, and hiring needs to find the right people for each role. Motivation to relentlessly pursue quality of hire to add confidence to hiring decisions and enable teams to thrive. Strong service delivery with high attention to details and focus on experience. Stakeholder management skills. Capability and motivation to drive and influence the recruiting process of hiring the best talent for each role. Microsoft Office required (extensively use Outlook, PowerPoint & Excel). Demonstrated strong oral/written communication & influencing skills. Experience with various ATS/CRMs (Paradox, Workday, SuccessFactors, ServiceNow) ​The expected Total Compensation for this role is $58,461.98 - $80,137.37. Individual compensation decisions are based on a variety of factors. Job Benefits Ski/Mountain Perks! Free passes for employees, employee discounted lift tickets for friends and family AND free ski lessons MORE employee discounts on lodging, food, gear, and mountain shuttles 401(k) Retirement Plan Employee Assistance Program Excellent training and professional development Full Time roles are eligible for the above, plus: Health Insurance; Medical Insurance, Dental Insurance, and Vision Insurance plans (for eligible seasonal employees after working 500 hours) Free ski passes for dependents Critical Illness and Accident plans Vail Resorts offers a ‘Hybrid’ work environment for Broomfield-based roles where employees must live within 50 miles of the Broomfield office and work on-site Tuesday, Wednesday, Thursday and have flexibility to work off-site on Mondays and Fridays. Please note that the ability to work in person or off-site, and the particulars related to such work, are subject to change at any time; and, accordingly, the Company reserves the right to change its policies and/or require in-person/in-office work or off-site work at any time in its sole discretion. In completing this application, and when submitting related documentation, applicants may redact information that identifies their age, date of birth, and/or dates of attendance at or graduation from an educational institution. We follow all federal, state, and local laws including restrictions on child/minor labor. Minors hired into this position will not be asked or permitted to engage in any activities restricted to adult workers. Vail Resorts is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability, protected veteran status or any other status protected by applicable law. ​ Requisition ID 515155Reference Date: 06/10/2026 Job Code Function: Talent Acquisition