Custodian

At Big Powderhorn Mountain Resort, we create welcoming, memorable mountain experiences through genuine Upper Peninsula hospitality, dependable teamwork, and pride in doing the job right. Our team members look out for one another, take ownership of their work, adapt when conditions change, and put safety and the guest experience at the center of every decision. Position Summary Keep public and employee spaces clean, safe, and ready so the resort feels well cared for. Flexible hours. Essential Functions and Responsibilities Clean and sanitize restrooms, lobbies, dining areas, offices, locker rooms, and other facilities. Sweep, mop, vacuum, dust, remove trash, replenish supplies, and respond to spills. Inspect for hazards, damage, and maintenance needs and report them promptly. Use chemicals and equipment according to labels, training, and safety procedures. Support snow and ice control and peak-day cleanup. Work safely and follow resort procedures, department standards, and applicable regulations. Communicate clearly with teammates and leaders, and support other departments when resort operations require it. Provide friendly, solutions-focused service to guests and coworkers. Maintain clean, organized work areas and promptly report hazards, equipment concerns, or guest issues. What You Bring Dependability, attention to detail, and ability to work independently. Ability to use cleaning equipment and safely move supplies. Discretion and a helpful attitude around guests. Previous custodial or facilities experience preferred but not required. Active work across resort facilities with standing, bending, lifting, weekends, and holidays. Equal Employment Opportunity and Compliance Big Powderhorn Mountain Resort is an equal opportunity employer. Employment decisions are made without unlawful discrimination based on race (including traits historically associated with race, such as hair texture and protective hairstyles), color, religion, national origin, ancestry, age, sex (including pregnancy, childbirth, and related medical conditions), sexual orientation, gender identity or expression, height, weight, marital status, disability, genetic information, military or veteran status, citizenship or immigration status where protected, or any other status protected by applicable law. Retaliation for raising a good-faith concern, requesting an accommodation, or participating in a protected process is prohibited. Qualified applicants and employees must be able to perform the essential functions of the position, with or without reasonable accommodation. Big Powderhorn will provide reasonable accommodations as required by law for disabilities; known limitations related to pregnancy, childbirth, or related medical conditions; sincerely held religious beliefs or practices; and participation in the application or interview process. Applicants may request an accommodation from the hiring manager or designated human-resources representative. If a role requires a license, certification, minimum age, driving record, medical examination, physical-ability assessment, background check, or other pre-employment screening, the requirement will be applied only when lawful and relevant to the position. Any screening will be conducted at the legally appropriate stage, consistently for the applicable job category, and in accordance with applicable notice, authorization, confidentiality, and fair-chance requirements. Employment-eligibility verification will be completed in accordance with federal law without unlawful citizenship-status, immigration-status, national-origin, or document-abuse discrimination. Employment with Big Powderhorn is at will to the fullest extent permitted by Michigan law. Nothing in this posting creates a contract, promise of continued employment, or guarantee of any particular schedule or term. This description identifies the position’s principal essential functions but is not exhaustive. Big Powderhorn may modify duties, schedules, reporting relationships, or other job-related requirements as operational, weather, safety, or business needs change, consistent with applicable law. #J-18808-Ljbffr