Senior Manager, Learning & Organizational Development

Vail Resorts • Broomfield, CO

4d • $110,000 - $130,000

About The Position

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! Candidates for year-round positions are reviewed on a rolling basis. Applications will be accepted up to 90 days after the posting date, or until the position is filled (whichever is first). Job Summary: Reporting to the Senior Director of Organizational Capability, the Senior Manager, Learning & Organizational Development is responsible for designing, delivering, and evolving enterprise learning, leadership development, and organizational effectiveness strategies that strengthen organizational capability, enable business performance, and support long-term growth. As a member of the Organizational Capability Center of Excellence (COE), this role builds scalable, high-impact solutions that develop leaders at all levels while advancing organization design, team effectiveness, and culture priorities aligned to critical business needs. Partnering closely with senior leaders, HR, and business stakeholders, the Sr. Manager serves as a trusted advisor on both learning and organizational development—leveraging diagnostics, data, and insights to identify capability gaps and shape targeted interventions. This role ensures learning and OD efforts are integrated, aligned to company strategy, and focused on measurable outcomes. Operating as an enterprise enabler, the Sr. Manager moves the organization from ad hoc development efforts to consistent, repeatable systems that accelerate leadership effectiveness, strengthen organizational health, and enable sustainable transformation.

Requirements

• Bachelor’s degree in Organizational Development, Learning & Development, Human Resources, Industrial/Organizational Psychology, or related field
• 5-7 years of experience Learning & Development, Organizational Development, Talent, or related fields; experience in a medium-to- large organization or consultancy preferred.
• Deep knowledge of Adult Learning Theory, Instructional Design Methodologies
• At least 3 years of experience designing and facilitating engaging experiences for a cross-functional audience
• Tech savvy, self-starter with a drive for excellence, comfortable navigating various systems and can “self-teach”
• Strong interpersonal skills with proven ability to build strong working relationships
• Thrives in a fast-paced environment, proven ability to work in a dynamic and changing environment
• Experience managing complex projects, problem-solving, strong organizational skills, and attention to detail
• Experience leading multiple projects on time and on budget
• Demonstrated ability to be flexible and adaptable

Responsibilities

• COE Product, Process & Experience Design Co-create and evolve enterprise-wide learning and organizational development (L&OD) products, frameworks, and playbooks as part of a high-impact Center of Excellence.
• Establish scalable, repeatable systems and standards that drive consistency while enabling flexibility across business units, functions, and geographies.
• Bring an outside-in perspective, continuously integrating leading practices, emerging trends, and innovative approaches into L&OD strategies and experiences.
• Continuously improve COE offerings using feedback, data, and evolving business needs.
• Learning Strategy & Needs Analysis Lead enterprise capability diagnostics, synthesizing business strategy, talent data, and performance insights to identify current and future skill and leadership gaps.
• Translate enterprise priorities into clear, actionable learning and capability strategies, with defined roadmaps, sequencing, and success measures.
• Prioritize and align learning investments to the highest-impact capabilities that drive business performance, transformation, and growth.
• Integrate learning strategy with broader talent and OD priorities, ensuring a cohesive, enterprise-wide approach to capability building.
• Curriculum & Experience Design Architect scalable, high-impact learning experiences in partnership with Global Shared Services, leveraging blended approaches (e.g., instructor-led, digital, coaching, action learning, and peer-based experiences).
• Design for behavior change and business impact, applying adult learning principles, experiential design, and real-world application.
• Continuously evolve leadership development curricula to reflect changing business needs, workforce expectations, and future capability requirements.
• Partner with HR and business teams to enable delivery of instructor-led content, providing the development and tools they need to effectively deliver training and meaningful learning experiences.
• Organizational Development Lead the design and advancement of enterprise OD strategies, frameworks, and interventions that strengthen organizational effectiveness, health, and performance.
• Partner with business leaders on organization design and effectiveness, including structure, role clarity, decision rights, spans/layers, and talent alignment.
• Embed OD into transformation efforts, ensuring organizational design, ways of working, and leadership capability are aligned to enable sustained change.
• Leverage diagnostics and analytics (e.g., engagement, effectiveness, network analysis) to identify organizational opportunities and inform targeted interventions.
• Measurement, Evaluation & Continuous Improvement Define and implement enterprise measurement strategies that connect learning and OD initiatives to business outcomes and performance impact.
• Establish clear success metrics and dashboards, linking capability building efforts to key organizational priorities (e.g., performance, engagement, retention).
• Apply advanced evaluation methods (qualitative and quantitative) to assess effectiveness, scalability, and ROI of programs and interventions.
• Drive a culture of continuous improvement, using insights and data to refine strategies, enhance experiences, and demonstrate tangible business value.

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
• 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

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 1,001-5,000 employees