• Human Resources
  • Vail, CO, USA
  • DOE
  • Year-Round - Full Time

PTO, Sick, 401k, health, dental, vision, life insurance, supplemental insurance, house account, discounts throughout property

Primary Purpose of Position

The Training & Development Manager will champion the enhancement of Sonnenalp's culture and values by designing and implementing training and development strategies and programs focused on motivating, engaging, and educating a committed and high performing workforce. This position will lead change through effective collaboration with department managers; establish and align training curriculum, and guide succession planning. Takes a "hands-on" ownership approach to ensuring quality standards are upheld throughout the property through LHW training initiatives and regular follow up.  Responsible for developing our leadership and providing them with the knowledge and skills to reach their full potential to ensure the Sonnenalp can continue to succeed and grow. This position will sit on the Sonnenalp Leadership Team (SLT) and ensure accountability and adherence to training programs.

Essential Duties and Responsibilities


  • Assesses training needs at all levels of the company aligning training with organizational goals.
  • Researches, designs, and conducts various training programs (both company wide and departmental), with a strong emphasis on Guest Service/ Quality, Leadership and Management Development programs.
  • Works closely with department heads to ensure department training is effective and on-going.
  • Measures the effectiveness of departmental training programs through testing, auditing, etc. and addresses any decreases in performance.
  • Oversees effective use of LMS and evaluates effectiveness through measurements.
  • Develops and reinforces quality control initiatives within departments through regular walk-throughs of department outlets.
  • Provides immediate feedback to employees and managers through observation (ie. the lens of an inspector).
  • Gains buy-in from managers on training initiatives through acting as a support figure.
  • In conjunction with GM, holds Department Heads accountable to training initiatives and evaluates effectiveness of programs through ongoing department presence.
  • Based on trends in guest reporting (HotSOS, Medallia, Secret Shops), creates focused training and action plans in order to improve scores.
  • Coordinates, monitors and evaluates monthly Leading Quality Assurance (LQA) mystery shops and departmental cross-inspection programs. Develops focused training and ensures action plans are in place to improve.
  • Coordinates and ensures effective New Manager training program and onboarding process.
  • Researches and coordinates outsourced training topics if applicable.


  • Manages and oversees Talent Management Program to include identifying high potential employees, developing personal development plans, and managing company-wide succession plan.
  • Monitors and tracks changes and measures results of 9-box models, succession snapshots, and development discussions.
  • Holds managers accountable to updating succession plans regularly and meeting with employees on their development plans.
  • Trains managers on the effective use of employee Growth & Development Plans (GDP).
  • Leads quarterly STAR meetings and ensures SLT is prepared in advance of meetings.
  • Guides department managers in creating meaningful development plans for high potential employees. Monitors and measures success of programs.
  • Provides managers with resources to develop employees, to include but not limited to LMS training classes, continued education courses, mentoring and shadowing assignments.
  • Drives employee development through proactive meetings with high potential employees and their managers, discuss career growth, development goals and progress on GDPs.
  • Meet regularly with Department Heads to develop and review Action Plans and GDPs.
  • Creates and develops effective measurements to ensure management compliance with succession plans.
  • Identifies and develops effective mentors throughout the company. Assigns mentors to specific employees. 
  • Reviews all performance evaluations to ensure consistency with development initiatives and performance.


  • A Bachelor's degree required; preferably in Organizational Development or HR related field.
  • Minimum five years of experience in training and development required.
  • Proven success in creating development plans and organizational structure/succession plans required.
  • Experience in hospitality required, 5-star hotel preferred.

Special Skills/Equipment

  • Strong, dynamic leader; able to influence other managers and ensure accountability.
  • Strong conflict management/confrontation skills
  • Excellent verbal and written communication skills including public speaking required.
  • Strong organizational and time management skills required.
  • Advanced computer skills required.
  • Bi-lingual (Spanish-English) helpful.
  • Requires pre-employment training audition/ panel interview.
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