Overview Live. Work. Explore. as a part of our Human Resources team in Yellowstone National Park! Are you enthusiastic about hospitality, people, and beautiful places? By working at Yellowstone National Park, you will get all three! As the Assistant HR Manager, you will play a vital role in supporting the day-to-day Human Resources functions that keep the park running smoothly. Job Summary: The Assistant HR Manager role is a dynamic position responsible for providing comprehensive human resources support and guidance to seasonal property management teams. This role requires exceptional interpersonal skills to effectively advise on HR policies, handle sensitive personnel issues, and conduct investigations while maintaining confidentiality and compliance with company standards and legal requirements. The Assistant HR Manager also plays a crucial role in developing partnerships with various internal stakeholders, supporting employee engagement initiatives, and continuously improving HR processes to enhance overall operational efficiency and employee satisfaction. The Details: Position Type: Seasonal Season Dates: 4/1/2025-10/24/2025 or 4/1/2025- 3/7/2026 Pay: $1,832-1,952 bi-weekly Schedule: Typical schedule is 40 hours, 5 days per week (will include weekends, evenings, and holidays) Why Yellowstone National Park? We are a welcoming community who work hard, share a real passion for the environment, and enjoy crafting memorable experiences for our guests. As part of the Xanterra Travel Collection®, we are the primary authorized concessionaire in Yellowstone, and proud stewards of the park. Life in Yellowstone: Employee housing (dormitory-style) and on-site employee meals (cafeteria-style) Free on-site laundry facility, Wi-Fi (limited bandwidth), and utilities included No Wyoming state taxes deducted from your paycheck A fast-paced, exciting work environment with plenty of upward mobility and growth opportunities Meet people of all ages from all over the country and world! Benefits: Employee Assistance Program Wellness Program Learning and Development Program Perks: Free Yellowstone & Grand Teton National Park pass Employee Recreation Program (recreation centers, athletics, gear rentals, seminars, van trips, hiking, and more) Access to discounted services at Yellowstone Medical Clinics operated by STGi. Employee discounts at local gateway communities Retail, Lodging and Travel Discounts $350 Referral Bonus Program The adventure of a lifetime! Responsibilities 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. 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. Objectively and consistently initiate and/or monitor corrective and disciplinary action related to employee conduct and company policy infractions. 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. 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, conducting lawful and sensitive interviews and involving 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, Area HR Manager, and NPS as appropriate. Able to 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. Maintain confidential, complete, and legally compliant employee files and investigative files. Ensure Main HR office is copied on relevant documents in a timely manner. Ensure regular office coverage, accurate and timely processing of administrative tasks, and confidential handling of employee information. Develop effective partnerships with Security staff. Utilize security reports prepared daily for follow-up on employee and location issues and initiate constructive conversations with Security staff when necessary for complete understanding of concerns. Work cooperatively and confidentially with Department Managers, Operations, and the HR and Housing teams 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 making appropriate contact with HR Manager, Operations, and/or HR Support. Actively support department and operations managers on company standards and practices related to the selection, training and managing of employees on location. Partner with the internal training department to identify department manager strengths and weaknesses with the goal of developing effective support systems and ongoing education. 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. Perform a variety of administrative tasks to support Employees, Operations, Department Support Teams, HR Manager, and the HR department. 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. 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. Support employee reward, recognition, and engagement programs to include the monitoring, tracking, and active encouragement of the recognition program. 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 in an effort to support effective location communication. 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. Represent the HR department and Company in a professional and cooperative manner. Ensure timely and accurate processing of employee information including profile changes, payroll deductions, etc. Respond to requests and concerns from Employees, Support Staff, Management Staff, NPS and others as appropriate in a timely and professional manner. Utilize personnel reports and offer assistance to 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. Perform monthly employee file audits and initiate steps (retraining, corrective action, etc.) in accordance with file audit procedures to ensure appropriate file maintenance. Communicate with Location Management on open positions both on-location and park-wide. Direct employees appropriately on both internal applications and transfer applications. 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. Other duties as assigned by the Area HR Manager, Regional Operations Manager or Parkwide HR Operations Manager. Qualifications Minimum of three years HR experience required or three years prior management experience with Xanterra HR Certification preferred. Excellent oral and written communication skills. Ability to persuasively and professionally guide and motivate others and to effectively communicate complex information to a wide variety of audiences. Knowledge of Company policies and procedures, Park/Company guidelines and resources for cases with extenuating circumstances. Intermediate to advanced knowledge of Microsoft Word, Excel, and Outlook. Possession of valid driver’s license and safe driving history preferred. Physical Requirements include: Able to walk from HR office to offices of other location department managers on a daily basis. 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. 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.