There are two basic types of ski jobs—hospitality and operations. Working in hospitality often means you will be working at the vacation resort that is near the ski resort. Most ski resorts offer some kind of hotel accommodations nearby, and in most cases it is a full service facility with a hotel, restaurants, shopping, and other entertainment like bars or a day spa.

To get one of these ski jobs, it is helpful if you have experience in the hospitality industry, whether it is prior work at a hotel, work in food service waiting or bussing tables, bartending, or work at a day spa or other similar facility. However, most positions will not require an extensive resume with a background in hospitality, and often can be obtained as an entry-level employee.

If you prefer to be out in the snow, there are also operations ski jobs available at most resorts. This can include ski patrol, ski instructors, employees at the ski shop, people to run and service the grooming machinery, and staff that shovel the snow.

To become a ski instructor, it is helpful if you are an accomplished skier with the ability to help others learn the sport. Often you will be required to get certified from an official accreditation agency. However, if you are not yet accredited, there are sometimes positions available helping with ski school under the supervision of an accredited instructor.

To land a position on the ski patrol requires a lot of work. Not only will you need to be an accomplished skier who can access the most difficult terrain in the resort, you also need to have training in basic and advanced first aid. There is an organization called the National Ski Patrol that provides all the information you need about courses to take, certifications to obtain, and training you will need if you would like to become a ski patroller.

No ski resort would run without the grooming staff and the mechanics. These types of ski jobs include things like running and servicing grooming machines, and running and servicing ski lifts and other technical equipment. These jobs often require expertise in mechanical and electrical trades, so it’s a good idea to talk to the resort about what qualifications you need before you apply.

One of the biggest perks to working at a ski facility is, of course, the skiing. Often you will receive an annual pass that is valid as long as you are an employee, a short enough work schedule that allows you time to enjoy the slopes, and discounts on other things like food and beverages, lessons, and equipment.

Ski resorts, like any other business, are looking for competent, reliable people to work for them, so it is important to always be professional when you are seeking this type of employment, and be sure you can commit to stay at the resort for the entire season.

                        1261 Weathervane Lane Apt. 3B

                                 Akron, OH 44313

                                    (610) 657-4767

OBJECTIVE: To secure a long term, year round position in the ski industry where I can utilize my past experience and maximize my skills. 

WORK EXPERIENCE:

            Facilities Maintenance (spring/summer) Snowmaker (winter)       08/2010 – 04/2011

                        Deer Valley Ski Resort, Park City, UT

·        Responsible for preventive and operational maintenance in lodges as well as snow making process.

·        Heavy equipment maintenance, from commercial kitchen appliances, to outdoor

vehicles and equipment.

·        Became proficient in the production of snow using air/water systems.

            Service Technician (spring/summer)                                                03/2010 – 08/2010

                         Techno Alpin North America, Park City, UT

·        Responsible for preventive and operational maintenance for ski areas across North America of Techno Alpin snow systems.

·        Coordinated personal summer service schedule and travel.

·        Established strong customer service relations.

·        Became proficient in snow making systems automation of fan guns, lances, and pump stations using ATAS software. 

Ski Lift Mechanic Supervisor/Snowmaker (seasonal)                     10/2004 – 2/2006, 11/2008 – 3/2010

Bear Creek Mountain Resort, Macungie, PA

·        Responsible for preventive maintenance and trouble shooting of ski lift ropeways, wiring, drives, gears, hydraulics, electric/auxiliary motors, and sheave train towers.

·        Opened and closed resorts ski lifts as well as performed daily required safety checks.

·        Maintained mostly SMI fan guns in a productive manner to assure quality snow.

EDUCATION:    Triangle Tech, Bethlehem, Pennsylvania                                  10/2006 –2/2008

                            Associate in Specialized Technology Degree

                            Maintenance Electricity and Construction Technology

                            Awards: Dean’s List multiple semesters

                            Accumulative GPA: 3.6

SKILLS SUMMARY:

·        Mechanically inclined.

·        Basic knowledge of commercial and industrial electrical maintenance.

·        Respectful, dedicated, hard working, self-motivated, and a team player.

REFERENCES:

Brad Heinzelman

Snowmaking/Grooming Manager

Bear Creek Mountain Resort

101 Doe Mountain Lane

Macungie, PA 18062

(610) 682-7100

Scott Enos

Snowmaking Manager

Deer Valley Resort

2250 Deer Valley Drive South

Park City, Utah 84060

(435) 649-1000

Eric Schanz

Foreman

Schnellman Masonry

666 North Street

Emmaus, PA 18049

(484) 695-2356

Jessica Deering

Director of Finance

Foote Printing

2800 East 55^th Street

Cleveland, OH 44104

(216) 431-1757

Best Jobs to Get at a Ski Resort For Maximum Flexibility
If your number one priority is finding a job that gives you maximum flexibility in terms of schedule then joining the indoor staff, especially in the food and beverage department will likely be your best bet.  Servers, bartenders, and other front of the house staff tend to have schedules which change on a weekly basis.  Plus, in this industry it is not uncommon for employees to regularly switch shifts with each other in order to get free time when they want it.  In terms of overall flexibility, nothing competes with this type of indoor staff position.

Best Jobs to Get at a Ski Resort to Get Maximum Powder Time
If you are looking into getting a job at a ski resort simply because you want to spend as much time on the slopes as possible then there are two options to consider.  The first is becoming a ski instructor.  In most cases, you only need and intermediate level of skiing ability to be considered for this type of opening.  While you will spend a lot of time on the slopes, you also need to keep in mind that you will likely be spending a lot of time teaching younger children as well.  This means that some level of patience and customer interaction will be necessary.  The other option is to be part of the ski patrol.  This will not only give you a chance to be on the slopes, but also give you access to areas that the general public will not get to see.  The one thing to keep in mind is that this job can be dangerous and some resorts only offer this as a volunteer position.

Least Stressful Job at a Ski Resort

It is difficult to find a job at a ski resort that is completely stress free, however most people would agree that working as a retail ski shop employee will normally be towards the top of the list.  It gives you a chance to talk here with other people who are just as passionate about skiing as you are.  At the same time, every retail job will have its stressful moments.  Additionally, the introductory wages are normally not very high, however you will get to take advantage of discounts in the shop as well as on the slopes.

Look for ski jobs now.

Mountain jobs that can combine the outside with a paycheck can vary depending on the time of year it is so your skills should also be able to vary a bit. Chances are though, if you are willing to work, you can find a great paying mountain job that will keep you outside the majority of the time.

Here are a few outdoor mountain jobs to consider:

•    Guide: You can become a guide for a number of outdoor activities that people enjoy when they take a mountain vacation. Fishing guide, hiking guide, rafting guide, ski guide, you name it. If it is outdoors, there is likely an opportunity for you to find employment as a guide.
•    Wildlife Management: Working in wildlife management will keep you outside and can be rewarding in both money and pride. When you work in wildlife management you deal with making sure that all the animals, and the people, on the mountain stay safe.
•    Sales and Rentals: Another great outdoor mountain job can be found in sales and rentals. Many of the outside activities such as white water rafting and mountain biking require equipment to be purchased or rented. These types of rental shops are often set up outdoors in a specific location on the mountain giving you the chance for fresh air and an income.

No matter what you love to do outdoors, you are likely to be able to put that enjoyment to work with a great outdoor mountain job. While you may have to use your imagination, if you look hard enough, you are sure to find something that fits.

The best candidate for the instructor role is someone who is psyched to be out there (despite cold, wind, or poor snow conditions), who has infinite reserves of patience and who exudes energy and enthusiasm.

One of the specific perks to working in the ski school is many resorts will help either fully or partially sponsor you to take the PSIA (Professional Ski Instructors of America) certification course.  This is an excellent opportunity to become more honed in your skills as well as become an invaluable member of any ski school team.  The additional training also means better placement for lessons (i.e. getting more advanced students or private lessons as opposed to only beginner programs), higher pay and a competitive edge against the newest applicants every season.

Another fantastic option for instructing in a volunteer capacity is to work with the adaptive ski schools.  Most mountains have a variation of this and while it is predominantly volunteer-based, many resorts reward their volunteers with free lift tickets and passes.

Thus began a series of similar conversations held between myself and most of my co-workers.  Working at a ski resort, while having many perks, also required working all the holidays.  After mulling over the impending, potentially lonely, few weeks, I came up with a tradition that still holds to this day: Orphan Christmas.

While it varies from year to year, most of the components are the same.  The invites go out about a week before Christmas for our Orphan Christmas Eve Dinner.  This usually works best for most mountain employees, as the next week will be the busiest of the year (excluding a few three-day weekends and Spring Break).  After assigning easy (read: cheap) dishes to bring, my transplant friends congregate in our living room for an orphan feast and yuletide camaraderie.  After dinner, our White Elephant gift exchange begins.  The only requirement is it must be something you did NOT purchase.  Used gear, handmade gifts, and “coupons” for different services (“I will walk your dog while you are in Utah skiing in March”) were the bounty.

Hosting our tradition has proven that simpler times are possible and the wealth of friends is the best gift of the year.

AARON BLANKENSHIP

Rochester, NY 14607 / Mobile:  585.317.7607

aaroncblankenship@gmail.com

PROFESSIONAL SUMMARY                                                                                                                                                          

HUMAN RESOURCES STRATEGY AND HRIS TECHNOLOGY EXECUTIVE offering extensive global experience in the design and execution of a Total Rewards Strategy involving executive compensation and US health and welfare programs for a multi-billion wine industry leader. A dynamic and innovative performer, particularly effective at developing HR priorities in direct alignment with the business strategy; managing high-level projects; collaborating with internal partners as an effective coach/change architect; and utilizing cutting edge technologies to optimize all HR operations, including Total Talent Management and Equity Management software. Collaterally qualified by a strong background in Compensation and Benefits Regulatory Compliance.

Areas of Expertise:

l Executive Compensation / Benefits  l Performance Management Systems        l Salary / Job Structure Design

l Short Term Incentive (STI) Design    l Total Talent Management Systems         l LTI Administration Systems

l Long Term Incentive (LTI) Design    l Compensation Management Systems     l HRIS Technology

PROFESSIONAL EXPERIENCE                                                                                                                                                    

CONSTELLATION BRANDS, Rochester, NY                                                                  November 2002 – May 2011

Vice President / Compensation & HRIS Reported to the SVP [2009 – 2011]

Director / Global Compensation & Benefits [2006 – 2009]

Director / Benefits & Equity [2004 – 2006] Benefits Manager [2002 – 2004]

Crafted and managed the world’s leading premium wine company’s compensation, benefits, and HR Technology strategies to align with the company’s business strategy and needs. Oversaw all facets of program strategy, design, vendor procurement and management, renewal negotiations, annual budget setting and monitoring, compliance and employee communication/education for 8,500 global employees. Ensured full program compliance of compensation and benefits programs in collaboration with the firm’s Legal and Accounting Departments. Produced the Compensation Description & Analysis of Shareholders Proxy for the Annual Report in conjunction with the Legal Department.

Accomplishments:

l Redesigned the global LTI equity program to align to market levels resulting in $10M in savings per year

l Implemented global restricted stock and executive management team performance share programs

l Executed a global salary structure with wide ranges & job evaluation system for 5 key geographies

l Led the global deployment of the Authoria Compensation management software, completed on time/under budget

l Supported the Performance Management component of the Authoria implementation

l Implemented ADP Enterprise V.5 HRIS and Payroll for the US population that achieved all performance targets

l Led/supported HR related activities for multiple M&A deals for global acquisitions, divestitures, & joint ventures

l Spearheaded the roll out of a new class of stock and approval by shareholders to address IRS 409A issues

l Supported the SVP of Global Compensation and Benefits on all executive compensation matters

l Led health and welfare program design and strategy resulting in zero percent healthcare increases from 2007-2010

l Performed overall health and welfare marketing initiative resulting in $1M in hard savings in year 1 (a 4:1 ROI)

FUNCTIONAL RESPONSIBILITIES:

l Managed a team of 6 and $3M annual budget with indirect report oversight for 10+ Divisional HR Business Partners

l Oversaw the administration of global equity (LTI, ESPP, and UK ShareSave) programs

l Chaired the annual award process for incentive programs, consistently winning approval by the Board of Directors

l Led the preparation of materials for approval at Compensation Committee meetings

l Counseled executive management on income statement/balance sheet impacts for compensation/benefits programs

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AARON BLANKENSHIP

Mobile:  585.317.7607

aaronblankenship@gmail.com

PROFESSIONAL EXPERIENCE                                                                                                                                                    

CONSTELLATION BRANDS (Continued), Rochester, NY                                              

l Managed the annual open enrollment process for US benefits eligible personnel

l Managed a $300M 401(k) plan, from vendor review to governance, compliance, and employee communications

l Twice earned PSCA Signature Awards for communication campaigns, comprised of plan design and execution

l Assisted with the governance of a $700M global defined benefit and defined contribution retirement plan

l Administered the Employee Stock Purchase Plan (and UK’s ShareSave), offered to 6,500 employees globally

l Administered all facets of the Supplemental Executive Retirement Plan (SERP)

l Worked closely with internal partners/teams in such areas as program administration, accruals, and compliance

MERCER HUMAN RESOURCE CONSULTING, Rochester, NY       1998 – 2002; 1997 – 1998 (Stamford, CT)

Healthcare and Group Benefits Consultant

Provided various benefits consulting support to a wide range of clients.  Primarily responsible for all aspects of health and welfare vendor procurement and implementation process for this leading global provider and wholly owned subsidiary of Marsh & McLennan Companies, Inc. (NYSE: MMC) of consulting, outsourcing, and investment services. The company, founded in 1937, works with major corporations, universities, consortiums, and uions to solve their most complex benefit and human capital issues, from designing and helping manage health, retirement, and other benefits to benefit outsourcing. It employees in excess of 20,000 employees in 40+ countries.

l Led provider network analysis to stratify medical providers into multi-tiered networks

l Built customized savings projection models for moving from insured to self-funded environment

l Served as Lead Consultant for various health & welfare annuity work, from rate setting to renewal negotiations

l Helped develop numerous health care strategy projects for clients with $5M to $225M in annual healthcare costs

l Created several employee medical and dental contribution models to accommodate various cost sharing strategies

l Oversaw communication projects, i.e., summary plan descriptions/documents, enrollment materials, & newsletters

lResearched/analyzed impact of benefits legislation including ERISA, COBRA, SPD requirements, and HIPAA

l Presented reports to clients on an ongoing and ad hoc basis detailing project status and/or results

EDUCATIONAL BACKGROUND                                                                                                                                                   

SUNY AT GENESEO, Bachelor of Arts with a Dual Major in Mathematics & Sociology, 1997

Society of Actuaries Courses I and II Exams Completed

PROFESSIONAL AFFILIATIONS                                                                                                                                                  

Member, Upstate Total Rewards Association (UTRA)                                                                 

Planning Board Member, Rochester Chapter of New York Employee Benefits Committee (NYEBC), 2004 – 2010

Chairman, Rochester Business Alliance Benefits Group, 2004 (Former One Year Appointed Position)

References Available Upon Request

Updated as of July 2011

P.O. Box 6760

Big Bear Lake, CA 92315

Cell: (703) 407-9359

E-mail: jdthomas0403@gmail.com

Education:

·         Bachelor of Arts in English-journalism, University of Delaware, Newark, DE

·         Majored in Business Administration, The Pennsylvania State University, University Park, PA

Work Experience:

EDELMAN FINANCIAL SERVICES                

(August 2010 to Present)     Director of Marketing for the nation’s number one independent financial advisor (as ranked by Barron’s), with more than $6.5 billion in assets and 15,000 clients nationwide.Develop marketing and branding strategies—at the national level and in local markets—to attract clients, increase AUM and expand key business lines. Initiatives include direct mail, seminar marketing, national radio spots, e-marketing campaigns, print and online advertising, print collateral, referral and partner-based marketing. Additional responsibilities include overseeing the branding strategy for the public parent company, The Edelman Financial Group, and coordinating the recruitment and asset gathering efforts of its wealth advisor affiliates.   

SUNAMERICA RETIREMENT MARKETS, INC.                  

(April 2007 to July 2010)     Vice President of Marketing for one of the leading retirement savings and income companies. Responsible for all corporate marketing initiatives and communications, cross product promotions, firm launches, branding campaigns – including national print and online advertising – and public relations. Developed research-based programs and value-added sales tools for advisors focused on providing retirement income solutions.

(December 1999 to December 2002)     Director of Marketing for SunAmerica’s flagship product line of variable and fixed annuities. Responsible for building and supporting individual product brands, and marketing the Polaris product family through quarterly national campaigns, direct mail, key account programs, promotions and advertising.

JANUS CAPITAL GROUP                       

(March 2006 to April 2007)     Marketing Director for Janus Labs, a division of the mutual fund company dedicated to providing value-added, business-building programs and ideas for financial advisors and their clients. Responsible for brand development, directing program content, implementing multi-media marketing campaigns, and managing internal and external creative resources. 

PACIFICARE HEALTH SYSTEMS       

(July 2005 to March 2006)     Director of Marketing Communications for one of the nation’s largest consumer health organizations. Responsible for marketing, public relations, corporate communications, creative services, fulfillment, affiliation marketing and broker programs. Built the marketing communications team from scratch and successfully rolled out a start-up business line before the company was acquired by United Healthcare.

LPL FINANCIAL SERVICES     

(January 2003 to June 2005)     Vice President of Marketing for the nation’s number one independent broker/dealer. Responsible for the day-to-day operations of a marketing communications team supporting corporate goals and initiatives, as well as serving financial advisors in branch offices nationwide. Oversaw all marketing and corporate communications, external branding efforts, online initiatives, advisor marketing services, conference support, public relations, advertising/recruiting and direct mail.

AXA EQUITABLE DISTRIBUTORS, INC.       

(November 1998 to December 1999)     Senior Marketing Manager for this subsidiary of The Equitable Life Assurance Society of the United States. Responsibilities included developing all core and promotional collateral. Implemented and executed national marketing campaigns and sales programs.

SMITH BARNEY   

(June 1997 to November 1998)     National Marketing Liaison for Smith Barney’s Consulting Group. Marketed investment management consulting to brokers doing transactional business and to prospective clients nationwide. Wrote internal and external publications, produced a quarterly capital markets commentary, performed competitive analysis and taught courses in marketing and the competition at Consulting Group University.

DOMINION GROUP LIMITED               

(July 1995 to June 1997)     Communications Manager for this merchant and investment banking organization. Provided marketing, research and communications support for Dominion, its portfolio companies and its clients. Specialized in researching industries, markets and companies, and producing information that was essential to due diligence investigations and business valuations. Assisted clients in writing business plans, private placement memorandums and other key promotional documents.

SUMMIT DAILY NEWS               

(December 1994 to June 1995)     Reporter/Editor for this daily paper serving the Colorado communities of Breckenridge, Keystone, Frisco, Silverthorne and Dillon.

THE TRENTONIAN          

(September 1993 to September 1994)     Copy Editor for this Pulitzer Prize-winning newspaper in Trenton, N.J. Also acted as Sunday News Editor and City Editor.

THE DELAWARE COUNTY DAILY TIMES       

(June to September 1993)     Reporter for this daily newspaper just outside of Philadelphia.

THE REVIEW

(June 1992 to June 1993)      Executive Editor – Oversaw the operation of the University of Delaware’s twice-weekly newspaper and provided direction for news coverage. Managed a staff of more than 40 editors, photographers and graphic artists. Led the paper to its second-straight National Pacemaker Award, given to the top five college papers in the country.