Our Vision, Mission, & Values


For Grand Targhee Resort to be a unique, inspirational and innovative gathering place dedicated to service, mountain culture and stewardship.


Inspire guests to discover genuine experiences and adventures in the heart of the Tetons.



Self-motivated people who pride ourselves in taking ownership of our work and our Resort.

Financial Health

Committed to growth and profitability through responsible business decisions and professional management.


Welcoming guests and co-workers with our special spirit, inviting them into the Targhee family.


Honest, respectful and fair practices with consistent adherence to ethical and moral standards.


Promoting the well-being of our employees and guests through awareness, education and safe work practices.


Creating and supporting a healthy environment and vibrant community, both now and into the future.

Grand Targhee Resort is Smoke Free!

It is the policy of Grand Targhee Resort to prohibit the use of tobacco products while working and/or in uniform. The use of tobacco products is permitted during approved breaks in designated smoking area only.

Grooming Standards

Grand Targhee Resort has developed a reputation of being a quality, guest-focused resort. Our employees are a critical element of our success, and we aim to exceed our guests’ expectations and project a positive image of our resort at all times. Part of the way we do this is through the appearance of both our facilities and ourselves. It is the policy of Grand Targhee Resort that an employee’s personal appearance and grooming must at all times project the image of a professional organization. Departures from appropriate appearance and uniform standards are not permitted and may result in disciplinary action up to and including termination.

PLEASE NOTE: The discretionary nature of this policy may result in different standards for different departments. Each department has the discretion to set standards that may be stricter than those listed below.


Grand Targhee Resort provides uniforms to create a consistent, friendly, and comfortable look that is easily identified by our guests. We take pride in wearing our uniforms and we are individually responsible for keeping them clean and wrinkle free. All employees are responsible for understanding and abiding by the following dress and appearance guidelines. Any questions, contact your supervisor or Human Resources.

  • When in uniform, employees must be completely in uniform. When wearing a uniform shirt, employees must wear black, khaki or tan pants, shorts, or skirts, as determined by the position and/or department (not all positions may be allowed to wear shorts or skirts depending on the duties performed.)  A ball cap displaying the current GTR logo may be worn while in uniform.  A nametag is also a required part of your uniform.  Shorts and skirts may be no shorter than 2 inches above the knee.
  • Positions that are not required to always be in uniform must still look professional and appropriate. Office/administrative staff not in uniform should wear what is considered business casual.  Staff in these positions may wear blue jeans or shorts/skirts that are no shorter than 2 inches above the knee.  Maintenance staff not in uniform must be dressed in clothing appropriate to the type of work to be performed.
  • While working, employees may NOT wear clothing with advertisements for other resorts or businesses (i.e. no Jackson Hole Resort logo’d shirts, no Marlboro ball caps) and no offensive sayings or language.
  • Footwear appropriate to the position and the work area must be worn at all times. For safety purposes, all F&B, Housekeeping, Facilities, Maintenance and outdoor staff must wear closed-toe and closed-heel footwear.  Sandals are not permitted at any time in these departments for safety reasons.  Other staff may wear sandals with supervisor discretion.  Employees wearing sandals may not enter work areas requiring closed-toe/closed-heel footwear (including, but not limited to, kitchens and storage rooms, maintenance shops, laundry and outdoor/on-mountain work areas).  Outdoor/on-mountain work areas exclude walking between buildings.  All staff must have appropriate footwear available in the event of a lift evacuation or other emergency.  Flip-flops are not allowed in any position at any time.
  • Uniforms are to be worn on duty only. Uniform items and nametags are absolutely not permitted while socializing at the resort or any other restaurant/bar or while drinking alcohol, smoking or chewing tobacco.  Failure to abide by this policy may result in disciplinary action up to and including termination.
  • Please refer to Policy 5.10, ATV & Snow Machine Operation, Policy 5.12, Personal Protective Equipment (PPE) & Clothing/Footwear and GTR’s Personal Protective Equipment (PPE) Program in the Occupational Safety & Health Compliance Manual for additional information on clothing & footwear.

Depending on your position, you may be issued returnable uniform items such as coats or pants. You may also be issued non-returnable uniform items such as shirts and t-necks. Your supervisor will advise you of uniform requirements and the procedures for issue and return of those items. Issued returnable uniforms are to be returned at the end of your employment. You are responsible for the cost of any lost items or items that you do not return.

Supervisors have a complete list of required uniform items by department. Employees may be required to provide some uniform items (for example, black, khaki or tan pants, shorts or skirt, where appropriate).  Please contact your supervisor for specifics as requirements do vary by department.

Name Tags

Nametags play an important role in guest relations and communication. Be sure to wear your nametag at all times when at work. If you lose your nametag, notify your supervisor or Human Resources to request a replacement. Only your correct name and hometown will be printed on your nametag.

Drug and Alcohol Policy

Grand Targhee Resort (GTR) recognizes the need for the safety, efficiency and productivity of the workforce.  This policy has been established to define GTR’s position regarding employees and applicants for employment being “Fit for Work”.  Being under the influence of alcohol and/or controlled substances, or being in possession of or selling, manufacturing or distributing such substances or related drug paraphernalia is strictly prohibited.  For the purposes of this policy, being “under the influence” means having alcohol or a controlled substance in your system.  It is not necessary for someone to be impaired in order to be deemed “under the influence”.

Because GTR is an at-will employer, management may elect to terminate an employee without requiring the employee to first take a drug or alcohol test.  In addition to this policy being applicable to all GTR employees, operators of Commercial Motor Vehicles are also subject to Department of Transportation (DOT) drug testing regulations.

This policy applies to all GTR employees while working or engaged in Resort business and prospective new employees who have been offered employment, where applicable.

All employees are expected to be “Fit for Work” and have the responsibility for managing their own behavior.  There are several circumstances under which an employee may be required to submit to a drug and/or alcohol test.

Reasonable Suspicion: Reason to test may be based upon any one of several factors or a combination of factors such as appearance, conduct, excessive absenteeism, tardiness, low quality work, change in work habits/production, pattern of performance and/or behavior, odor of alcohol or information provided by other people or law enforcement agencies, and/or involvement  in a work-related incident causing injury to self and/or another person requiring medical attention beyond initial first aid.   Vehicle accidents, damage to, or loss or theft of Resort or guest property valued at $750 or more.

If facts or circumstances give rise to a reasonable suspicion that an employee is in violation of this policy the supervisor should call in one additional manager and/or Human Resources/Risk Management to confirm suspicion.  If the manager and/or Human Resources/Risk Management agrees with the suspicion, the supervisor should contact the Human Resources Department and arrange for appropriate testing.

Equal Employment Opportunity

It is our policy to recruit, employ, retain, promote, train, compensate, transfer, discipline, terminate and otherwise treat any and all employees and job applicants on the basis of merit, qualifications and competence. This policy shall be applied without regard to race, religious creed, color, national origin, ancestry, disability, or medical condition, marital status, gender, sexual preference, age, veteran status, marital status or any other basis prohibited by law.