Senior Human Resources Manager

Senior Human Resources Manager

Aramark Refreshments continues to grow, evolve, and expand across a complex, multi-site operating environment. To support that growth, we are adding a Senior Human Resources Manager position to strengthen HR leadership across the line of business and help shape how we support our people, leaders, and operations. Reporting to the HR Director, this role will serve as a senior HR leader and strategic partner to operational leadership across an assigned portfolio of the Refreshments business. The Senior HR Manager will be expected to operate beyond traditional HR support, developing a deep understanding of the business, identifying operational and organizational opportunities, leading meaningful change, and translating business needs into practical people strategies. Experience working directly in operations or within a field-based operating environment is strongly preferred but not required. More important is the ability to think like an operator: understand how the business works, identify what is getting in the way, simplify processes, use data to influence decisions, and drive sustainable results. The ideal candidate is a credible business partner, thoughtful change leader, strong people developer, and enthusiastic technology adopter who is motivated by building something better, not simply maintaining what already exists. This position is hybrid, with at least 1 day a week in office and travel throughout the region. While this position is open to the Midwest and Western US, preference may be given to candidates residing in: Denver, Phoenix, Portland, San Francisco, Seattle.

Compensation: The salaried rate for this position is $95,000 to $120,000. If both numbers are the same, that is the amount that Aramark expects to offer. This is Aramark's good faith and reasonable estimate of the compensation for this position as of the time of posting. Benefits: Aramark offers comprehensive benefit programs and services for eligible employees including medical, dental, vision, and work/life resources. Additional benefits may include retirement savings plans like 401(k) and paid days off such as parental leave and disability coverage. Benefits vary by location and are subject to any legal requirements or limitations, employee eligibility status, and where the employee lives and/or works. For more information about Aramark benefits, click here.

Strategic People Leadership & Organizational Impact: This position is designed for a leader who can move between strategy and execution. The successful candidate will advise senior leaders, navigate complex organizational matters, lead cross-functional initiatives, and independently own significant areas of the HR agenda while strengthening the HR leadership bench.

Line-of-Business HR Leadership: Serve as a senior HR partner for an assigned Aramark Refreshments portfolio across a complex, geographically dispersed business. Understand the operating model, frontline roles, customers, financial drivers, and workforce challenges, translating them into practical people strategies. Operate as an extension of the HR Director, independently owning key initiatives, relationships, and scalable HR practices.

Organizational Effectiveness and Change Leadership: Lead initiatives involving organizational structure, leadership capability, workforce planning, engagement, retention, and change adoption. Simplify inefficient or inconsistent practices and support the integration of acquired or evolving businesses. Build practical change strategies, tools, and operating routines that improve consistency while allowing appropriate business flexibility.

Talent and Leadership Development: Partner with senior leaders to assess talent, identify critical roles, strengthen succession plans, and build the leadership pipeline. Coach and develop leaders on performance, accountability, communication, decision-making, team effectiveness, growth, and change. Lead talent reviews, performance management, development planning, and targeted training, onboarding, and leadership solutions.

Employee Relations and Risk Management: Provide consistent, business-minded guidance on complex employee relations matters. Lead investigations, performance management, organizational reviews, and other sensitive workplace matters while coaching leaders to address concerns early. Partner with Employee Relations, Legal, Labor Relations, Safety, and other experts while maintaining knowledge of applicable federal, state, and local requirements.

Operational Excellence & Enterprise Partnership: Operational Partnership: Maintain a visible, field-oriented presence and build strong relationships with operational leaders. Identify the people, process, structure, and capability issues affecting performance. Use data and business insight to improve execution, accountability, retention, productivity, and the employee experience while balancing business needs, risk, and long-term sustainability.

Technology, Analytics, and Process Improvement: Use workforce data and analytics to identify trends, assess risk, evaluate effectiveness, and support decisions. Develop reporting and dashboards that convert HR information into actionable business insight. Leverage Excel, Smartsheet, Power BI, HR systems, automation, and emerging technologies to simplify work, improve visibility, replace manual processes, and promote adoption.

Cross-Functional and Enterprise Partnership: Partner with Talent Acquisition, Finance, Operations, Safety, Learning and Development, Compensation, Benefits, and other functional teams. Align talent strategies, recruiting priorities, onboarding, and workforce plans with current and future business needs. Represent Refreshments in enterprise initiatives, elevate field realities, and lead special projects on behalf of the HR Director.

Qualifications: Experience: Typically requires 5-7 years of progressive experience in HR, operations, organizational effectiveness, or a related leadership field. Demonstrated success supporting a multi-site, field-based, geographically dispersed, or operationally complex organization. Experience serving as a strategic partner to senior leaders and leading organizational change, process improvement, talent planning, and complex employee relations matters. Ability to manage competing priorities and lead cross-functional work through influence, sound judgment, and strong follow-through.

Operational Experience: Experience supporting route-based, distribution, service, warehouse, logistics, hospitality, manufacturing, retail, or another frontline-intensive environment is highly valued. Candidates must demonstrate strong business acumen and the ability to quickly understand operational workflows, financial drivers, and frontline workforce challenges.

Technology and Analytics: Strong working knowledge of Excel and demonstrated comfort learning and adopting new technology. Experience with Smartsheet, Power BI, HR information systems, reporting platforms, workflow automation, or similar tools is preferred. Ability to interpret data, identify trends, develop recommendations, and communicate findings clearly to varied audiences. Curiosity and willingness to responsibly leverage automation, artificial intelligence, and emerging technologies to improve work.

Leadership and Communication: Proven ability to build credibility, influence senior leaders, and constructively challenge decisions while maintaining productive relationships. Strong judgment, discretion, and confidence navigating sensitive, complex, or ambiguous situations. Ability to simplify complex information, communicate clearly, and operate independently while remaining collaborative and transparent.

Education and Certification: Bachelor's degree in Human Resources, Business, Operations, Organizational Development, Labor Relations, or a related field is preferred. Equivalent combinations of education and progressively responsible experience may be considered. PHR, SPHR, SHRM-CP, SHRM-SCP, or another relevant professional certification is preferred but not required.

Travel: Ability and willingness to travel up to 75%, based on business needs. Although hybrid, this role requires a meaningful presence in field locations and is not intended to be primarily desk-based.