Human Resource Director

Job Description

The Director, Human Resources is a business leader and HR practitioner who translates Refreshments strategy into actionable people outcomes across the Central, West, and SoCal Regions. Reporting into the Refreshments HRVP, the HRD partners with regional and operations leaders to achieve targeted business results, leads and develops a team of HR professionals, and delivers core HR programs with excellence.

HR guidance from this role is proactive, data-informed, business-grounded, and consistently aligned to Aramark leadership behaviors. The HRD is a trusted advisor to Regional Vice Presidents, Vice Presidents of Operations, and both operation and functional leadership teams, a steward of talent and culture, a visible change agent, and an independent decision-maker on complex employee and labor relations matters.

Job Responsibilities

• Being a key member of the operations leadership teams across the Central, West, and SoCal regions working to achieve targeted business outcomes
• Providing direct support to key functional groups including Growth, Marketing and Operational Excellence
• Driving regional and line-of-business HR strategy execution
• Building performance-based relationships with regional leaders and local operations teams
• Strategic consultation to leadership on organizational design, change, talent, and engagement
• Efficient delivery of core HR programs, including performance management, compensation planning, and talent reviews
• Participation in enterprise initiatives and partnership with Centers of Excellence (COEs)
• Serving as a change agent for programs and processes; identifying and escalating challenges quickly
• Leading and developing HR professionals
• Supporting complex labor and employee relations matters

Job Responsibilites

Business Partnership

• Operate as a trusted advisor to Regional Vice Presidents and Vice Presidents of Operations in the Central, West, and SoCal regions and leadership teams
• Translate business strategy, financial priorities, and operational risks into practical people plans
• Use HR technology, workforce analytics, and business insight to identify opportunities and inform decisions
• Understand the line of business P&L and connect HR actions to business results
• Proactively surface people risks and recommend solutions before results are impacted
• Lead HR for new business initiatives

Talent Leadership and Succession Planning

• Grow and develop a trusted, credible team of HR Business Partners and HR professionals
• Drive regular strategic talent discussions and lead talent reviews with consistency, candor, and line-of-business and enterprise perspective
• Ensure critical roles have named successors, readiness assessments, and meaningful development actions
• Partner with Talent Acquisition and COEs to build proactive pipelines and support internal mobility

Organization Effectiveness and Change Leadership

• Champion organization design and redesign conversations; ensure roles, work, and decision rights are clear
• Serve as a visible change agent for new initiatives, programs, and processes
• Build change plans that clarify the business case, stakeholder impacts, communication needs, and adoption measures
• Identify change risks early and help leaders manage ambiguity while sustaining engagement and productivity

Steward of Organizational Culture

• Analyze engagement data, identify priority themes, and partner with leaders on practical action plans
• Diagnose engagement needs and coach leaders to create cohesive, high-performing teams
• Support enterprise inclusion initiatives
• Identify retention risks and reinforce recognition and feedback cycles

Risk Management and Positive Employee Relations

• Drive adherence to policies, procedures, employment laws, and relevant labor regulations
• Provide balanced, timely guidance on complex employee- and labor-relations issues
• Escalate material risks early and partner with Legal, ER/LR, and business leaders to resolve issuesBuild leader capability in documentation, decision quality, consistency, and accountability

Collaboration

• Leverage COEs, peers, and business partners effectively so that messaging and execution are aligned
• Partner early with the relevant COE on new enterprise programs so field le

Key Capabilites

• Business Acumen: understands the line of business P&L and connects HR moves to results.
• Impact: turns workforce data into a strategic narrative and action plan.
• Talent Development: builds, coaches, and develops an HR team; owns succession and critical-role pipelines.
• Influencer: moves peers and cross-functional partners to align and act, increasingly without direct authority.
• Resilience & Connection: carries high-stakes, ambiguous people decisions and earns trust as a strategic advisor.
• Decision Making: makes (rather than escalates) terminations, RIF/severance, organizational-design, and off-cycle compensation decisions.
• Complex ER & Labor Relations: Leads complex ER/LR matters, including CBA negotiations with HR Center of Excellence support

Qualifications

• Bachelor's degree in Human Resources, Business, or a related field; advanced degree or HR certification (SHRM-SCP, SPHR) preferred
• 7 - 10 years of HR experience, including leadership of HR professionals, in a multi-site, field-based operating environment
• Demonstrated experience with complex employee and labor relations, including union environments
• Proven ability to partner with senior operations leaders and influence without direct authority
• Strong command of workforce analytics, HR technology, talent review and succession processes, and compensation planning
• Ability to travel 50-75% of the time

About Aramark

Our Mission

Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet.

At Aramark, we believe that every employee should enjoy equal employment opportunity and be free to participate in all aspects of the company. We do not discriminate on the basis of race, color, religion, national origin, age, sex, gender, pregnancy, disability, sexual orientation, gender identity, genetic information, military status, protected veteran status or other characteristics protected by applicable law.

About Aramark

The people of Aramark proudly serve millions of guests every day through food and facilities in 15 countries around the world. Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet. We believe a career should develop your talents, fuel your passions, and empower your professional growth. So, no matter what you're pursuing - a new challenge, a sense of belonging, or just a great place to work - our focus is helping you reach your full potential. Learn more about working here at or connect with us on Facebook, Instagram and Twitter.