Global Talent Management Sr Manager

The Senior Manager, Global Talent Management is responsible for the overall program management and global execution of Aramark’s talent reviews and performance management practices and programs, partnering closely with senior HR leadership to inform and shape strategic design. A critical focus of this role will be reimagining how Aramark approaches performance management by bringing fresh thinking and external best practices to help reshape our cycle for the future, while continuing to manage and deliver the current annual cadence of goal-setting, mid-year reviews, and year-end appraisals with consistency and rigor. This role also encompasses talent reviews, succession planning, and talent intelligence and analytics capabilities, connecting workforce insights to business outcomes across Aramark’s global footprint. A person who will be well-prepared to succeed in this role will bring a balance of strategic thinking and operational rigor, leveraging data fluency and strong influencing skills to design and evolve talent programs with a process-driven, employee-centric perspective.

What you'll do:

• Drive the program management and global execution of talent reviews and performance management initiatives, translating strategy into operational plans that deliver measurable results across Aramark.
• Bring fresh eyes and a bold vision to reimagine Aramark’s performance management approach. This includes assessing our current goal-setting, mid-year, and year-end practices with a critical lens, benchmarking against modern methodologies, and co-creating a redesigned cycle that is fit for where the business is going, not where it has been.
• Manage the end-to-end enablement and execution of talent reviews, calibrations, and succession planning activities, driving consistent facilitation, clear outputs, and actionable follow-through across the organization.
• Partner with the HR Analytics team to define the talent data story by determining what workforce trends, talent risks, and program effectiveness metrics matter most, how insights should be framed and visualized, and ensuring the right information reaches the right stakeholders to drive informed, strategic talent decisions.
• Partner with operations and functional HR colleagues to deploy consistent talent and performance management processes, identify gaps, and drive continuous improvement across a complex, matrixed organization.
• Synthesize talent and performance data into clear, actionable insights and program reporting that support stakeholder communication, inform decision-making, and demonstrate program impact.
• Manage and influence multiple projects, stakeholders, and deliverables in a faced paced, matrix environment.
• Serve as a key liaison to the Leadership Development team, synthesizing talent review outcomes to identify key development themes, capability gaps, and high-potential cohort needs that inform and shape Leadership Development program priorities and offerings.
• Stay abreast of talent management best practices and innovative techniques.
• Maintain and update talent management program materials, dashboards, and reporting narratives that equip the VP with current, data-backed content to communicate the state of talent across the organization.
• Act as a trusted program partner to HR and business stakeholders, ensuring talent and performance management processes are well understood, consistently executed, and continuously refined based on feedback and outcomes.

This position will report to the Vice President, Talent and Development and is based in Aramark’s Headquarters in Philadelphia, Pennsylvania. A hybrid work schedule is in place and would require a minimum of 3 days in the office.

Travel may be required domestically and internationally and is not expected to exceed 10%.

Qualifications

• Eight or more years of progressive experience in talent management and performance management, with a demonstrated track record of both executing cyclical talent programs and leading the redesign or transformation of performance management approaches in a complex, geographically distributed organization.
• Bachelor’s degree in Human Resource Management, Business, Organizational Development, or a related field. Master’s degree a plus.
• Experience translating talent review and succession outcomes into development themes and individual development insights that connect to broader Leadership Development program design.
• Demonstrated ability to drive change and influence across a highly matrixed organization.
• Strong critical thinking and intellectual curiosity are essential, including the ability to challenge existing approaches, assess current-state processes objectively, and identify opportunities to evolve how talent management work gets done.
• Demonstrated ability to lead and influence without direct authority, navigating cross-functional partnerships across HR, regional, and business stakeholders in a matrixed, global environment.
• Effective communication skills including interpersonal, written, and verbal.
• Strong project and change management capability, with experience managing both ongoing cyclical programs and multi-phase transformation initiatives simultaneously.
• The ability to keep a high level of discretion and confidentiality with sensitive information.
• Strong talent intelligence acumen is required, including the ability to identify the right workforce metrics and trends, shape a compelling data narrative, and partner with analytics teams to ensure insights are framed and delivered in ways that drive meaningful talent decisions.
• Experience applying AI tools in meaningful and intentional ways, going beyond basic usage to thoughtfully prompt, evaluate, and integrate AI-generated insights into talent processes with a clear understanding of where AI adds value and where human judgment must lead.
• Highly experienced in working with data and HR systems, including HRIS/HCM reporting environments and tools such as Excel; able to interpret and work with workforce data fluently, even where a dedicated analytics team owns the technical build.
• Experience with SAP SuccessFactors or similar HCM systems required; familiarity with reporting modules, talent calibration tools, and performance management configuration strongly preferred.