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, .

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…