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 issues

Build 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 leKey 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…