Human Resource Director

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.

• 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

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
• 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
• Escal…