Human Resources Manager - Aramark Nexus

Aramark•Amarillo, TX

23h•Remote

About The Position

Aramark Nexus is seeking experienced Human Resources Manager candidates who are interested in future HR leadership opportunities across Nexus locations throughout the United States. These opportunities are often located in remote or unique workforce community environments where our teams support large-scale hospitality, food service, facilities, residential, transportation, recreation, wellness, housekeeping, maintenance, retail, safety, and guest services operations. These roles are designed for HR leaders who are comfortable supporting fast-moving, people-centered operations where employees live, work, and serve guests on site. The Human Resources Manager provides direct HR support to senior managers, department heads, operational leaders, and frontline teams. This role helps ensure managers and employees receive strong guidance, timely communication, practical support, and consistent application of HR policies, employee relations processes, staffing support, compliance expectations, training, and team engagement practices. This is not a corporate-only HR role. Nexus is looking for hands-on HR leaders who can operate close to the work, build trust with leaders and employees, manage employee relations with sound judgment, support a strong operating culture, and help teams perform in complex residential hospitality environments. The right candidate will bring strong HR experience, employee relations capability, operational understanding, sound communication skills, organization, discretion, and the ability to manage unstructured and diverse priorities. This opportunity is a strong fit for HR professionals who enjoy being a trusted partner to operations and who want to help build the future of workforce hospitality with Aramark Nexus.

Requirements

Must be 18 years of age or older.
Previous human resources experience required, preferably in a multi-site, field-based, hospitality, service, or operational environment.
Experience supporting employee relations, investigations, performance management, policy interpretation, documentation, and manager coaching required.
Experience using an HRIS system and maintaining accurate employee records and documentation.
Strong written and verbal communication skills with the ability to communicate effectively at all levels of the organization.
Strong organizational skills with the ability to manage multiple priorities, follow through, and complete work accurately.
Ability to work independently, handle unstructured work, and manage a diverse workload with limited supervision.
Action-oriented problem solver with a practical, results-focused approach.
Strong influencing skills with the ability to advise leaders and support sound decision-making.
Flexible and adaptable with the ability to operate in fast-moving environments.
Strong employee focus and customer service mindset.
Sound understanding of technology tools, documentation practices, Microsoft Office, email, HR systems, and reporting processes.
Ability to work on site in remote or residential workforce community locations throughout the United States, depending on business needs.
Ability to travel or work away from home as required by assignment.
Ability to work a flexible schedule based on business and operational needs.

Nice To Haves

Operational management experience or experience partnering closely with operations leaders preferred.
Experience as a Human Resources Manager, HR Manager, HR Business Partner, HR Generalist Manager, Employee Relations Manager, People Operations Manager, Site HR Manager, Field HR Manager, or HR Operations Manager.
Experience supporting hospitality, food service, facilities management, lodging, hotels, resorts, workforce housing, remote sites, campus operations, healthcare services, retail, transportation, or large-scale service operations.
Experience working in remote locations, residential communities, 24/7 operations, new site openings, startup environments, or large operational accounts.
Experience supporting leaders and employees across multiple departments, shifts, locations, or operating units.
Experience with employee relations, coaching leaders, HR investigations, corrective action, workplace accommodations, turnover analysis, retention planning, and engagement initiatives.
Experience partnering with Talent Acquisition, Payroll, Benefits, Training, Safety, Finance, Operations, and senior leadership.
Experience helping build HR processes, employee communication routines, manager capability, and operating culture from the ground up.
Experience supporting high-growth operations, mobilizations, new account openings, or workforce transitions.
HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred but not required.

Responsibilities

Provide HR leadership and support to senior managers, department heads, operations leaders, and frontline teams across assigned Nexus locations.
Serve as a trusted HR partner to operations by providing practical guidance on employee relations, performance management, staffing, engagement, compliance, and workplace expectations.
Support managers with employee relations matters, including coaching, documentation, investigations, corrective action, conflict resolution, and policy interpretation.
Help ensure consistent application of Aramark policies, HR standards, employment practices, and legal requirements.
Partner with leaders to build a positive, accountable, service-focused culture across hospitality, food service, facilities, lodging, housekeeping, transportation, retail, recreation, safety, and guest services teams.
Support onboarding, employee presentations, orientation, training programs, and communication of HR expectations.
Prepare reports, documentation, employee records, HR summaries, and leadership updates as needed.
Review employee relations trends, turnover data, staffing patterns, and workforce concerns to identify training needs and improvement opportunities.
Partner with operations leaders to improve retention, employee engagement, communication, and team effectiveness.
Counsel managers on workplace adjustments, performance concerns, employee accommodations, and employee support needs in partnership with the appropriate HR and legal resources.
Support HRIS processes, documentation accuracy, employee data, reporting, and compliance-related recordkeeping.
Maintain strong working relationships with operational leaders, employees, HR partners, and functional teams.
Help managers understand and respond to policy updates, HR process changes, legal changes, and company expectations.
Participate in training and development activities to improve personal performance and strengthen HR service delivery.
Support labor planning, employee movement, workforce reporting, and turnover analysis as needed.
Maintain confidentiality, professionalism, and sound judgment when handling sensitive employee and business information.
Work independently with limited supervision while managing a diverse and changing workload.
Perform other duties as assigned.