Senior Human Resources Manager

Aramark•Denver, CO

9d•$95,000 - $120,000•Hybrid

About The Position

Aramark Refreshments is seeking a Senior Human Resources Manager to support its growth in a complex, multi-site operating environment. This role will serve as a senior HR leader and strategic partner to operational leadership, requiring a deep understanding of the business, identification of operational and organizational opportunities, leadership of meaningful change, and translation of business needs into practical people strategies. 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. This position is hybrid, with at least 1 day a week in office and travel throughout the region. While open to the Midwest and Western US, preference may be given to candidates residing in Denver, Phoenix, Portland, San Francisco, Seattle.

Requirements

Typically requires 5-7 years of progressive experience in HR, operations, organizational effectiveness, or a related leadership field.
Demonstrated success supporting a multi-site, field-based, geographically dispersed, or operationally complex organization.
Experience serving as a strategic partner to senior leaders and leading organizational change, process improvement, talent planning, and complex employee relations matters.
Ability to manage competing priorities and lead cross-functional work through influence, sound judgment, and strong follow-through.
Strong business acumen and the ability to quickly understand operational workflows, financial drivers, and frontline workforce challenges.
Strong working knowledge of Excel and demonstrated comfort learning and adopting new technology.
Ability to interpret data, identify trends, develop recommendations, and communicate findings clearly to varied audiences.
Curiosity and willingness to responsibly leverage automation, artificial intelligence, and emerging technologies to improve work.
Proven ability to build credibility, influence senior leaders, and constructively challenge decisions while maintaining productive relationships.
Strong judgment, discretion, and confidence navigating sensitive, complex, or ambiguous situations.
Ability to simplify complex information, communicate clearly, and operate independently while remaining collaborative and transparent.
Ability and willingness to travel up to 75%, based on business needs.
Although hybrid, this role requires a meaningful presence in field locations and is not intended to be primarily desk-based.

Nice To Haves

Experience working directly in operations or within a field-based operating environment is strongly preferred but not required.
Experience supporting route-based, distribution, service, warehouse, logistics, hospitality, manufacturing, retail, or another frontline-intensive environment is highly valued.
Experience with Smartsheet, Power BI, HR information systems, reporting platforms, workflow automation, or similar tools is preferred.
Bachelor’s degree in Human Resources, Business, Operations, Organizational Development, Labor Relations, or a related field is preferred.
PHR, SPHR, SHRM-CP, SHRM-SCP, or another relevant professional certification is preferred but not required.

Responsibilities

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.
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.
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.
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.
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.
Use workforce data and analytics to identify trends, assess risk, evaluate effectiveness, and support decisions.
Develop reporting and dashboards that convert HR information into actionable business insight.
Leverage Excel, Smartsheet, Power BI, HR systems, automation, and emerging technologies to simplify work, improve visibility, replace manual processes, and promote adoption.
Partner with Talent Acquisition, Finance, Operations, Safety, Learning and Development, Compensation, Benefits, and other functional teams.
Align talent strategies, recruiting priorities, onboarding, and workforce plans with current and future business needs.
Represent Refreshments in enterprise initiatives, elevate field realities, and lead special projects on behalf of the HR Director.