Job Description

The Sr HR Business Partner supports Aramark’s Functional Groups employees as a strategic HR partner to functional leaders. The role combines four areas of ownership: HR business partnership, recruitment and sourcing for a portion of Functional Group roles, incentive compensation programs, and HR leadership for mergers, acquisitions and labor conversions. It is designed for an experienced HR professional who can move between advising senior leaders and executing hands-on work, and who is comfortable operating across HR, Talent Acquisition and Compensation. 

The role reports directly to the Vice President, Human Resources, with a dotted-line relationship to the Talent Acquisition Director for the recruitment portion of the role.

Job Responsibilities

HR Business Partnership – Functional Groups

• Serve as the primary HR partner to Functional Groups leaders and employees, translating business priorities into practical people strategies.
• Advise leaders on organizational structure, workforce planning, performance management, talent development, engagement and retention.
• Provide consistent, business-minded guidance on complex employee relations matters, partnering with Employee Relations, Legal and Labor Relations as needed.
• Coach leaders on communication, accountability, team effectiveness and change.
• Use workforce data and analytics to identify trends, assess risk and recommend actions.

Recruitment & Sourcing (~20% of role; dotted line to TA Director)

• Own recruiting and/or sourcing for a defined portion of Functional Group roles, from intake through offer and pre-boarding.
• Partner with hiring managers to define role requirements, compensation and hiring strategies aligned to business needs and timelines.
• Build proactive talent pipelines through sourcing, market mapping, referrals and networking.
• Guide hiring teams on structured, equitable and inclusive interviewing practices.
• Maintain accurate, compliant ATS documentation and report recruiting metrics (pipeline health, time-to-fill, funnel data) to both the HR VP and the TA Director.

• Adhere to TA standards, tools, and processes, and help develop them when needed, while aligning priorities with the TA Director.

Incentive Compensation

• Own the design, administration and communication of incentive compensation programs.
• Partner with Finance, Compensation, business leaders to set plan metrics and eligibility, and to calculate and validate payouts.
• Ensure plans are administered accurately, consistently and in compliance with policy and applicable regulations.
• Analyze plan effectiveness and recommend improvements that support business goals and retention.
• Respond to leader and employee questions on plan mechanics.

Mergers & Acquisitions / Labor Conversion

• Serve as the HR point of contact and/or support for M&A activity and labor conversions affecting Functional Groups.
• Support due diligence and integration planning for people-related matters, including organization design, role mapping, compensation and benefits alignment, and communications.
• Coordinate with Talent Acquisition, Legal, Labor Relations, Payroll, Benefits and Finance to deliver smooth transitions for converting employees.
• Support onboarding and change adoption for acquired or converted populations, and help standardize practices across integrated businesses.

Data, Process & Enterprise Partnership

• Develop reporting and dashboards that turn HR data into actionable business insight.
• Identify and implement process improvements that simplify work and improve consistency.
• Lead or contribute to special projects and enterprise HR initiatives on behalf of the HR VP.

Travel

Up to 75%, supporting leader and employee engagement, hiring events, and M&A/transition activity.

Qualifications

• Typically requires 7+ years of progressive HR experience, or an advanced degree with moderate experience, including HR business partner or generalist experience supporting senior leaders.
• Experience with full-cycle recruiting or sourcing is strongly preferred.
• Working knowledge of incentive compensation plan design and administration.
• Experience supporting M&A integration, labor conversion or workforce transition is highly valued.
• Strong business acumen, with the ability to influence senior leaders and manage competing priorities independently.
• Strong analytical skills, including advanced Excel. Experience with an ATS, Power BI, Smartsheet or HRIS reporting tools is preferred.
• Excellent judgment, discretion and communication skills.
• Bachelor’s degree in Human Resources, Business or a related field preferred; equivalent experience may be considered. PHR, SPHR, SHRM-CP or SHRM-SCP preferred but not required.

Education

About Aramark

Our Mission

Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet.

At Aramark, we believe that every employee should enjoy equal employment opportunity and be free to participate in all aspects of the company. We do not discriminate on the basis of race, color, religion, national origin, age, sex, gender, pregnancy, disability, sexual orientation, gender identity, genetic information, military status, protected veteran status or other characteristics protected by applicable law.

About Aramark

The people of Aramark proudly serve millions of guests every day through food and facilities in 15 countries around the world. Rooted in service and united by our purpose, we strive to do great things for each other, our partners, our communities, and our planet. We believe a career should develop your talents, fuel your passions, and empower your professional growth. So, no matter what you're pursuing - a new challenge, a sense of belonging, or just a great place to work - our focus is helping you reach your full potential. Learn more about working here at http://www.aramarkcareers.com or connect with us on Facebook, Instagram and Twitter.