Human Resources Director

Aramark Uniform Services (AUS) provides uniforms and related products to more than 300,000 customers nationwide, in virtually every industry. From designing and manufacturing to laundering and delivering, AUS works with local and national clients to create and maintain a total uniform solution that promotes teamwork and establishes a professional identity. AUS operates from over 200 locations nationwide and has an opportunity for a Human Resources Director.

The Human Resources Director, will act as a strategic Human Resources business partner with regional senior management. The Human Resources Director will provide direct support and have overall responsibility for employee relations, management of succession planning and bench strength, training support, operational issues/strategic planning, safety, workers compensation support and special HR projects.

The Human Resources Director will have responsibility for a specific geographic region. The Human Resources Director may have Talent Acquisition direct reports and will partner with other field Human Resources and Corporate leaders.

Responsibilities:

• Provides day to day direction for Human Resources activities with HR Managers and other staff.
• Business partner with the Regional VP and their leadership team to drive business initiatives through proactive business-focused HR programs.
• Interacts closely with the regional management team to understand management talent and provide strategic direction with the RVP to develop and acquire talent in the region.
• Coordinate and/or deliver training programs that will increase the productivity and career progression within the region as well as provide input for corporate wide programs.
• Support all corporate level Worker’s Compensation and Safety initiates, designing regional level programs in coordination with the corporate safety group.
• Responsible for Succession planning and performance management programs; designing realignment along with the Regional Leadership team. Manage the annual Talent Management Review, Performance Review, and Salary Planning processes to ensure consistency and quality in driving regional and corporate initiatives.
• Work closely with the Labor Relations group on collective bargaining agreement compliance and work stoppage contingency planning if needed.
• Responsible for responding to alerts from the Hotline calls.
• Performs other duties as assigned or requested.

REPORTING STRUCTURE:

The Director of Human Resources reports to the Vice President of Field Human Resources.

KNOWLEDGE/SKILLS:

• Five to seven years Human Resources management experience, preferably in a Fortune 1000 corporation.
• Demonstrated ability to work cross functionally with excellent teamwork and collaboration skills.
• Strong business acumen and customer service mindset.
• Proactive, assertive leadership approach.
• Proficient with Microsoft Word, Microsoft Excel and HRMS systems.
• Must be willing to travel 30%-35%.
• Demonstrated ability to influence without formal authority at all levels of the organization.
• Demonstrate solid understanding of financial and business objectives and analytical problem solving skills.
• Lead by example in the areas of philosophy of work ethic, personal and professional development that leads to maximum satisfaction, and performance of all assigned tasks.
• Demonstrated ability to develop relationships effectively.

PERSONAL CHARACTERISTICS:

The Human Resources Director should have a high degree of professional credibility, organizational presence, and demonstrated skill/ability in partnering effectively at all levels in the organization. In addition, it is expected that the successful candidate will have the following personal attributes:

• A self-starter, confident in his/her abilities, self-motivated and able to work effectively with little supervision.
• A high energy, results-oriented individual who can make a difference; an individual who takes initiative, makes things happen, accepts accountability and has a “can do” attitude; has a sense of urgency.
• Solid business acumen with qualitative and quantitative analytical skills.
• Excellent oral and written communication skills, plus the ability to communicate with a wide range of constituents.
• The ability to effectively manage others through influence, as well as with direct authority.
• Creative and flexible in attitude and style to adapt to new situations in a rapidly changing, dynamic environment.
• A strong value system, unquestioned integrity, and good listening skills.
• Excellent leadership and management skills including effective communication skills, delivery of results, consultative skills, teaming skills, and effective talent management.
• Proven ability to effectively interact, communicate and consult with senior level leaders on a routine basis.

EDUCATION REQUIREMENTS:

• Bachelor’s degree in related field or equivalent experience required.
• Master’s degree preferred.
• PHR/SPHR Certification preferred.

COMPENSATION: The salary rate that Aramark reasonably expects to pay for this position ranges from $135K to $145K, depending on circumstances including an applicant’s skills and qualifications, certain degrees and certifications, prior job experience, market data, and other relevant factors. Additional compensation may include a bonus or commission.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)