Reporting to the Vice President of HR, the Director, Employee Relations is responsible for leading a team of a specialists in a service center/HR shared-services model and is responsible for maintaining and continuously improving an employee relations framework that addresses employee and management issues fairly, consistently, and timely in line with Aramark?s culture and values, as well as, in complains with all laws and regulations.

• Provide leadership and management to the shared services teams who conducts investigations, responds to complaints, and provides general HR and performance management information, guidance, and direction to employees and managers
• Acts as a credible, trusted advisor to senior HR and business leaders by leveraging experience, expertise, organizational awareness, business acumen, a pragmatic mindset, and the ability to effectively partner with and influence others
• Establish operational procedures to ensure effective case management for investigations, employee relations matters and adherence to service level agreements (SLAs)
• Develop processes that allow the operation to improve productivity and scale according to future business needs; champion continuous improvement and quality control efforts and identify opportunities to improve efficiency, accuracy, and standardization
• Manage a large, distributed team; ensuring plans are developed and implemented to drive engagement, development, productivity, retention, and career growth
• Provide oversight to highly sensitive or complex employee relations investigations; make recommendations on appropriate course of action and align investigation strategy to the complexity, risk, sensitivity, and confidentiality of the matter
• Leverage operational analytics to provide insights to HR and business leadership on employee relations trends and engagement opportunities
• Develop and maintain partnerships with Employment Legal, Global Security, Compliance and other centralized support functions to ensure operating procedures are compliant with local, state and federal laws
• Collaborate with Field HR and centralized support functions to assess, support and communicate the change management impacts associated with process improvements

• Bachelor’s degree in HR or related field is required
• 10-12 years of experience as an HR professional and 5+ years management experience
• HR certification is preferred
• Proven leadership and experience managing effective relationships and communicating with management at all levels
• Knowledge of HR policies, employment laws and regulations (e.g., EEO, OSHA, FMLA, FLSA)
• Ability to prioritize, manage multiple tasks and projects, and meet deadlines
• Demonstrated ability in critical thinking and problem-solving
• Ability to build influence through logical and convincing decision making
• Proficient in Microsoft Office, HR Systems and shared service/collaboration technologies