Interim Sr. HR Manager, University of Pennsylvania

at  Aramark

JOB DESCRIPTION

This Sr. Human Resources Manager will fulfill an all-inclusive generalist role supporting Aramark Facilities Management Services operations at University of Pennsylvania. This critical team member is responsible for providing strategic direction and professional consultation to leadership and their respective organizations on all matters involving our employees; including compensation, benefits, employee relations, talent acquisition, leadership development, talent management, training, and organizational development, change management, organizational dynamics, and supporting Aramark Managers with labor relations.
The Sr. Human Resources Manager works closely with the Resident District Manager, and the Regional Human Resources Director to drive all elements of our local and enterprise-wide Talent Management Strategies through the identification of best practices and organizational efficiencies, while coaching and training others to properly apply Human Resources policies, programs, and procedures, and ensuring our locations comply with all federal, state, and local laws.
This role reports directly to the Regional Human Resources Director and has a dotted line report to the Resident District Manager.

QUALIFICATIONS

• Bachelor’s degree required; master’s degree preferred with at least 5 years? experience in some combination of HR generalist and specialist roles.
• Ability to influence, lead change and role model positive behaviors that drive business performance.
• Previous Human Resources experience across multiple client groups and markets.
• Previous Human Resource experience managing direct reports.
• Previous Human Resources experience with collective bargaining units/unions is required.
• Experience and demonstrated success in fast-paced, dynamic environments.
• Supervisory experience, especially within a market-distributed organization.
• Collaborative decision-making skills and ability to work cooperatively with others both within the HR COE and with other COEs throughout the organization.
• Experience and knowledge in one-on-one coaching and group conflict resolution, effective negotiation, and conducting internal investigations.
• Proven leadership and experience managing effective relationships and communicating with management at all levels.
• Excellent verbal, platform, and written communication skills.
• Proficiency in all Microsoft Office applications.

ESSENTIAL FUNCTIONS

• Effectively lead unit Human Resources Functions
• Key Liaison in driving efficiencies amongst strategic partners
• Responsible for all talent management related activities to ensure employee development and engagement.
• Assists management in determining staffing needs. Recommends and implements recruiting, hiring and retention strategies for unit.
• Counsel?s employees relative to transfers, promotions, terminations and various work items.
• Conducts exit interviews with employees and utilizes trend analysis to build action plans.
• Ensures compliance with all federal, state, and local laws concerning human resources (i.e., Federal and State Minimum Wage Laws, Affirmative Action, Immigration Reform Control Act, Equal Employment Opportunity Act etc.).
• Conduct and assist in highly sensitive investigations and prepare relevant documentation.

ESSENTIAL FUNCTIONS CONTINUED

• In conjunction with regional human resource staff, may respond to charges of discrimination. Meets with the appropriate individuals in effort to resolve the case under investigation. Attends all necessary hearings as a representative for the company.
• In conjunction with risk management staff, administers policies and procedures for a safe workplace. Works with risk management staff in developing region-specific programs. Ensures all accidents and injuries are reported to the appropriate parties.
• Assists in the development and implementation of personnel policies and procedures; prepares and maintains employee handbook and policies and procedures manual.
• Participates in developing department goals, objectives and systems.
• Maintains affirmative action program; maintain other records, reports and logs.
• Assists in evaluation of reports, decisions and results of department in relation to established goals. Recommends new approaches, policies and procedures to effect continual improvements in efficiency of the department and services performed.
• Maintains human resource information system records and compiles reports from the database.
• Performs other related duties as required and assigned.