Provide strategic direction and professional consultation to senior level leadership and their respective organizations on all matters involving ARAMARK employees, including compensation, benefits, employee relations and labor relations, talent acquisition, leadership development, talent management, training and organizational development, change management, and organizational dynamics.Partner with HR leadership to develop and establish HR strategies to ensure the alignment with key business goals and overall organization strategies.Provide professional consultation and support to management and employees in areas such as benefits, payroll, compensation, labor management, diversity, and organizational effectiveness through a collaborative partnership with corporate support and members of Compliance, Employment Relations, Labor Relations, and Legal Departments.Build performance-based relations with leadership and local operational teams.Assess and articulate opportunities for change initiatives that will positively influence business operations and results.Consult with operations management to properly apply organization policies, programs, and procedures to ensure compliance with all federal, state, and local laws.Manage complex employee relations issues involving business conduct policies, compliance, and corporate security.Ensure fair and complete resolution to employee relations and labor relations issues, considering all risk and liability to the organization leveraging the appropriate resources for support, when needed.Proactively coach operations leaders on organizational effectiveness, performance management, engagement and development topics including progressive discipline, reward and recognition, training, and workforce diversity.Lead the Performance & Talent Management processes and initiatives.

Provided HR support for manufacturing plant with 135 employees. Aligned business goals and Human Resources initiatives to local plant operations and workforce. Collaborated with HR team and management colleagues across the plant and the entire organization. Developed leadership of management using various tools, including critical task analysis and leadership styles based on development levels from the Situational Leadership II model.Educated managers on employee relations issues, performance management, and employee development. Resolved employee relations issues and conducted investigations. Directed employee engagement survey and monthly roundtable sessions, analyzed and present results, and developed improvement strategies.Managed all workers’ compensation, leave of absence, and short-term disability claims.Performed full-lifecycle recruiting for various volume and skill level positions, including general operators, mechanical engineers, and administrative positions. Facilitated onboarding processes focused upon orientation and introduction to organizational culture and management.Oversaw disciplinary review process driven by individual department and team leadership. Ensure legal compliance, organizational consistency, and minimize risk exposure while attaining the goals of improving performance and removing unacceptable practices.Administered benefits including medical, dental, disability, life, vacation, wellness, weekly free lunch and various activity and membership reimbursements.Chaired community involvement committee focused on driving outreach and building relationships. Provided leadership to members from across the organization.Built relationships at all levels of the organization, utilizing various communication methods to facilitate approachability and to communicate pertinent information.Acted as liaison between plant and corporate IT offices regarding equipment issue, setup, and problem solving.

Partnered with management to effectively leverage human resources as a key element to the successful execution of overall business strategy. Interpreted and aligned the divisions’ HR goals with the strategic vision of the parent organization. Led project to ensure all pre-screening requirements are compliant with federal and state regulations and company policies. Ensured continuous improvement and growth of these and related processes; manage scalability and repeatability throughout department and other business units. Designed and restructured HR recruiting, talent management and operational processes. Identified gaps and created efficient, scalable, sustainable, repeatable, and compliant HR-related processes that had a positive effect on the bottom line by increasing HR operational efficiency by 30%.Retooled orientation and new hire training curricula to align with company values and commitments.Led implementations and acted as Subject Matter Expert for implementation of iCIMS applicant tracking system and SAP Learning Management System for efficient and accurate reporting of candidate applications, positions, sourcing data. Utilized Learning Management System as an integral tool for ensuring compliance with all training and qualification requirements. Developed dashboard metrics that provided a basis to business leaders for decision making regarding turnover rates, time to fill, costs, and effectiveness of sourcing and training methods.Served as HR lead for ISO certification defining and documenting processes, ensuring continuous improvement in line with company goals and maintaining alignment with other departments in the organization.Streamlined HR processes and business initiatives through the use of technology platforms such as SharePoint, iCIMS, and SAP.Managed business unit HRIS initiatives, including SAP for organizational management and reporting. Involved in the design and implementation of SAP to newly acquired business units.

Facilitated New Hire Orientation, and Management Training Programs. Responsible for personnel record keeping, employment verification, pre-employment background checks and drug screening. Ensured Affirmative Action compliance through training management on goals and selection methods.Oversaw employee benefit programs including medical, dental, life, and disability insurance, supplemental medical, 401(k) plan, leave and PTO benefits.

Provided administrative support to the HR Department, including general office duties, applicant screening, recruiting, reference checks, benefits administration, and policy interpretation.