• Collaborate with cross-functional partners to deliver benefits operations initiatives • Design, build, and maintain benefits processes and workflows • Optimize operational processes to drive efficiency and accuracy • Lead by example in applying operational and customer-focused standards • Support operational execution and issue resolution

Role Description - Leads execution of HR technology initiatives, aligning system enhancements and projects to enterprise priorities and operational needs. - Responsible for the design and delivery of HR technology solutions, ensuring alignment with business requirements, operational efficiency, and best practices. - Executes within established HR technology governance frameworks, supporting intake, prioritization, and release processes to ensure system stability and scalability. - Oversees HR system operations, ensuring performance, reliability, and issue resolution meet defined service levels and user expectations. - Leads and develops HR technology team members, including functional analysts and product-focused roles. - Partners cross-functionally with HR Centers of Excellence, IT, Finance, and academic units to design and deliver integrated solutions. - Manages HR technology initiatives and projects, including system enhancements, automation efforts, and reporting solutions. - Supports vendor solution delivery and optimization. - Ensures adherence to internal controls and compliance practices. - Establishes and continuously assesses the effectiveness of the internal controls within the unit and compliance with University policies and procedures. Ensures employees are trained on controls within the function and on University policy and procedures. Qualifications - Education: Bachelor’s degree in relevant field required. - Experience: Minimum 5 years of relevant experience required. - Knowledge, Skills and Abilities: - Strategic Alignment: Skilled in aligning departmental goals with enterprise-wide strategy and develops comprehensive strategic plans. - Financial Management: Ensures fiscal responsibility, and optimization of financial performance. - Resource Management: Ability to allocate resources and drive innovation and growth. - Adaptability: Proven ability to adjust to changes and leads/inspires transformational change. - Team Leadership: Ability to build and lead high-performing teams, manage complex projects, and ensure successful project delivery. - Technology & Analytics: Understanding of technology, data analytics, and performance measurement to drive strategic decisions and identify opportunities. - Communication: Ability to influence others, articulate strategic vision, and ensure clear and persuasive communication. Company Description The University of Miami is recognized as one of the nation’s premier research institutions and academic health systems and is among the largest employers in South Florida. With more than 20,000 faculty and staff, the University is committed to excellence and guided by a mission to positively impact the lives of students, patients, and communities locally and globally. We are dedicated to fostering a culture where every individual feels valued and empowered to contribute meaningfully. United by shared values, the University community works together to build an environment defined by purpose, collaboration, and service. The University of Miami is an Equal Opportunity Employer. Applicants and employees are protected from discrimination based on certain categories protected by Federal law.

Role Description The HR Business Partner (HRBP)/Manager is responsible for the delivery of the people agenda in their area of operational responsibility, business partnering with managers in the business, providing advice and counseling people management practices in support of delivering and executing both the people and business plan. The HRBP plays a strategic and consultative role ensuring alignment between the HR function and business objectives. Provides expertise in HR policies, employment law, and business strategy, while focusing on delivering tailored solutions to enhance organizational performance and employee engagement. Job Responsibilities - Work closely with the Head of HR and Director of Operations to develop and deliver the HR Strategy and Plan for the Americas region. - Support onshore teams within the regions as required. - Create and build open relationships with key stakeholders to encourage open communication and trust. - Provide guidance and practical expertise to Director of Operations/Operations Managers. - Provide education and coaching on all aspects of people management. - Highlight issues with a strategic, legal or employee relations impact to the Head of HR. - Support the Head of HR in the collation and analysis of HR information, including the monitoring of HR activity against key performance metrics. - Ensure Management are fully supported with issues around organizational change and development, including ensuring ‘due diligence’ and effective communication. - Tender support and mobilization of new contracts, working closely with stakeholders and 3rd parties. - Representing Aramark at all times, communicate with and build collaborative working relationships with recognized Trade Unions. - In conjunction with the Director of Operations develop and implement Workforce Planning and Recruiting Strategies to ensure offshore staffing levels meet requirements. - In conjunction with the Director of Operations develop and implement a project plan to ensure offshore competencies, development and succession plans are in place and evident. - Work closely with the Centers of Excellence for guidance and advice on tools, initiatives, analytics and driving forward. - Drive engagement across the business by working closely with managers within the region on the employee engagement plan and roll out of initiatives. - Conduct HR workshops and monthly reviews with managers to understand metrics and where specific support is required. - Involvement with key HR projects which contribute towards the overall successful delivery of the Company’s HR strategy and People Plan. - Provides a professional fully rounded HR service to managers. - Any other duties as requested and required. At Aramark, developing new skills and doing what it takes to get the job done make a positive impact for our employees and for our customers. In order to meet our commitments, job duties may change or new ones may be assigned without formal notice. Qualifications - Experience in business-focused HR roles within a dynamic organization. - 5+ years’ experience at HR Advisor level. - Experience of managing change, including working cooperatively in business partnership. - Knowledge of people practices and applicable legislative frameworks. - Experience of dealing with industrial and employee relations issues. - A true HR generalist with experience of Talent and Succession Management, Talent Acquisition, Reward, Learning & Development, Employment Law and Employee Relations, Policy and HR Shared Services, and where applicable industrial relations. - Supporting leadership teams in developing people capability. - Have a creative, forward thinking, human centric approach to HR. - Experience of working with Trade Unions under collective bargaining agreements. - Marine experience preferred but not essential. - Bachelor’s degree in HR related field or equivalent experience is required. - Collaborative decision-making skills and ability to work cooperatively with others both within the HR COE and with other COEs throughout the organization. - HR certification (PHR or SHRM) is preferred. - This is a work from home role with travel. Preferred location is Houston, TX or Houma, Louisiana. Company Description 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. 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.

• Provide support in the handling of all Human Resources (HR) activities for a defined group with an emphasis on employee relations, employee engagement and retention while improving efficiencies and customer support. • Coordinates, trains, and administers HR programs, processes, activities, and policies. • Participates and implements HR activities programs in partnership with corporate initiatives relating to leadership development, compensation, benefits, compliance, employee relations, training, and health and safety programs. • Assists with providing guidance for a defined group on a variety of subjects. • Supports compliance with state/federal employment laws, corporate HR policies, procedures, and guidelines. • Assists with implement of employee relations initiatives to create a positive work environment. • Responsible for the maintenance and timely/accurate data entry of employment records. • May provide thorough and timely employee benefits orientation and enrollment to new-hires and management training to new management staff. • Responsible for compliance with all state and federal employment laws. • Provides coaching and counsel to first line managers to strengthen and develop their own leadership skills. • Analyzes and assesses trends in turnover, worker’s compensation, employee grievances/EEOC charges, and other critical HR key performance indicators in order to recommend and implement improvement measures. • Supports a union-free environment of positive employee morale, job satisfaction, and positive attitude toward management and its’ goals and objectives. • Proactively identifies areas through which new or additional training could improve the competency of the management team and the employee’s understanding of company benefits.