Human Resources Manager - Nashville

Parking Management Company•Nashville, TN

14d

About The Position

Oversee and execute HR strategy and operations to support growth, compliance, and employee engagement. Lead key areas such as talent acquisition, employee relations, training, succession planning, and benefits administration. Serve as a strategic partner to executive leadership and operations, ensuring consistent policies, a positive workplace culture, and alignment with PMC’s business objectives across multiple regions.

Requirements

Minimum 3 years of human resources experience in hospitality industry, including experience in guest and/or customer service (Parking and/or Hospitality industry preferred) OR SHRM or PHR certification, in conjunction with a business related, management, or HR degree is preferred
Proficient with Microsoft Office (Outlook, PowerPoint, Word, and Excel) and exceptional communication skills, both written and verbal
A valid driver’s license and reliable transportation are required for this role, along with maintaining an acceptable motor vehicle record with no more than three moving violations within a three-year period. Candidates must also pass and maintain a clean background check.
Advanced Client Management Skills: This role requires strong skills in building and maintaining client relationships by understanding needs, resolving issues quickly, and anticipating changes. Success depends on effectively coordinating across locations and adjusting strategies to ensure client satisfaction and support long-term partnerships.
Strong Analytical and Problem-Solving Abilities: The candidate must have the capability to dissect complex data and situations, particularly related to revenue and payroll. This includes pinpointing and rectifying discrepancies in revenue reporting, unraveling the root causes of operational inefficiencies, and creating effective solutions to boost performance.
Effective Training and Leadership Skills: A successful Regional Manager needs practical knowledge of basic training methods, operational software, and essential leadership principles to guide teams effectively. They must demonstrate hands-on coaching, team building, and adaptability across multiple sites. Ultimately, flexible leadership, accountability, and clear communication ensure consistent operations and engaged employees.
Technological Proficiency: A solid grasp of relevant technology, particularly in PMC’s revenue management and scheduling software, is essential. Collaborating with IT departments and external vendors for the successful rollout of new technologies underlines this requirement.
Excellent Communication and Reporting Skills: Regularly reporting to operations and HR, as well as effective communication with various departments and external vendors, is crucial. The ability to communicate complex information in a clear and concise manner is key in this role.

Responsibilities

HR Strategy and Department Leadership: Plan, organize, and manage all HR department activities, including developing and implementing goals, policies, procedures, and systems that align with company objectives. Lead succession planning, employee engagement programs, and training initiatives to support growth and retention.
Employee Relations and Performance Management: Partner with operational leaders to handle personnel disputes, disciplinary actions, and employee relations issues, ensuring fair and respectful treatment for all associates while helping define and uphold performance standards across the organization.
Recruitment and Onboarding: Assist in the recruitment for exempt, nonexempt, and temporary roles, including sourcing, interviewing, reference checks, and extending offers. Lead new hire orientations, conduct new hire surveys, and manage exit interviews to support talent acquisition and retention strategies.
Policy and Compliance: Develop, recommend, and implement personnel policies and procedures, maintain the employee handbook, and ensure compliance with all federal, state, and local employment laws. Regularly evaluate and recommend improvements to enhance HR operations and compliance.
Benefits and Compensation: Assist in the administration of benefits programs, including workers' compensation, claims resolution, and open enrollment. Collaborate with executive leadership to design competitive compensation programs that align with organizational goals.
Training and Development: Build and support training programs, including On-the-Job Training (OJT) and specialized courses like Claims and Hotel Self-Park, with a focus on achieving high completion rates and continuous improvement.
HR Operations and Data Management: Maintain accurate HR records, organizational charts, and the employee directory in the HRIS system. Evaluate department reports and metrics to assess performance against goals and recommend improvements.
Collaboration and Communication: Work closely with VPs of HR, executive leadership, and operations management to design and implement programs that support organizational strategy and drive business success. Actively participate in staff meetings and operational reviews.
Vendor and Initiative Support: Support company-wide initiatives and processes, ensuring successful implementation across locations while fostering strong relationships with internal and external partners.
Supervisory Responsibilities: Actively involve staff in planning, decision-making, and process improvement while taking full responsibility for team performance. Maintain an open and accessible leadership style, providing regular feedback, supporting skill development, and encouraging professional growth. Seek and apply feedback from both internal and external customers, promote a culture of quality, and continuously work to enhance processes, services, and supervisory skills to drive team success.
Territory Leadership and Travel: Provide HR leadership across assigned regions, supporting all locations and associates, including regular travel (up to 50%) for new account openings, ongoing support, and site visits during periods of operational challenges.
Additional Responsibilities: Other tasks may be assigned as needed to support the company’s overall operational objectives, with the expectation that the management remains flexible and responsive to evolving business needs. Attend required staff meetings and complete assigned training modules in a timely manner. Including but not limited to the ability to work flexible hours when needed may be required.