Leadership Recruiter - Nashville, TN

Parking Management Company•Nashville, TN

11d•Onsite

About The Position

The Leadership Recruiter is responsible for managing the full-cycle recruitment process for senior-level and leadership positions across the organization. This role partners closely with executive leadership and operations teams to identify talent needs, develop strategic sourcing plans, and attract high-quality candidates. The Leadership Recruiter is responsible for screening, interviewing, and guiding candidates through the hiring process while ensuring a positive candidate experience. This position also supports the development of recruitment strategies, employer branding, and ongoing talent pipeline growth to meet the evolving leadership needs of the company. The primary objective of this role is to source and attract salaried operational and executive leaders to fill key leadership roles within the organization. This role will include in-depth networking, sourcing, and strategizing to vet candidates with the right skill set, experience, and culture fit.

Requirements

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.
Minimum 2 years of recruitment in hospitality industry, including experience in guest and/or customer service (Parking and/or Hospitality industry preferred) OR bachelor’s degree in business administration / human resources or a related discipline.
Proficient with Microsoft Office (Outlook, PowerPoint, Word, and Excel)
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.

Responsibilities

Candidate Sourcing and Recruitment: Proactively identify, source, and vet leadership-level candidates using a variety of tools and platforms. Organize and manage the full recruitment process, including candidate screenings, interviews, and coordinating on-site visits for prospective leaders.
Salaried Hiring Support: Manage and track all salaried job openings, working directly with hiring managers to ensure positions are filled efficiently with qualified candidates while maintaining a positive candidate experience.
Policy Development and Implementation: Assist in developing, recommending, and executing personnel policies and procedures to support effective and compliant hiring practices and overall HR operations.
Exempt-Level Recruitment: Lead recruitment efforts for exempt roles, from creating and placing job advertisements to collaborating with managers on candidate screening, interviewing, and conducting thorough background and reference checks before extending offers.
Recordkeeping and Reporting: Maintain accurate department records and reports, participate in administrative meetings, and provide updates on recruitment progress, challenges, and successes to PMC leadership.
Process Evaluation and Improvement: Regularly assess recruitment and departmental performance, making recommendations to enhance efficiency, effectiveness, and the overall candidate and hiring manager experience.
Compliance Oversight: Ensure all recruitment and hiring processes are in full compliance with federal, state, and local employment laws, reducing risk and maintaining company standards.
Collaboration with Operations and HR Leadership: Partner with operations managers and HR leaders to define performance expectations, align recruitment with business goals, and ensure leadership hires support organizational growth and success.
Company Initiatives and Support: Direct and support the rollout of companywide initiatives, ensuring new leadership hires are aligned with PMC’s culture, standards, and strategic objectives.
Other tasks may be assigned as needed to support the company’s overall operational and financial 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, particularly during financial close periods and occasional travel for financial reviews, audits, or corporate meetings. May be required.