Recruiting, Development, and Retention Manager

Marc-1 Car Wash•Homewood, AL

2d•Onsite

About The Position

The Recruitment, Development & Retention Manager is a field-based role that owns the employee lifecycle across assigned wash locations: hiring site leadership, building the hourly hiring engine that General Managers run, developing site teams, and driving the retention practices that keep good people at Mojo. This is on-site work in the tunnel, on the lot, and in the break room not a corporate or remote position. Success depends on being present enough to know teams by name, spot problems before they become vacancies, and coach leaders in the moment. Performance is measured at the site level: turnover, 90-day retention, time-to-fill, and staffing coverage against the labor plan. This position requires ideally a minimum of four days per week on-site across the assigned territory. Candidates ideally reside within, or within commuting distance of, the assigned territory. Flexibility is required, as schedules may shift to meet business needs and support scheduled events. This role is a development track toward Director of Operations. High performers may be prioritized for consideration as those opportunities become available.

Requirements

Three or more years in recruiting, human resources, or multi-unit operations, ideally in a high-volume hourly environment (car wash, quick-service restaurant, convenience retail, hospitality, or logistics).
Experience coaching frontline supervisors; working knowledge of employment law fundamentals (at-will employment, wage and hour, and non-discrimination).
ATS and HRIS proficiency, Paylocity preferred; valid driver’s license, reliable transportation, and ability to travel the assigned territory.

Responsibilities

Partner with General Managers to own the end-to-end recruitment of all hourly and site-leadership roles (Assistant General Manager, Supervisor, GEM, and CSAs) across assigned locations, stepping in directly whenever a site is critically understaffed or a leadership seat sits open.
Collaborate with the Director of Operations on the interviewing and hiring of all General Managers (GMs).
Build a local sourcing pipeline via community partners, schools and trade programs, workforce boards, and job fairs; forecast staffing and open requisitions ahead of need.
Conduct in-person, on-site interviews and deliver realistic job previews to reduce early separations; maintain accurate records and time-to-fill data in Paylocity.
Deliver on-site onboarding and orientation; ensure required training is complete before independent work.
Coach General Managers and Assistant General Managers on interviewing, onboarding, scheduling, performance conversations, and leadership.
Identify high-potential team members and build advancement paths into Supervisor, Assistant General Manager, and General Manager roles; support consistent performance documentation.
Serve as a visible, trusted contact for team members; surface and resolve concerns before they become resignations.
Conduct stay and exit interviews, and intervene directly with new hires at 30, 60, and 90 days.
Partner with Regional Vice Presidents, Director of Operations, and Site Leadership on recognition, scheduling, and engagement initiatives that target each location’s turnover drivers.
Track recruiting, onboarding, training, and retention metrics in Mission Control; review turnover by site, tenure, and reason, and build targeted action plans.
Prioritize on-site time by data highest-turnover, newest, and leaderless sites get the most presence and update the Regional Vice President on staffing health and retention risk.
Partner with Regional Vice Presidents, Directors of Operations, General Managers, and People Operations; support acquisitions, openings, and appreciation events.