Vice President, Regional HR & Integration

LAZ Parking Mid Atlantic•Philadelphia, PA

About The Position

The Vice President, Regional HR & Integration is a hands-on field leader responsible for bringing LAZ Parking’s People & Culture strategy to life across its locations. The role ensures the company operates as one connected team, with clear ownership, sound judgment, and a shared commitment to the employee and operator experience. The VP is expected to spend substantial time in the field, understand location-level realities, and work directly with frontline employees, location leaders, Regional Vice Presidents, and senior executives. The role leads and develops Regional HR Directors, strengthens HR partnerships with regional and location leadership, and coordinates regional HR delivery with specialist teams. It builds consistent yet practical people practices, strengthens manager and organizational capability, uses workforce analytics to improve business outcomes, and leads People & Culture integration for acquisitions, transitions, new market entry, and significant organizational change. The VP also develops the regional HR leadership team, establishes succession and career pathways, clarifies accountability across regional and national teams, and partners with other People & Culture leaders on using technology, analytics, and AI while preserving human connection. Travel of approximately 40–50% is expected, with flexibility to respond to business needs.

Requirements

15 or more years of progressive HR leadership experience.
Experience leading senior HR professionals in a large, geographically dispersed organization.
Demonstrated success supporting hourly, frontline, or distributed workforces.
A track record of building trusted relationships with Operations leaders and frontline teams through regular field presence.
Experience integrating field HR delivery with specialist capabilities such as employee relations, labor relations, employee services, or shared services.
Strong employee relations judgment and meaningful experience in complex labor environments.
Ability to use workforce data to drive action while maintaining focus on the people behind the numbers.
Willingness and ability to travel approximately 40–50%, with flexibility to respond to business needs.

Nice To Haves

Experience in multi-site services, hospitality, transportation, parking, or adjacent operating environments.

Responsibilities

Lead, develop, and align Regional HR Directors across LAZ regions.
Set clear expectations for Regional HR and strengthen partnerships with regional and location leaders.
Ensure HRBPs focus on manager coaching, workforce planning, retention, organizational effectiveness, and business priorities.
Balance enterprise-wide consistency with local judgment and relationships.
Partner with Learning & Development, Total Rewards & Payroll, and Talent Acquisition to create a coordinated operating model.
Establish clear ownership, handoffs, escalation paths, and service expectations across HR and specialist teams.
Improve manager coaching, workforce planning, organizational design, talent planning, and performance management.
Help leaders identify and address workforce issues before they become employee relations, turnover, staffing, or cost problems.
Partner with Operations and Finance to improve workforce outcomes by location and region.
Use workforce analytics to identify patterns in turnover, staffing, overtime, employee relations, and other people-related business drivers.
Establish operating reviews and ensure agreed actions are executed.
Build repeatable People & Culture approaches for acquisitions, transitions, new market entry, and significant organizational change.
Ensure employees and leaders joining LAZ receive a thoughtful introduction to its culture, practices, and expectations.
Develop the Regional HR leadership team and create succession and career pathways.
Clarify decision rights and accountability across regional and national teams.
Partner with other People & Culture leaders to use technology, analytics, and AI to create capacity without weakening human connection.
Maintain regular field presence and travel approximately 40–50%, with flexibility to respond to business needs.