What are the responsibilities and job description for the Director of Human Resources - West Region position at Parking Management Company?
Parking Management Company (PMC) is a national leader in hospitality-focused parking services. Headquartered in Nashville, Tennessee, PMC provides valet and self-parking management, shuttle services, event parking, and porter/bell services across multiple industries including hotels, resorts, healthcare, and event venues. With a commitment to excellence and a guest-first mindset, PMC serves as an extension of the hospitality experience—delivering seamless, high-touch service to partners and guests alike. Learn more: ParkingMgt.com
Position Summary
The Human Resources Director is responsible for ensuring that PMC managers and associates meet company standards in all areas of human resources operations. This role leads the planning, development, and execution of HR policies, programs, and employee relations, supporting PMC’s People and Talent strategy. The Director oversees key functions such as employment, compensation, labor relations, training, and employee services, ensuring legal compliance and alignment with organizational goals. Additionally, this position manages a team of HR managers and recruiters, driving HR initiatives and supporting company-wide growth and success.
Primary Objective
The primary objective of the Human Resources Director is to lead and manage all aspects of human resources operations to support PMC’s people strategy, ensuring compliance with employment laws, fostering a positive workplace culture, and driving key initiatives related to talent acquisition, employee relations, compensation, training, and organizational development. This role is focused on building and maintaining a high performing, engaged workforce while aligning HR practices with PMC’s overall business goals and mission.
Duties and Responsibilities
Comprehensive HR Program Leadership
Oversee all core HR functions, including compensation, benefits, leave management, employee relations, investigations, safety, and training. Lead succession planning and talent development, ensuring future leadership growth. Support positive employee experiences through benefits administration, onboarding, offboarding, and recognition programs, while partnering with operations to maintain fair and respectful workplace practices.
Policy and Process Leadership
Develop, implement, and oversee HR policies, procedures, training programs, and employee surveys to ensure compliance and support the company’s people strategy.
Data, Compliance Monitoring, and HR Records Management
Analyze organizational trends using data from HRIS and reporting tools to ensure compliance with federal, state, and local labor laws, updating policies as needed. Maintain accurate HR records, manage organizational charts, and ensure the HRIS system is consistently updated with current employee information.
Industry Knowledge and Best Practices
Stay informed on HR trends, regulatory changes, and new technologies, applying this knowledge to update company practices and advise leadership.
HR Staff Development
Facilitate professional development and certification opportunities for HR team members, ensuring they are equipped to support company objectives.
Policy and Handbook Management
Develop and maintain the company’s employee handbook, policies, and procedures, ensuring they remain current and compliant.
Territory Leadership
Provide HR leadership and oversight for all locations and associates within assigned regions, ensuring consistency in HR practices and support across the organization.
Strategic Collaboration and Cross-Functional Participation
Partner with senior leadership to align HR strategies with organizational goals, focusing on staffing, recruitment, and retention to support growth. Actively participate in staff meetings, operational reviews, and leadership discussions, serving as a strategic HR partner to influence business decisions and drive organizational 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.
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.
Additional Responsibilities
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.
Competency/Qualifications
Knowledge, Skills, and Abilities
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.
Education/Experience
Minimum 5 years of human resources experience in the 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. training/certifications/business is preferred.
Proficient with Microsoft Office (Outlook, PowerPoint, Word, and Excel) and exceptional communication skills, both written and verbal
Certificates and Licenses
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. No special certifications are necessary for this position.
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.
Work Environment
The work environment for this role includes both indoor and outdoor settings, requiring collaboration with teams, vendors, and clients on-site and in corporate environments. Associates may frequently use computers and communicate via phone.
Physical Demands
Requirements may include extended periods of standing, walking, and the ability to lift moderate weights when necessary. Specific vision abilities—close, distance, peripheral, depth perception, and focus adjustments—may be required to ensure on-site awareness and safety.
Cell Phone Use
Employees may be required to use personal cell phones for work-related communication, including coordination with team members, managers, and clients, as well as accessing work applications. Reimbursement for work-related phone usage will follow company policy.
Pay Transparency
PMC is committed to pay transparency and equity among all employees and provides employees an environment where pay transparency and dialogue on compensation are allowed. PMC complies with Equal Employment Opportunity laws as well as federal, state, and local laws on compensation, pay transparency, and pay equity.
Additional Compensation And Benefits
Employment with PMC is on an at-will basis, meaning either the employee or the employer may end the employment relationship at any time, for any reason, with or without cause or notice, in accordance with applicable laws. A 120-day introductory period applies.
Fair Labor Standards Act (FLSA)
This position is classified as exempt under the Fair Labor Standards Act (FLSA), meaning employees in this role are not eligible for overtime pay for hours worked beyond 40 in a workweek at a rate of one and one-half times their regular hourly rate. PMC adheres to all applicable federal, state, and local wage and overtime laws, ensuring that compensation complies with these legal standards. All hourly rates will meet or exceed the minimum wage requirements for your specific work location
PMC is compliant with all state workman’s compensation laws.
Employee Leave
PMC is compliant with all state specific required and FMLA paid leave requirements, such as sick leave, state paid family leave, etc.
Equal Employment Opportunity (EEO) Statement
Parking Management Company is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, disability, age, or veteran status.
ADA and Equal Employment Opportunity (EEO) Compliance
Parking Management Company will make reasonable accommodations in compliance with the Americans with Disabilities Act of 1990 and ensure equal employment opportunity.
This job description will be reviewed periodically as duties and responsibilities change with business necessity. Essential and marginal job functions are subject to modification.
Job Title: Director of Human Resources
Department: Corporate – Human Resources
Reports directly to: Vice President of Human Resources Schedule: Full Time
Status: Exempt
Compensation: Salary
Position Summary
The Human Resources Director is responsible for ensuring that PMC managers and associates meet company standards in all areas of human resources operations. This role leads the planning, development, and execution of HR policies, programs, and employee relations, supporting PMC’s People and Talent strategy. The Director oversees key functions such as employment, compensation, labor relations, training, and employee services, ensuring legal compliance and alignment with organizational goals. Additionally, this position manages a team of HR managers and recruiters, driving HR initiatives and supporting company-wide growth and success.
Primary Objective
The primary objective of the Human Resources Director is to lead and manage all aspects of human resources operations to support PMC’s people strategy, ensuring compliance with employment laws, fostering a positive workplace culture, and driving key initiatives related to talent acquisition, employee relations, compensation, training, and organizational development. This role is focused on building and maintaining a high performing, engaged workforce while aligning HR practices with PMC’s overall business goals and mission.
Duties and Responsibilities
Comprehensive HR Program Leadership
Oversee all core HR functions, including compensation, benefits, leave management, employee relations, investigations, safety, and training. Lead succession planning and talent development, ensuring future leadership growth. Support positive employee experiences through benefits administration, onboarding, offboarding, and recognition programs, while partnering with operations to maintain fair and respectful workplace practices.
Policy and Process Leadership
Develop, implement, and oversee HR policies, procedures, training programs, and employee surveys to ensure compliance and support the company’s people strategy.
Data, Compliance Monitoring, and HR Records Management
Analyze organizational trends using data from HRIS and reporting tools to ensure compliance with federal, state, and local labor laws, updating policies as needed. Maintain accurate HR records, manage organizational charts, and ensure the HRIS system is consistently updated with current employee information.
Industry Knowledge and Best Practices
Stay informed on HR trends, regulatory changes, and new technologies, applying this knowledge to update company practices and advise leadership.
HR Staff Development
Facilitate professional development and certification opportunities for HR team members, ensuring they are equipped to support company objectives.
Policy and Handbook Management
Develop and maintain the company’s employee handbook, policies, and procedures, ensuring they remain current and compliant.
Territory Leadership
Provide HR leadership and oversight for all locations and associates within assigned regions, ensuring consistency in HR practices and support across the organization.
Strategic Collaboration and Cross-Functional Participation
Partner with senior leadership to align HR strategies with organizational goals, focusing on staffing, recruitment, and retention to support growth. Actively participate in staff meetings, operational reviews, and leadership discussions, serving as a strategic HR partner to influence business decisions and drive organizational 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.
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.
Additional Responsibilities
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.
Competency/Qualifications
Knowledge, Skills, and Abilities
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.
Education/Experience
Minimum 5 years of human resources experience in the 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. training/certifications/business is preferred.
Proficient with Microsoft Office (Outlook, PowerPoint, Word, and Excel) and exceptional communication skills, both written and verbal
Certificates and Licenses
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. No special certifications are necessary for this position.
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.
Work Environment
The work environment for this role includes both indoor and outdoor settings, requiring collaboration with teams, vendors, and clients on-site and in corporate environments. Associates may frequently use computers and communicate via phone.
Physical Demands
Requirements may include extended periods of standing, walking, and the ability to lift moderate weights when necessary. Specific vision abilities—close, distance, peripheral, depth perception, and focus adjustments—may be required to ensure on-site awareness and safety.
Cell Phone Use
Employees may be required to use personal cell phones for work-related communication, including coordination with team members, managers, and clients, as well as accessing work applications. Reimbursement for work-related phone usage will follow company policy.
Pay Transparency
PMC is committed to pay transparency and equity among all employees and provides employees an environment where pay transparency and dialogue on compensation are allowed. PMC complies with Equal Employment Opportunity laws as well as federal, state, and local laws on compensation, pay transparency, and pay equity.
Additional Compensation And Benefits
- Health Benefits – Medical, vision and dental insurance – Upon eligibility
- 401K – Upon eligibility
- Supplemental Insurance – Life insurance and critical illness
- Bonus opportunities
- Internal leadership development program
- Paid time off
- Paid training
- Tuition assistance through Bellevue University – Up to $5,250 per year
- Nationwide discounts through Perks at Work
- Military friendly employer
Employment with PMC is on an at-will basis, meaning either the employee or the employer may end the employment relationship at any time, for any reason, with or without cause or notice, in accordance with applicable laws. A 120-day introductory period applies.
Fair Labor Standards Act (FLSA)
This position is classified as exempt under the Fair Labor Standards Act (FLSA), meaning employees in this role are not eligible for overtime pay for hours worked beyond 40 in a workweek at a rate of one and one-half times their regular hourly rate. PMC adheres to all applicable federal, state, and local wage and overtime laws, ensuring that compensation complies with these legal standards. All hourly rates will meet or exceed the minimum wage requirements for your specific work location
PMC is compliant with all state workman’s compensation laws.
Employee Leave
PMC is compliant with all state specific required and FMLA paid leave requirements, such as sick leave, state paid family leave, etc.
Equal Employment Opportunity (EEO) Statement
Parking Management Company is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, disability, age, or veteran status.
ADA and Equal Employment Opportunity (EEO) Compliance
Parking Management Company will make reasonable accommodations in compliance with the Americans with Disabilities Act of 1990 and ensure equal employment opportunity.
This job description will be reviewed periodically as duties and responsibilities change with business necessity. Essential and marginal job functions are subject to modification.
Job Title: Director of Human Resources
Department: Corporate – Human Resources
Reports directly to: Vice President of Human Resources Schedule: Full Time
Status: Exempt
Compensation: Salary
Salary : $5,250