Director of Human Resources - East Region

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 an