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Human Resources Project Manager Jobs in Tennessee

Covenant Health

HR STRATEGIC PROJECT MGR

Knoxville, TN · On-site

Overview Human Resources Strategic Project Manager Full Time, 80 Hours Per Pay Period, Day Shift On-site | Knoxville, TN Covenant Health Overview: Covenant Health is the region's top-performing ...

Semiserve

HR Project Coordinator

Brentwood, TN · On-site

Position Summary The HR Project Coordinator serves as a key operational partner to the Senior ... Although the position does not directly manage projects or own policy content, it plays a critical ...

S&ME

Natural Resources Project Manager

Nashville, TN · On-site

Demonstrated successful team leadership and management at a project level with a good understanding of safety policies/procedures, quality, business metrics, human resources policies/procedures, and ...

Nobelus

Human Resources Manager

Knoxville, TN · On-site

Lead budgeting efforts for HR projects while managing vendor relationships for HR technology solutions. * Design and deliver presentations on HR initiatives to leadership teams to support strategic ...

Nobelus

Human Resources Manager

Knoxville, TN · On-site

Lead budgeting efforts for HR projects while managing vendor relationships for HR technology solutions. * Design and deliver presentations on HR initiatives to leadership teams to support strategic ...

Nobelus

Human Resources Manager

Knoxville, TN · On-site

Lead budgeting efforts for HR projects while managing vendor relationships for HR technology solutions. * Design and deliver presentations on HR initiatives to leadership teams to support strategic ...

Nobelus

Human Resources Manager

Knoxville, TN · On-site

Lead budgeting efforts for HR projects while managing vendor relationships for HR technology solutions. * Design and deliver presentations on HR initiatives to leadership teams to support strategic ...

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Human Resources Project Manager information

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$19

$48

$73

How much do human resources project manager jobs pay per hour?

As of Aug 28, 2026, the average hourly pay for human resources project manager in Tennessee is $48.50, according to ZipRecruiter salary data. Most workers in this role earn between $37.07 and $60.43 per hour, depending on experience, location, and employer.

What is a human resources project manager?

Human Resources Project Managers are professionals who oversee and coordinate HR-related projects within an organization. They are responsible for planning, executing, and closing projects related to areas such as talent acquisition, employee engagement, benefits administration, or HR technology implementation. These managers work closely with HR teams, stakeholders, and sometimes external vendors to ensure projects are delivered on time, within scope, and on budget. Their role requires strong project management skills, knowledge of HR practices, and the ability to communicate effectively across departments.

What does a human resources project manager do?

Human resources project managers oversee projects within the human resources department, though these projects may affect other departments in the company and require their participation. In this role, your job duties include establishing and managing the budget of the project, setting deadlines and timeline, coordinating the schedule of staff and vendors involved, and monitoring the project’s progress from start to finish. You ensure everyone involved understands the direction and purpose of the project and that the results not only meet the company’s goals, but are also consistent with company policy. Supervisors also expect you to provide regular progress reports so that they know where the project stands at any given time.

What are the key skills and qualifications needed to thrive as a human resources project manager, and why are they important?

To thrive as a Human Resources Project Manager, you need a solid background in HR principles, project management methodologies, and typically a bachelor's degree in human resources, business, or a related field. Familiarity with project management tools like Microsoft Project or Asana, HRIS platforms, and often a PMP or SHRM certification is highly beneficial. Strong leadership, communication, and problem-solving skills set top performers apart in this role. These competencies are crucial for effectively leading HR initiatives, ensuring timely project delivery, and aligning HR strategies with business goals.

How does a human resources project manager typically collaborate with other departments during large-scale initiatives?

A Human Resources Project Manager often works closely with departments such as IT, Finance, and Operations to ensure the successful implementation of HR projects like new HRIS systems, organizational restructuring, or benefits rollouts. Collaboration involves regular cross-functional meetings, aligning project timelines, gathering department-specific requirements, and facilitating change management efforts. Strong communication and stakeholder management skills are essential, as HR Project Managers serve as liaisons, ensuring all teams are informed, engaged, and prepared for transitions.

What is the difference between Human Resources Project Manager vs HR Coordinator?

AspectHuman Resources Project ManagerHR Coordinator
CredentialsBachelor's degree in HR, Business, or related field; PMP or project management certification often preferredBachelor's degree in HR, Business, or related field; HR certification optional
Work EnvironmentLeads projects across HR functions, collaborates with multiple departments, often in corporate settingsSupports HR daily operations, assists with recruitment, onboarding, and employee records
Employer & Industry UsageUsed in organizations with structured HR projects, corporate HR departmentsCommon in HR teams for administrative and support roles

The Human Resources Project Manager focuses on leading HR-related projects, ensuring timely completion and strategic alignment. In contrast, the HR Coordinator handles day-to-day HR tasks, supporting the HR team with administrative duties. Both roles require HR knowledge, but the Project Manager emphasizes project leadership and planning.

More about Human Resources Project Manager jobs

What are the most commonly searched types of Human Resources Project jobs in Tennessee?

The most popular types of Human Resources Project jobs in Tennessee are:

What are popular job titles related to Human Resources Project Manager jobs in Tennessee?

For Human Resources Project Manager jobs in Tennessee, the most frequently searched job titles are:

What job categories do people searching Human Resources Project Manager jobs in Tennessee look for?

The top searched job categories for Human Resources Project Manager jobs in Tennessee are:

What cities in Tennessee are hiring for Human Resources Project Manager jobs?

Cities in Tennessee with the most Human Resources Project Manager job openings:

Human Resources Project Manager jobs near you
Infographic showing various Human Resources Project Manager job openings in Tennessee as of August 2026, with employment types broken down into 85% Full Time, 12% Part Time, and 3% Contract. Highlights an 79% Physical, 2% Hybrid, and 19% Remote job distribution, with an average salary of $100,888 per year, or $48.5 per hour.

Human Resources - Project Manager - Hybrid

Surgery Partners

Brentwood, TN • Hybrid

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 5 days ago

Surgery Partners rating

7.7

Company rating: 7.7 out of 10

Based on 85 frontline employees who took The Breakroom Quiz

162nd of 895 rated healthcare providers

Job description

This is a hybrid position based at our beautiful corporate office located in Brentwood, TN, with on-site work required Monday through Wednesday.

Duties and Responsibilities

Project Management Leadership
  • Develop and manage a comprehensive project portfolio and roadmap working closely with senior HR leadership and other key stakeholders.
  • Lead and manage the planning, execution, and delivery of strategic HR projects, ensuring alignment with the company's objectives and HR strategy.
  • Establish detailed project plans with defined scopes, goals, deliverables, timelines, milestones, and budgets.
  • Track project progress and adjust plans as needed to ensure successful, timely delivery and project success.
  • Develop and execute change management plans to support successful integration and adoption of new processes, programs, and systems.
  • Establish key performance indicators (KPIs) to measure success and track progress.
Cross-Functional Collaboration
  • Partner with HR leadership, functional teams, and internal stakeholders to drive initiatives that impact multiple areas of the organization, including Workforce Management and labor analytics, talent acquisition, learning and development, employee engagement, performance management, compensation and benefits, and HR technology.
  • Engage with third-party vendors, consultants, and external partners to ensure successful delivery of HR-related projects and solutions.
  • Serve as the primary point of contact for various project teams, providing leadership, guidance, and support across all phases of the project lifecycle.
Communication and Executive Reporting
  • Facilitate communication and collaboration among cross-functional teams to ensure alignment, drive decision-making, and resolve conflicts.
  • Regularly report project status, key milestones, risks, and recommendations to the HR Senior Leadership Team.
  • Prepare and present executive-level reports, dashboards, and presentations, ensuring clear and concise communication of progress and outcomes.
  • Ensure executive stakeholders are informed and engaged throughout the project lifecycle.
Risk Management and Issue Resolution
  • Proactively identify and mitigate potential risks, issues, and obstacles, ensuring timely resolution and minimal disruption to project timelines.
  • Implement change management strategies to ensure smooth adoption of new HR programs and initiatives across the organization.
Continuous Improvement and Best Practices
  • Monitor and evaluate the effectiveness of completed projects and initiatives, identifying areas for continuous improvement and efficiency gains.
  • Share insights, lessons learned, and best practices with the HR team and the broader organization to drive ongoing improvements in HR project management.
QualificationsEducation
  • Bachelor’s degree in Human Resources, Business Administration, or a related field required.
  • Master’s degree preferred.
Experience
  • Minimum of 5-7 years of experience in project management.
  • At least 2 years of experience leading change management initiatives that include communication, training, and ongoing sustainment.
  • Experience working across distributed teams on enterprise-wide, high-impact initiatives.
  • Experience working with external vendors, consultants, and partners to deliver HR solutions.
  • 2 or more years of Human Resources experience.
Licenses/Certifications
  • Project Management Professional (PMP) or other project management certification highly preferred.
  • Prosci Change Practitioner or other change management certification highly preferred.
Knowledge, Skills, and Abilities
  • Proven ability to manage complex, multi-stakeholder projects and initiatives across cross-functional teams.
  • Excellent communication, interpersonal, and leadership skills with the ability to build relationships, influence, and drive change across diverse teams.
  • Strong problem-solving and decision-making abilities, with a focus on results and continuous improvement.
  • High level of attention to detail and strong organizational skills.
  • Ability to thrive in a fast-paced, dynamic environment and manage multiple priorities simultaneously.
Core CompetenciesHR Core Competencies
  • Intellectual Curiosity and Empathy: Must have the desire to learn all aspects of the business and understand its goals. Should view the attainment of these goals as a critical measure of performance with deep care for the business workforce and be a proactive force behind workforce strategy.
  • Problem-Solving: Must be comfortable working with business leaders and managers to address workforce challenges or issues. Rather than viewing problems as "yours," HR should view them as "ours" and be an active part of the solution.
  • Risk-Taking and Courage: Comfortable saying "no" and offering alternative opinions or actions to business leaders.
  • Digital Acumen: Ability to analyze and interpret people-related data and use it to help business leaders better understand workforce needs and incorporate results into workforce strategy and planning.
  • Business-Language Knowledge: Ability to speak "in business" and possess strong business acumen. This includes understanding the details of the business being served, along with its jargon and acronyms.
  • Networking Skills: Ability to develop relationships with individuals who possess knowledge and decision-making responsibilities, both within and outside the organization.
  • Change-Management Skills: Ability to facilitate discussions around change and transformation. Ability to identify where and when change management will be needed and proactively participate in developing plans.
  • Discretion: Ability to handle sensitive and confidential information with professionalism and integrity.
Working ConditionsPhysical Requirements
  • Talk / Hear
  • See
  • Stand
  • Sit
  • Repetitive Use of Hands
  • Manual Dexterity
Hazards and Atmospheric Conditions
  • Normal Office Surroundings
CompetenciesAgility
  • Resourcefulness: Adapts quickly to changing circumstances; cleverly navigates obstacles and constraints.
  • Manages Uncertainty: Comfortable when things are in flux; readily shifts approach or behavior to fit changing circumstances.
Bias to Action
  • Action Oriented: Propensity to act or decide and move forward with a logical approach; can decide and act without having the total picture.
  • Delivering Results: Strives for high levels of achievement; maintains a clear and steady focus on meeting goals despite obstacles; is resilient when encountering setbacks.
Customer Focus
  • Identifying with Customers: Understanding who the external and internal customers are and what they value.
Managing Complexity
  • Essence: Extracts the core meaning out of complex situations; can separate the important from the noise when problem solving; hunts for the root cause of successes and failures.
Benefits:
  • Comprehensive health, dental, and vision insurance
  • Health Savings Account with an employer contribution
  • Life Insurance 
  • PTO
  • 401(k) retirement plan with a company match
  • And more! 
ENVIRONMENTAL/WORKING CONDITIONS: Normal busy office environment with much telephone work. Possible long hours as needed. The description is intended to provide only basic guidelines for meeting job requirements. Responsibilities, knowledge, skills, abilities and working conditions may change as needs evolve.*If you are viewing this role on a job board such as Indeed.com or LinkedIn, please know that pay bands are auto assigned and may not reflect the true pay band within the organization.*No Recruiters Please

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