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Turnover Manager Jobs in Tennessee (NOW HIRING)

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Preconstruction Manager

Nashville, TN · On-site

$140K - $160K/yr

Coordinate project turnover meetings with project management teams Collaboration * Work closely ... with Project Managers, Superintendents, Estimators, and Executives * Support continuous improvement ...

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Turnover Manager information

What does a turnover manager do?

A Turnover Manager is responsible for overseeing the transition process when a property, facility, or project changes hands from one party to another. This includes coordinating inspections, ensuring all contractual obligations are met, managing documentation, and addressing any outstanding issues before the turnover is complete. Turnover Managers often work in real estate, construction, or property management industries to ensure a smooth and efficient handover. Their role is crucial for minimizing disputes and ensuring that all parties are satisfied with the condition and readiness of the asset.

What skills and qualifications are needed to thrive as a turnover manager?

To thrive as a Turnover Manager, you need expertise in project management, quality control, and knowledge of handover protocols, often supported by a degree in engineering or construction management. Familiarity with project management software (like Primavera or MS Project), document control systems, and industry certifications such as PMP are typically required. Exceptional organizational skills, attention to detail, and strong communication abilities help ensure effective coordination among stakeholders. These competencies are vital for ensuring seamless project completion, regulatory compliance, and client satisfaction during the turnover phase.

What are common challenges a turnover manager faces during the handover process, and how can they be addressed?

A Turnover Manager often encounters challenges such as incomplete documentation, discrepancies between project specifications and actual installations, and tight timelines for client handover. Effective communication with both the project team and the client is crucial to proactively identify and resolve issues. Developing standardized checklists, maintaining thorough records, and fostering collaborative relationships with contractors and stakeholders can help streamline the turnover process and ensure a smooth transition.

What is the difference between Turnover Manager vs HR Coordinator?

AspectTurnover ManagerHR Coordinator
Primary FocusManaging employee turnover rates and retention strategiesSupporting HR functions, onboarding, and employee relations
Required CredentialsTypically HR-related certifications or experience in turnover analysisHR certification or relevant degree often preferred
Work EnvironmentOften in retail, hospitality, or large organizations focusing on retentionIn various industries, supporting HR department activities
Employer UsageUsed in companies aiming to reduce turnover and improve retentionCommon in HR departments handling daily employee management

The main difference is that a Turnover Manager specializes in analyzing and reducing employee turnover, while an HR Coordinator handles broader HR functions including onboarding and employee support. Both roles require HR knowledge but focus on different aspects of workforce management.

What are the most commonly searched types of Turnover jobs in Tennessee?

The most popular types of Turnover jobs in Tennessee are:

What are popular job titles related to Turnover Manager jobs in Tennessee?

For Turnover Manager jobs in Tennessee, the most frequently searched job titles are:

What job categories do people searching Turnover Manager jobs in Tennessee look for?

The top searched job categories for Turnover Manager jobs in Tennessee are:

What cities in Tennessee are hiring for Turnover Manager jobs?

Cities in Tennessee with the most Turnover Manager job openings:

Turnover Manager jobs near you
Infographic showing various Turnover Manager job openings in Tennessee as of June 2026, with employment types broken down into 1% Internship, 7% As Needed, 76% Full Time, 6% Part Time, 8% Temporary, and 2% Contract. Highlights an 97% Physical, 1% Hybrid, and 2% Remote job distribution.

Recruiting, Development, and Retention Manager

Mammoth Holdings LLC

Alcoa, TN • On-site

$75K - $90K/yr

Full-time

Posted 17 days ago

Mammoth Holdings rating

5.0

Company rating: 5.0 out of 10

Based on 16 frontline employees who took The Breakroom Quiz

332nd of 375 rated vehicle maintenance

Job description

Job Type
Full-time
Description
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. See Section 3: Performance Measures.
ON-SITE REQUIREMENT
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.
Requirements
ESSENTIAL DUTIES AND RESPONSIBILITIESRecruitment
  • 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). Director of Operations name will be present on all offer letters for their region. 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.

Development
  • 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.

Retention and Engagement
  • Serve as a visible, trusted contact for team members; surface and resolve concerns before they become resignations. Immediately escalate all issue to the Regional Vice President. 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.

Analytics and Collaboration
  • 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.

3. PERFORMANCE MEASURES
  • Annualized hourly turnover, overall and by site, against target. Ninety-day new hire retention and time-to-fill, hourly and leadership, against target. Percent of sites fully staffed to labor plan, with no open General Manager or Assistant General Manager seats beyond the fill window. Internal promotion rate. Completion of the stay and exit interview cadence and of retention action plans. Bonus potential may be based on: Field training completion NTO (New Team Member Orientation), Core 8 (Thrive Training), SORs, Mojo Moments, and similar programs. This position is eligible to participate in an annual incentive plan. Metrics may include field training completion of New Team Member Orientation (NTO), Core 8 (Thrive Training), SORs (Site Operational Review), and Mojo Moments along with other measures defined by Executive Leadership. This role is a development track toward Director of Operations. High performers may be prioritized for consideration as those opportunities become available.

4. QUALIFICATIONS PREFERRED
  • 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.

5. WORK ENVIRONMENT AND PHYSICAL REQUIREMENTS
  • Work is performed primarily at car wash locations, across the assigned territory, and while traveling between sites. Extended standing and walking on wet, uneven surfaces. Outdoor weather exposure in varying conditions. Moderate-to-loud noise, moving equipment, water, and cleaning chemicals. Occasional lifting up to 25 pounds. Frequent driving between sites within the assigned territory. Schedule flexibility, including some early mornings, evenings, and weekends.Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this role.

Salary Description
$75,000-$90,000 plus annual bonus
Notice of AI Use in Job Application Review
As part of our commitment in creating a fair, efficient, and consistent hiring process we may use artificial intelligence (AI) to help our recruiting teams organize, summarize, and analyze information provided by candidates, including resumes, application responses, and other materials submitted during the application process.AI may be used to identify patterns, highlight relevant skills, and experience, and assist in comparing a candidate's qualifications with the requirement of a specific role. These tools are to improve efficiency and consistency while supporting more informed hiring decisions, which will ultimately be made by the hiring team.

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