Recruiting, Development, and Retention Manager

Silverstar Car Wash is hiring a field-based Recruiting, Development, and Retention Manager to own the employee lifecycle across assigned car wash locations in Bettendorf, IA. This onsite role combines recruiting, coaching, onboarding, and retention work, with performance evaluated at the site level using turnover, 90-day retention, time-to-fill, and staffing coverage.

You will partner closely with site and operations leaders to keep teams fully staffed, reduce early separations through realistic job previews, and strengthen long-term retention by driving targeted action plans based on local data trends.

What you’ll do

• Partner with General Managers to manage end-to-end recruiting for all hourly and site-leadership roles across assigned locations, including Assistant General Manager, Supervisor, GEM, and CSAs, stepping in directly when a site is critically understaffed or a leadership position is open.
• Collaborate with the Director of Operations on interviewing and hiring General Managers, with the Director of Operations name included on offer letters for the region.
• Build a local sourcing pipeline through community partners, schools and trade programs, workforce boards, and job fairs, and forecast staffing needs and open requisitions ahead of time.
• Conduct on-site, in-person interviews and deliver realistic job previews to reduce early separations; maintain accurate records and time-to-fill reporting in Paylocity.
• Lead on-site onboarding and orientation and ensure required training is completed before independent work.
• Coach General Managers and Assistant General Managers on interviewing, onboarding, scheduling, performance conversations, and leadership practices.
• Identify high-potential team members and support advancement paths into Supervisor, Assistant General Manager, and General Manager roles, including consistent performance documentation.
• Serve as a visible, trusted contact for team members, surfacing and resolving concerns before they lead to resignations.
• Escalate issues immediately to the Regional Vice President.
• Conduct stay and exit interviews, intervene directly with new hires at 30, 60, and 90 days, and support retention efforts.
• Partner with Regional Vice Presidents, Director of Operations, and Site Leadership on recognition, scheduling, and engagement initiatives designed to address each location’s turnover drivers.
• 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 based on data, ensuring the highest presence at sites with the greatest turnover, newest openings, and leaderless locations, and provide updates on staffing health and retention risk.
• Support people initiatives alongside Regional Vice Presidents, Directors of Operations, General Managers, and People Operations, including support for acquisitions, openings, and appreciation events.

Compensation

• USD 75,000 - 90,000 per year

Required qualifications

• 3+ years of experience 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, including at-will employment, wage and hour, and non-discrimination.
• ATS and HRIS proficiency, with Paylocity preferred.
• Valid driver’s license, reliable transportation, and ability to travel within the assigned territory.

Tools

• Paylocity
• Mission Control

On-site expectations

• Ideally minimum four days per week on-site across the assigned territory.
• 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.

Performance measures

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

Work environment and physical requirements

• Work performed primarily at car wash locations across the assigned territory and while traveling between sites.
• Extended standing and walking on wet, uneven surfaces.
• Outdoor exposure to varying weather conditions.
• Moderate-to-loud noise with 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 essential functions.

AI notice for application review

As part of Silverstar Car Wash’s commitment to a fair, efficient, and consistent hiring process, artificial intelligence (AI) may be used to help recruiting teams organize, summarize, and analyze information provided by candidates, including resumes, application responses, and other submitted materials. AI may identify patterns, highlight relevant skills and experience, and assist in comparing qualifications to role requirements. These tools are intended to improve efficiency and consistency while supporting more informed hiring decisions made by the hiring team.