Valet Guest Service Manager - Milwaukee, WI
for section headings, - for lists,
for prose. Don't repeat job title as heading. Don't include Job ID/requisition numbers. Remove boilerplate like EEO, cookie/navigation/legal/scam-warning, duplicated lines, application instructions.
The posting includes salary info: "Annual Salary: $[X.XX] per year Or Annual Base Salary Range: $[XX,XXX]–$[XX,XXX] Additional Compensation: May be eligible for bonus opportunities under the terms of the applicable bonus plan". This is specific enough for a Pay section.
Schedule: "Full-time; Schedule may include evenings, weekends, holidays, and other hours based on operational needs" - specific enough for Schedule section.
Benefits: detailed list under "Compensation And Benefits" - specific enough for Benefits section.
I should not include "Equal Employment Opportunity" as it's boilerplate. Also "At-Will Employment" and "Employment Classification" are somewhat boilerplate but they have specific content about exempt classification and at-will nature. The rules say "never emit a heading followed by filler/placeholder text" and "include a section ONLY when the posting has real, specific content for it". These sections have specific content, so I'll include them.
But "Equal Employment Opportunity" is just standard EEO statement - remove.
Also "Background Screening and Fair Chance Hiring" has specific content about fair chance hiring and driving record checks - keep.
"Technology, Cell Phone Use, and Expense Reimbursement" has specific content - keep.
Now, structure:
- Position Summary (prose)
- Primary Objective (prose)
- Essential Duties And Responsibilities (with subsections as nested lists or separate headings? The rules say use
for section headings. The subsections like "Client Relationship Management", "Operational Management", etc. are sub-sections. I could make them but the rules only mention for section headings. It says "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". So maybe I should use for main sections and for sub-sections? But the example shows only top-level sections. However, the duties have clear sub-categories. I think I'll use for each sub-section under Essential Duties, as they are distinct responsibility areas. That seems appropriate.
Alternatively, I could make "Essential Duties And Responsibilities" an and then each sub-area as but the rules don't mention . The instruction: "use for section headings". It doesn't forbid other heading levels, but to be safe, I'll use for all major sections including the sub-sections of duties. That might be okay.
But the example: "About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule" - these are top-level. The duties sub-sections are like "Client Relationship Management", "Operational Management", etc. They are essentially responsibilities categories. I'll treat them as sub-sections under Responsibilities, but still use for each.
I'll structure as:
Position Summary
...
Primary Objective
...
Essential Duties and Responsibilities
Then for each sub-section:
Client Relationship Management
- ...
etc.
But that would make many headings. That's fine.
Then Supervisory Responsibilities
...
Qualifications
Then sub-sections: Education and Experience, Licenses and Driving Requirements, Knowledge, Skills, and Abilities. Each as with lists.
Background Screening and Fair Chance Hiring
...
Work Environment
...
Physical Requirements
- ...
Technology, Cell Phone Use, and Expense Reimbursement
...
Compensation and Benefits
- ...
Pay
Annual Salary: $[X.XX] per year Or Annual Base Salary Range: $[XX,XXX]–$[XX,XXX] Additional Compensation: May be eligible for bonus opportunities under the terms of the applicable bonus plan.
Schedule
Full-time; Schedule may include evenings, weekends, holidays, and other hours based on operational needs.
Employment Classification
...
At-Will Employment
...
I should not include "How to Apply", "Application Deadline", "Pay Transparency and Equal Pay" (that's part of pay transparency boilerplate, but the pay info is already captured). The "Pay Transparency and Equal Pay" paragraph is boilerplate about pay transparency laws - remove.
Also "Learn more: ParkingMgt.com" - remove.
The initial company description: "Parking Management Company (PMC) is a national leader..." - that's about the company, could be an "About the Company" section? But the rules say "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". "About the role" is similar to Position Summary. The company description is not a standard section. I'll include it as a brief intro paragraph before sections? But the output should be only the HTML fragment. I could include a
at the top with company description, but no heading. Or make an
About the Company
. The rules don't forbid it, but the example doesn't include it. However, the posting starts with company description. I'll include it as a without heading, or as
About the Company
. I think it's substantive information about the employer. I'll include as About the Company
with a .
But the rules: "Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it." The company description is not job title or Job ID. It's about the company. I'll include it.
Now, let's write the HTML.
I need to preserve ALL substantive information. So I must include all bullet points and details.
Let's go through each section.
First, company description: "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."
Position Summary: "The Valet Account Manager oversees the daily operations of an assigned hospitality property or parking location. This position is responsible for delivering exceptional client and guest service, supervising employees, managing Schedules and labor expenses, monitoring financial performance, maintaining safe operations, and supporting valet services when operationally necessary."
Primary Objective: "Lead a safe, efficient, and guest-focused valet operation while building strong client relationships, developing employees, maintaining financial accountability, and ensuring compliance with company policies, contractual requirements, and applicable laws."
Essential Duties And Responsibilities: with subsections.
Client Relationship Management:
- Serve as the primary operational contact for the assigned property.
- Build professional relationships with clients and property stakeholders.
- Ensure contractual service requirements and performance standards are met.
- Respond promptly to client questions, concerns, and service issues.
- Identify opportunities to improve service quality, client satisfaction, and account performance.
Operational Management:
- Oversee daily valet and parking operations.
- Prepare Schedules and maintain appropriate staffing levels.
- Monitor attendance, service quality, safety, traffic flow, equipment, and appearance standards.
- Conduct regular inspections of the assigned operation.
- Address operational concerns and implement corrective actions when necessary.
- Perform or assist with valet duties when needed, including safely parking and retrieving vehicles.
Financial and Administrative Responsibilities:
- Monitor revenue, payroll, overtime, operating expenses, and other account-level financial information.
- Review financial and operational reports for accuracy and identify unusual activity or discrepancies.
- Maintain accurate records and submit required reports on time.
- Work with regional leadership to manage labor costs and operate within approved budgets.
- Follow applicable cash-handling, timekeeping, payroll, and recordkeeping procedures.
Employee Leadership and Development:
- Participate in recruiting, interviewing, selecting, onboarding, training, and developing employees.
- Communicate performance expectations and provide employees with regular coaching and feedback.
- Promote a respectful, inclusive, and professional Work Environment.
- Address performance and conduct concerns consistently and in coordination with Human Resources.
- Support employee development and internal advancement opportunities.
- Ensure employees follow company policies, client requirements, and safety procedures.
Communication and Reporting:
- Provide management with regular updates regarding staffing, operations, financial performance, client needs, and emerging concerns.
- Communicate effectively with employees, clients, vendors, Human Resources, and other departments.
- Respond appropriately to urgent operational matters.
- Attend required meetings and complete assigned training by established deadlines.
Safety and Compliance:
- Promote safe driving, vehicle handling, pedestrian safety, and traffic-control practices.
- Report workplace injuries, vehicle incidents, property damage, and safety concerns promptly.
- Ensure required incident documentation is completed accurately.
- Follow all applicable company policies and federal, state, and local requirements.
Additional Responsibilities:
- Travel locally or to other company locations when required.
- Work a flexible Schedule based on account needs, including occasional evenings, weekends, holidays, and extended hours.
- Perform other job-related duties consistent with the position’s responsibilities and business needs.
Supervisory Responsibilities: "The Valet Account Manager supervises assigned employees and is responsible for scheduling, training, coaching, performance management, policy enforcement, and daily operational direction. The manager is expected to maintain an accessible leadership style, encourage employee participation, and continuously improve team performance and service quality."
Qualifications: Education and Experience:
- High school diploma or equivalent required.
- At least three years of supervisory or management experience in parking, hospitality, transportation, retail, or another customer-service environment preferred.
- Experience managing Schedules, payroll, labor expenses, or operating budgets preferred.
- Additional education or training in leadership, hospitality, or business management is beneficial but not required.
- PMC will consider relevant combinations of education, training, and experience.
Licenses And Driving Requirements:
- Valid driver’s license required.
- Driving record that meets PMC’s standards for positions involving vehicle operation.
- No more than three moving violations during the preceding three-year period.
- Ability to travel between assigned work locations when required.
- Ability to operate manual-transmission vehicles when required by the assigned property.
- Because driving is an essential function of this
for prose. Don't repeat job title as heading. Don't include Job ID/requisition numbers. Remove boilerplate like EEO, cookie/navigation/legal/scam-warning, duplicated lines, application instructions. The posting includes salary info: "Annual Salary: $[X.XX] per year Or Annual Base Salary Range: $[XX,XXX]–$[XX,XXX] Additional Compensation: May be eligible for bonus opportunities under the terms of the applicable bonus plan". This is specific enough for a Pay section. Schedule: "Full-time; Schedule may include evenings, weekends, holidays, and other hours based on operational needs" - specific enough for Schedule section. Benefits: detailed list under "Compensation And Benefits" - specific enough for Benefits section. I should not include "Equal Employment Opportunity" as it's boilerplate. Also "At-Will Employment" and "Employment Classification" are somewhat boilerplate but they have specific content about exempt classification and at-will nature. The rules say "never emit a heading followed by filler/placeholder text" and "include a section ONLY when the posting has real, specific content for it". These sections have specific content, so I'll include them. But "Equal Employment Opportunity" is just standard EEO statement - remove. Also "Background Screening and Fair Chance Hiring" has specific content about fair chance hiring and driving record checks - keep. "Technology, Cell Phone Use, and Expense Reimbursement" has specific content - keep. Now, structure: - Position Summary (prose) - Primary Objective (prose) - Essential Duties And Responsibilities (with subsections as nested lists or separate headings? The rules say use
for section headings. The subsections like "Client Relationship Management", "Operational Management", etc. are sub-sections. I could make them but the rules only mention for section headings. It says "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". So maybe I should use for main sections and for sub-sections? But the example shows only top-level sections. However, the duties have clear sub-categories. I think I'll use for each sub-section under Essential Duties, as they are distinct responsibility areas. That seems appropriate.
Alternatively, I could make "Essential Duties And Responsibilities" an and then each sub-area as but the rules don't mention . The instruction: "use for section headings". It doesn't forbid other heading levels, but to be safe, I'll use for all major sections including the sub-sections of duties. That might be okay.
But the example: "About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule" - these are top-level. The duties sub-sections are like "Client Relationship Management", "Operational Management", etc. They are essentially responsibilities categories. I'll treat them as sub-sections under Responsibilities, but still use for each.
I'll structure as:
Position Summary
for section headings. It says "use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". So maybe I should use for main sections and for sub-sections? But the example shows only top-level sections. However, the duties have clear sub-categories. I think I'll use for each sub-section under Essential Duties, as they are distinct responsibility areas. That seems appropriate.
Alternatively, I could make "Essential Duties And Responsibilities" an and then each sub-area as but the rules don't mention . The instruction: "use for section headings". It doesn't forbid other heading levels, but to be safe, I'll use for all major sections including the sub-sections of duties. That might be okay.
But the example: "About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule" - these are top-level. The duties sub-sections are like "Client Relationship Management", "Operational Management", etc. They are essentially responsibilities categories. I'll treat them as sub-sections under Responsibilities, but still use for each.
I'll structure as:
Position Summary
for main sections and for sub-sections? But the example shows only top-level sections. However, the duties have clear sub-categories. I think I'll use for each sub-section under Essential Duties, as they are distinct responsibility areas. That seems appropriate.
Alternatively, I could make "Essential Duties And Responsibilities" an and then each sub-area as but the rules don't mention . The instruction: "use for section headings". It doesn't forbid other heading levels, but to be safe, I'll use for all major sections including the sub-sections of duties. That might be okay.
But the example: "About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule" - these are top-level. The duties sub-sections are like "Client Relationship Management", "Operational Management", etc. They are essentially responsibilities categories. I'll treat them as sub-sections under Responsibilities, but still use for each.
I'll structure as:
Position Summary
and then each sub-area as but the rules don't mention . The instruction: "use for section headings". It doesn't forbid other heading levels, but to be safe, I'll use for all major sections including the sub-sections of duties. That might be okay.
But the example: "About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule" - these are top-level. The duties sub-sections are like "Client Relationship Management", "Operational Management", etc. They are essentially responsibilities categories. I'll treat them as sub-sections under Responsibilities, but still use for each.
I'll structure as:
Position Summary
. The instruction: "use for section headings". It doesn't forbid other heading levels, but to be safe, I'll use for all major sections including the sub-sections of duties. That might be okay.
But the example: "About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule" - these are top-level. The duties sub-sections are like "Client Relationship Management", "Operational Management", etc. They are essentially responsibilities categories. I'll treat them as sub-sections under Responsibilities, but still use for each.
I'll structure as:
Position Summary
for all major sections including the sub-sections of duties. That might be okay.
But the example: "About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule" - these are top-level. The duties sub-sections are like "Client Relationship Management", "Operational Management", etc. They are essentially responsibilities categories. I'll treat them as sub-sections under Responsibilities, but still use for each.
I'll structure as:
Position Summary
Position Summary
...
Primary Objective
...
Essential Duties and Responsibilities
Then for each sub-section:Client Relationship Management
- ...
headings. That's fine.
Then Supervisory Responsibilities
...
Qualifications
Then sub-sections: Education and Experience, Licenses and Driving Requirements, Knowledge, Skills, and Abilities. Each as with lists.
Background Screening and Fair Chance Hiring
...
Work Environment
...
Physical Requirements
- ...
Technology, Cell Phone Use, and Expense Reimbursement
...
Compensation and Benefits
- ...
Pay
Annual Salary: $[X.XX] per year Or Annual Base Salary Range: $[XX,XXX]–$[XX,XXX] Additional Compensation: May be eligible for bonus opportunities under the terms of the applicable bonus plan.
Schedule
Full-time; Schedule may include evenings, weekends, holidays, and other hours based on operational needs.
Employment Classification
...
At-Will Employment
...
I should not include "How to Apply", "Application Deadline", "Pay Transparency and Equal Pay" (that's part of pay transparency boilerplate, but the pay info is already captured). The "Pay Transparency and Equal Pay" paragraph is boilerplate about pay transparency laws - remove. Also "Learn more: ParkingMgt.com" - remove. The initial company description: "Parking Management Company (PMC) is a national leader..." - that's about the company, could be an "About the Company" section? But the rules say "usefor section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". "About the role" is similar to Position Summary. The company description is not a standard section. I'll include it as a brief intro paragraph before sections? But the output should be only the HTML fragment. I could include a
at the top with company description, but no heading. Or make an
About the Company
. The rules don't forbid it, but the example doesn't include it. However, the posting starts with company description. I'll include it as awithout heading, or as
About the Company
. I think it's substantive information about the employer. I'll include asAbout the Company
with a. But the rules: "Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it." The company description is not job title or Job ID. It's about the company. I'll include it. Now, let's write the HTML. I need to preserve ALL substantive information. So I must include all bullet points and details. Let's go through each section. First, company description: "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." Position Summary: "The Valet Account Manager oversees the daily operations of an assigned hospitality property or parking location. This position is responsible for delivering exceptional client and guest service, supervising employees, managing Schedules and labor expenses, monitoring financial performance, maintaining safe operations, and supporting valet services when operationally necessary." Primary Objective: "Lead a safe, efficient, and guest-focused valet operation while building strong client relationships, developing employees, maintaining financial accountability, and ensuring compliance with company policies, contractual requirements, and applicable laws." Essential Duties And Responsibilities: with subsections. Client Relationship Management: - Serve as the primary operational contact for the assigned property. - Build professional relationships with clients and property stakeholders. - Ensure contractual service requirements and performance standards are met. - Respond promptly to client questions, concerns, and service issues. - Identify opportunities to improve service quality, client satisfaction, and account performance. Operational Management: - Oversee daily valet and parking operations. - Prepare Schedules and maintain appropriate staffing levels. - Monitor attendance, service quality, safety, traffic flow, equipment, and appearance standards. - Conduct regular inspections of the assigned operation. - Address operational concerns and implement corrective actions when necessary. - Perform or assist with valet duties when needed, including safely parking and retrieving vehicles. Financial and Administrative Responsibilities: - Monitor revenue, payroll, overtime, operating expenses, and other account-level financial information. - Review financial and operational reports for accuracy and identify unusual activity or discrepancies. - Maintain accurate records and submit required reports on time. - Work with regional leadership to manage labor costs and operate within approved budgets. - Follow applicable cash-handling, timekeeping, payroll, and recordkeeping procedures. Employee Leadership and Development: - Participate in recruiting, interviewing, selecting, onboarding, training, and developing employees. - Communicate performance expectations and provide employees with regular coaching and feedback. - Promote a respectful, inclusive, and professional Work Environment. - Address performance and conduct concerns consistently and in coordination with Human Resources. - Support employee development and internal advancement opportunities. - Ensure employees follow company policies, client requirements, and safety procedures. Communication and Reporting: - Provide management with regular updates regarding staffing, operations, financial performance, client needs, and emerging concerns. - Communicate effectively with employees, clients, vendors, Human Resources, and other departments. - Respond appropriately to urgent operational matters. - Attend required meetings and complete assigned training by established deadlines. Safety and Compliance: - Promote safe driving, vehicle handling, pedestrian safety, and traffic-control practices. - Report workplace injuries, vehicle incidents, property damage, and safety concerns promptly. - Ensure required incident documentation is completed accurately. - Follow all applicable company policies and federal, state, and local requirements. Additional Responsibilities: - Travel locally or to other company locations when required. - Work a flexible Schedule based on account needs, including occasional evenings, weekends, holidays, and extended hours. - Perform other job-related duties consistent with the position’s responsibilities and business needs. Supervisory Responsibilities: "The Valet Account Manager supervises assigned employees and is responsible for scheduling, training, coaching, performance management, policy enforcement, and daily operational direction. The manager is expected to maintain an accessible leadership style, encourage employee participation, and continuously improve team performance and service quality." Qualifications: Education and Experience: - High school diploma or equivalent required. - At least three years of supervisory or management experience in parking, hospitality, transportation, retail, or another customer-service environment preferred. - Experience managing Schedules, payroll, labor expenses, or operating budgets preferred. - Additional education or training in leadership, hospitality, or business management is beneficial but not required. - PMC will consider relevant combinations of education, training, and experience. Licenses And Driving Requirements: - Valid driver’s license required. - Driving record that meets PMC’s standards for positions involving vehicle operation. - No more than three moving violations during the preceding three-year period. - Ability to travel between assigned work locations when required. - Ability to operate manual-transmission vehicles when required by the assigned property. - Because driving is an essential function of this