Human Resources Manager

We are seeking an HR Manager to serve as the dedicated business partner to our multifamily portfolio currently consisting of 20 properties. This is a field-facing role focused on employee relations, manager coaching, training, engagement, retention, and talent acquisition across a dispersed, primarily hourly workforce. This role is accountable for reviewing each payroll cycle and serving as the designated backup capable of independently processing multi-state payroll when needed.

The ideal candidate brings sound judgment, empathy, and credibility with both property teams and senior leaders, along with a strong understanding of multifamily operations.

Responsibilities

Employee Relations & Manager Coaching

• Serve as the primary HR partner for performance concerns, disciplinary action, workplace complaints, conflict, and policy violations.
• Lead investigations from intake through findings, recommendations, documentation, and closure.
• Advise on corrective action, performance improvement plans, terminations, staffing, compensation, and organizational changes.
• Coach regional and property leaders through difficult conversations and day-to-day people management.
• Identify recurring employee relations issues and manager capability gaps across the portfolio.
• Maintain a regular field presence to build relationships and understand property-level challenges.

Training, Engagement & Retention

• Design and deliver practical training for multifamily leaders and employees, including manager fundamentals, performance management, interviewing, conflict resolution, and respectful workplace conduct.
• Build onboarding and first-90-day programs for property-level leaders.
• Develop career paths and identify high-potential employees for advancement.
• Use engagement surveys, stay interviews, exit interviews, and turnover data to identify retention priorities and drive action plans.
• Lead recognition, communication, and culture initiatives that effectively reach on-site teams.

Talent Acquisition

• Partner with hiring managers on job scope, hiring strategy, candidate assessment, compensation, and offers.
• Interview and advise on the selection of community managers, assistant managers, and maintenance leaders.
• Improve time-to-fill and quality of hire in difficult roles and markets while building bench strength for future needs.
• Partner with the HR Coordinator on postings, scheduling, sourcing support, and candidate communication.

Payroll Oversight & Continuity

• Review and approve each semi-monthly payroll cycle, including registers, variances, off-cycle payments, and final wages.
• Serve as the designated backup capable of independently processing multi-state payroll from review through submission, funding, reconciliation, and reporting.
• Process at least one payroll cycle each quarter to maintain current backup capability.
• Maintain working knowledge of Rippling Payroll and Time & Attendance configuration and exception handling.
• Partner with the Senior HR Generalist to maintain payroll procedures, controls, and continuity documentation.
• Address wage-and-hour risks identified through payroll review, including overtime, meal-period exceptions, off-the-clock work, misclassification, and final-pay timing.

Policy & Compliance Partnership

• Promote consistent application of HR policies across all properties and operating markets.
• Contribute to handbook and policy updates affecting property operations.
• Maintain working knowledge of federal and multi-state employment law and elevate significant legal risks.
• Partner with the Senior HR Generalist on leaves, accommodations, workers’ compensation, compliance, and recordkeeping matters requiring employee relations judgment.

Qualifications

• Six or more years of progressive HR experience with significant employee relations and…