Human Resources Manager
Job Description Job Description Position Summary Reporting to the President & CEO, the Human Resources Manager leads the execution and ongoing evaluation of internal human resources processes and procedures supporting the firm's affordable housing and multifamily portfolio across multiple entities. The Human Resources Manager helps ensure employment practices are legally compliant, operationally effective, and aligned with fair housing obligations, applicable HUD and state regulatory requirements, and the organization's mission to provide safe, decent, and affordable housing. Essential Duties and Responsibilities Compensation, Payroll, and Benefits Collects, reviews, analyzes, and processes payroll for multiple ownership entities and properties in accordance with established policies, collective bargaining agreements where applicable, and relevant program requirements. Reviews compensation and benefit programs and recommends changes designed to support competitiveness, internal equity, employee retention, and budget objectives. Processes benefit enrollments, changes, and terminations and helps ensure accurate, timely administration for site-level and corporate employees. Partners with Accounting and external providers to research and resolve payroll, benefit, and employee data discrepancies. Maintains appropriate confidentiality and safeguards sensitive payroll, benefit, medical, and personnel information. Talent Acquisition, Onboarding, and Development Actively recruits for current and anticipated site-level and corporate openings using appropriate sourcing tools and platforms. Participates in recruiting events, including job fairs, housing authority events, workforce development programs, and local government-sponsored initiatives, to strengthen the talent pipeline for affordable housing operations. Manages the hiring process from job posting and candidate screening through interviews, reference or background-check coordination, offer administration, and onboarding. Coordinates onboarding and offboarding activities, including completion and retention of required employment documentation. Recommends, coordinates, and tracks employee training and development, including fair housing, ethical conduct, respectful workplace practices, customer service, safety, supervisory skills, and property-level operations. Monitors required training completion and follows up with employees and managers regarding outstanding requirements. Employee Relations and Performance Management Serves as a primary point of contact for employee questions and concerns, including matters involving workplace policy, resident interaction, compliance obligations, and safety at affordable housing communities. Addresses employee complaints and conducts prompt, impartial, and appropriately documented workplace investigations in accordance with company policy and applicable law. Advises managers on coaching, counseling, disciplinary action, performance improvement plans, attendance matters, and separations. Administers or supports the performance management process, including goal setting, performance reviews, documentation, and employee development planning. Helps plan and implement employee engagement and recognition initiatives that support retention and reinforce the organization's mission-driven culture. Promotes consistent application of policies and recommends practical steps to address employee relations trends. HR Administration, Compliance, and Reporting Maintains working knowledge of applicable federal, state, and local employment requirements and recommends updates to policies, practices, and manager guidance as needed. Coordinates employment compliance activities, including equal employment opportunity, reasonable accommodation, leave administration, wage and hour practices, workplace safety, anti-harassment and anti-retaliation obligations, and employment eligibility documentation. Maintains accurate, complete, confidential, and audit-ready personnel files, records, policy manuals, and required notices in accordance with applicable retention requirements. Provides management with data and analysis concerning key HR metrics, including turnover, time to fill, training completion, attendance, and performance trends across the portfolio. Assists Accounting and Compliance with HR-related inquiries connected to annual audits, management reviews, and regulatory reporting involving HUD, state housing agencies, investors, or other stakeholders. Supports organizational growth, property transitions, portfolio repositioning, and other special initiatives. Performs other related duties as assigned. Required Skills and Abilities Thorough working knowledge of human resources principles, employment law, and HR best practices. Strong employee relations, conflict resolution, and workplace investigation skills. Exceptional critical thinking, analytical, and problem-solving abilities, including the ability to interpret HR data and support decisions that balance compliance, employee needs, and financial performance. Excellent written and verbal communication skills and the ability to communicate effectively with site employees, corporate leadership, applicants, vendors, and external stakeholders. Ability to exercise sound judgment, professionalism, discretion, and a high degree of confidentiality. Strong organizational skills, attention to detail, and ability to manage multiple priorities and deadlines across a multi-site, multi-entity organization. Proficiency with Microsoft Office applications and human resources, payroll, applicant tracking, or related information systems. Ability to work independently and collaboratively and to provide practical guidance to managers and employees. Education and Experience Bachelor's degree in human resources, business administration, or a related field preferred; an equivalent combination of relevant education and experience may be considered. Three or more years of demonstrated, hands-on experience in a similar capacity, ideally in real estate, property management, affordable housing, or another multi-site environment. SHRM or HRCI certification preferred. Experience with Paycom is a plus. Physical Abilities and Work Environment The physical abilities and work environment described below are representative of those associated with performing the essential functions of this position. They are not intended to exclude qualified individuals who may perform the essential functions with or without reasonable accommodation. Ability to remain in a stationary position for extended periods while performing computer-based and administrative work. Ability to operate a computer, keyboard, telephone, copier, scanner, and other standard office equipment. Ability to communicate and exchange accurate information in person, by telephone, and through written and electronic communication. Ability to read, review, and analyze documents, records, and information displayed on computer screens. Ability to occasionally bend, stoop, reach, and retrieve files, supplies, and other materials. Ability to occasionally lift and carry materials weighing up to 20 pounds. Ability to travel occasionally to portfolio properties, recruiting events, training programs, meetings, and community events. Travel may include local driving or use of public transportation. Ability to occasionally work outside normal business hours to support employee matters, investigations, training, recruiting events, or other operational needs. Reasonable Accommodation The Company is committed to providing equal employment opportunities to qualified individuals with disabilities in accordance with applicable federal, state, and local law, including the Americans with Disabilities Act and the New Jersey Law Against Discrimination. Reasonable accommodations may be provided to enable a qualified individual with a disability to participate in the application process or perform the essential functions of the position, unless doing so would impose an undue hardship on the Company. Equal Employment Opportunity The Company is an Equal Opportunity Employer. Employment decisions are made based on qualifications, merit, business needs, and other lawful considerations. The Company prohibits discrimination and harassment based on any characteristic protected by applicable federal, New Jersey, or local law and prohibits retaliation against individuals who raise concerns or participate in a protected process.
