Manager, Talent Development & Employee ExperiencePosition SummaryThe Manager, Talent Development & Employee Experience owns the Kane Residential (KRES) team member's journey end-to-end - from onboarding through operational proficiency, engagement, cultural and value representation, and long-term development. The near-term mandate is to build the training and standardization infrastructure KRES needs to continue to grow without diluting the service quality, culture, and engagement that differentiate the platform.
This is a builder's role: it stands up systems that do not yet exist rather than administering a mature function. It operates as a close partner and bridge to KRC Talent & HR shared services while owning KRES-specific employee success from a team member's first day forward, and marshalling the right internal resources and people to deliver it.
Year-One MandateConcrete deliverables for the first year, targeted for Q4 2026 unless otherwise noted:
- Stand up core role-level SOPs for all property-level positions, published and completion-tracked in a functional LMS.
- Launch role-specific, phased onboarding journeys with 30/60/90-day structure and feedback loops with a consistent, team-led experience.
- Build a foundational operations curriculum covering the fundamentals of multifamily property management.
- Own and energize KRES engagement and recognition programming (including the KRES Excellence Awards) and establish consistent team-wide communication.
Core ResponsibilitiesOnboarding & the KRES Employee Journey- Own the KRES onboarding experience end-to-end - consistent, structured, role-specific, and measurable across the portfolio.
- Build onboarding assets (welcome guides, 30/60/90-day plans, culture-immersion touchpoints) and the feedback loops that improve them.
- Serve as the throughline for a team member's KRES experience from day one, coordinating the site leaders, HR resources, and systems needed to set them up for success.
Operations Training & Enablement- Build and maintain role-level SOPs and a functional LMS with completion tracking.
- Develop the operations-fundamentals curriculum and supporting assets - microlearning modules, job aids, and instructional content.
- Partner with the operations and systems function to build training and onboarding content for technology rollouts or continuing education.
- Facilitate workshops and learning sessions for on-site and corporate teams.
Engagement, Recognition & Culture- Own KRES-specific engagement and recognition programming, including the Excellence Awards.
- Establish and run team-wide internal communication that reinforces KRES culture and values.
- Coordinate mid-year and annual employee check-ins.
- Track engagement and turnover data; surface gaps and targeted interventions to leadership.
Hiring Support- Equip property managers and regional leaders with structured interview frameworks and values-aligned behavioral competency guides.
- Coach hiring managers to build internal capability over time, in coordination with the KRC recruiter.
Development & Career Pathing- Identify individual and team performance gaps and translate them into targeted development.
- Establish foundational career-pathing so associates have a visible trajectory within KRES.
Technology & AI- Utilize technology and AI to build, maintain, and scale training and communication content efficiently and effectively.
Partnership with KRC HR- Operate as a close partner and bridge to KRC Talent & HR.
- Own the KRES-specific employee experience - onboarding, engagement, recognition, and team communication - and marshal KRC HR and site resources to deliver it consistently and reliably.
Candidate Profile- Builder's mindset - has stood up training, onboarding, and SOP infrastructure from the ground up, not only administered an existing function.
- Multifamily property management operations background and instructional design or L&D experience strongly preferred.
- Demonstrated fluency building content with AI tools and comfort adopting and scaling AI-assisted workflows.
- Experience with an LMS (Yardi Aspire and Virtuoso) and building trackable, role-based curriculum.
- Strong facilitation and cross-functional coordination; able to influence without authority across site and corporate teams.
- Values-first - models KRES's character-first culture.
