Manager, Talent Development & Employee Experience

About the Role

The Manager of Talent Development and Employee Experience at Kane Residential (KRES) is responsible for overseeing the full lifecycle of the team member experience. This includes onboarding, operational skill development, engagement initiatives, cultural alignment, and long-term career growth. The primary objective is to establish a comprehensive training and standardization framework that enables KRES to expand while preserving its distinctive service quality, culture, and employee engagement.

This is a foundational role focused on creating systems and processes from scratch rather than managing already established functions. It requires close collaboration with Kane Realty Corporation's (KRC) Talent and Human Resources shared services while independently managing the KRES-specific employee success journey.

Key Deliverables in the First Year

• Create and implement standard operating procedures (SOPs) for all property roles, hosted within a learning management system (LMS) with tracking of completion.
• Deploy structured onboarding programs tailored to specific roles with phased 30/60/90-day plans and continuous feedback mechanisms led by team members.
• Develop a foundational curriculum covering core concepts in multifamily property management operations.
• Lead and invigorate KRES engagement and recognition programs, including the KRES Excellence Awards, along with consistent team communications.

Main Responsibilities

• Manage the end-to-end onboarding experience for KRES employees ensuring it is standardized, role-specific, and measurable throughout the portfolio.
• Create onboarding resources such as welcome guides, structured checklists for early tenure, and cultural integration activities; implement continuous improvements through feedback.
• Coordinate among site leaders, HR teams, and systems to ensure the seamless integration of new hires.
• Develop and maintain detailed SOPs at the role level coupled with a functioning LMS capable of tracking course completion.
• Design training modules, microlearning content, job aids, and instructional materials focused on essential property management operations.
• Collaborate with operations and technology teams to prepare training/resources for technological implementations and ongoing education.
• Lead workshops and learning sessions for both onsite and corporate team members.
• Oversee employee engagement and recognition initiatives specific to KRES, including managing the Excellence Awards program.
• Establish and manage internal team communications underscoring company culture and core values.
• Coordinate mid-year and annual performance conversations.
• Monitor employee engagement indicators and turnover trends, providing leadership with insights and targeted action plans.
• Support recruitment by supplying property and regional managers with structured interview frameworks and competency guides aligned with company values.
• Coach hiring managers to progressively enhance hiring capabilities alongside KRC recruiters.
• Identify performance gaps for individuals and teams, and design focused development plans.
• Create visibility around career progression pathways within KRES for associates.
• Leverage technology and artificial intelligence tools to efficiently develop, maintain, and scale training content and communications.
• Function as a key liaison to KRC Talent & HR, championing the KRES employee experience aspects such as onboarding, engagement, and recognition while coordinating resources.

Candidate Profile

• Proven track record in building talent development and onboarding infrastructures from inception rather than managing established programs.
• Background in multifamily property management operations combined with experience in instructional design or learning and development is highly favored.
• Proficiency in using AI technologies to create content and scale workflows effectively.
• Experience with learning management systems such as Yardi Aspire and Virtuoso, particularly in developing role-specific curriculum with measurable outcomes.
• Strong facilitation skills and the ability to collaborate across various teams without direct authority.
• Committed to embodying and promoting a values-centered, character-driven workplace culture at KRES.