People Manager

Join TAM Residential- Where Your Career Thrives! At TAM Residential, we are more than a property management service provider for the multifamily community. We’re dedicated to maximizing the value of every property and delivering above-market returns for our clients, supported by a unique company culture built on communication, collaboration, creativity, and innovation.

Ready to be part of a team that values your success? Join us at TAM Residential and help us continue our journey of excellence in the property management industry. TAM was awarded NAA's Top Employer for 2022!

JOB SUMMARY

The Manager, People leads the day-to-day operations of TAM Residential’s People function, including employee relations, HR Operations, performance management, and compliance. This role manages and develops the People team, establishes priorities and accountability, and ensures effective HR service delivery across communities, regional teams, and corporate functions.

The Manager partners with Regional Property Managers, Community Managers, and other leaders to resolve workplace concerns, strengthen leadership capability, and ensure consistent HR practices.

Responsibilities include

overseeing employee relations, workplace investigations, documentation and corrective action, leave and accommodation coordination, and HR processes in alignment with company standards, policies, values, and applicable laws. The Manager also leverages HR data, HRIS capabilities, and emerging technologies to identify trends, improve processes, and measure the impact of People initiatives.

In collaboration with Operations, Training and Development, Benefits and Leaves, Payroll, Talent Acquisition, and other departments, this role ensures the People function supports business performance, employee experience, and organizational goals. ESSENTIAL JOB FUNCTIONS: Employee Relations, Investigations, and Performance Manage employee relations matters and conduct impartial workplace investigations, including interviews, evidence review, findings, and recommendations.

Coach leaders on performance management, conflict resolution, documentation, corrective action, performance improvement plans, and employment separations. Review disciplinary actions and termination recommendations for consistency, appropriate documentation, and legal compliance. Support annual performance reviews and early intervention on performance, conduct, and communication concerns.

Partner with Benefits and Leaves and Operations on leave, accommodation, and interactive process matters. Maintain confidential case records and identify trends, risks, and opportunities for preventive action. Business Partnership and Culture Advise regional, community, and corporate leaders on workforce risks, people strategies, and practical solutions.

Analyze turnover, engagement, employee relations, and staffing trends to identify opportunities to improve retention and workforce stability. Support engagement, recognition, and retention initiatives using employee feedback, surveys, and interviews. Coach leaders on communication, accountability, team effectiveness, and workplace culture.

Identify leadership development, career growth, and succession planning opportunities. Support organizational change through workforce impact assessments and clear, consistent communication. HR Operations and Employee Lifecycle Oversee employee lifecycle processes, including onboarding, pre-employment screening, employment documentation, employee changes, and offboarding.

Establish process ownership, service expectations, deadlines, and quality standards for accurate, timely HR service delivery. Ensure completion of required employment documentation, I-9 and E-Verify requirements, and appropriate resolution of screening or compliance concerns. Maintain accurate HRIS data and employee records in accordance with confidentiality, access, and retention requirements.

Standardize workflows, procedures, and quality controls to improve efficiency, accuracy, and employee experience. Monitor team workload, deadlines, and service delivery; resolve escalated operational issues and implement process improvements. Coordinate with Payroll, Benefits and Leaves, Talent Acquisition, Operations, and other teams to ensure timely, accurate execution of HR processes.

Compliance, Policy, and HR Metrics Support compliance with federal, state, and local employment laws, including wage and hour, leave, accommodation, anti-discrimination, and applicable Fair Housing requirements. Develop, maintain, and communicate HR policies, procedures, and documentation standards. Monitor legal and regulatory changes and recommend updates to policies and practices.

Analyze workforce metrics, including turnover, employee relations, corrective action, and engagement, to identify trends and assess program effectiveness. Prepare reports and provide data-informed recommendations to senior leadership. Evaluate HR systems and emerging technologies to improve efficiency, reporting, data quality, and service delivery.

Leadership and Cross-Functional Partnership Lead People initiatives and cross-functional projects, establishing plans, timelines, deliverables, and accountability. Develop the People team through coaching, prioritization, and clear performance expectations. Partner with Operations, Training and Development, Benefits and Leaves, Payroll, Talent Acquisition, and other departments to align People initiatives with business priorities.

Communicate project progress, workforce trends, and program outcomes to senior leadership and stakeholders. Support company-wide initiatives and other duties as assigned. SKILLS + ABILITIES: Strong people leadership, team development, and HR consulting skills. Sound judgment, discretion, and ability to manage sensitive matters objectively and confidentially.

Strong analytical, critical thinking, investigative, and problem-solving skills. Effective communication, coaching, conflict resolution, and stakeholder management skills. Ability to advise leaders, influence decisions, and navigate competing priorities. Proficiency in interpreting HR data, identifying trends, and measuring outcomes.

Working knowledge of HRIS platforms, HR processes, and technology-enabled improvements. Strong organizational and project management skills in a fast-paced, multi-site environment.

QUALIFICATIONS

Five or more years of progressive human resources experience, including at least two years in a leadership or senior HR business partner role. Experience managing employee relations matters, conducting workplace investigations, and advising leaders on performance management and corrective action. Strong working knowledge of employment, wage and hour, leave, accommodation, and other applicable employment laws and regulations, including multi state exposure.

Experience supporting a workforce of 500 or more employees, preferably in a multi site or hourly heavy environment. Experience managing or overseeing HR operations, employee lifecycle processes, HRIS data, and the development or improvement of HR policies, procedures, and documentation standards. Preferred: Experience in property management, multifamily, or the real estate industry, with knowledge of Fair Housing and affordable housing compliance.

Bilingual English/Spanish strongly preferred. WORKING CONDITIONS: Ability to operate in an open work area with moderate everyday noise. Ability to work at the corporate office as required. Ability to sit or stand for extended periods and use a computer and standard office equipment. The statements above are intended to describe the general nature and level of work being performed.

They are not intended to be an exhaustive list of all responsibilities, duties and skills required. TAM Residential reserves the right to assign or reassign duties as needed to meet business needs.

BENEFITS

Associates who are regularly scheduled for and work 30 hours or more per week are eligible for company-sponsored benefits the 1st day of the month, following completion of 30 continuous days of employment.

Benefits

offered include medical, dental and vision coverage, as well as 401K and life insurance. Regular, full-time associates are eligible to accrue paid time off (PTO) and holiday pay. TAM Residential is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy), sexual orientation, gender identity or expression, national origin, age, disability, genetic information, protected veteran status, or any other characteristic protected by law.