KANE RESIDENTIAL
Manager, Talent DevelopmentEmployee Experience
Position Summary
The Manager, Talent DevelopmentEmployee 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 TalentHR 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 Mandate
Concrete deliverables for the first year, targeted for Q4 2026 unless otherwise noted:
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Stand up core role-level SOPs for all property-level positions, published and completion-tracked in a functional LMS.
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Launch role-specific, phased onboarding journeys with 30/60/90-day structure and feedback loops with a consistent, team-led experience.
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Build a foundational operations curriculum covering the fundamentals of multifamily property management.
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Own and energize KRES engagement and recognition programming (including the KRES Excellence Awards) and establish consistent team-wide communication.
Core Responsibilities
Onboardingthe KRES Employee Journey
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Own the KRES onboarding experience end-to-end - consistent, structured, role-specific, and measurable across the portfolio.
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Build onboarding assets (welcome guides, 30/60/90-day plans, culture-immersion touchpoints) and the feedback loops that improve them.
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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 TrainingEnablement
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Build and maintain role-level SOPs and a functional LMS with completion tracking.
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Develop the operations-fundamentals curriculum and supporting assets - microlearning modules, job aids, and instructional content.
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Partner with the operations and systems function to build training and onboarding content for technology rollouts or continuing education.
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Facilitate workshops and learning sessions for on-site and corporate teams.
Engagement, RecognitionCulture
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Own KRES-specific engagement and recognition programming, including the Excellence Awards.
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Establish and run team-wide internal communication that reinforces KRES culture and values.
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Coordinate mid-year and annual employee check-ins.
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Track engagement and turnover data; surface gaps and targeted interventions to leadership.
Hiring Support
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Equip property managers and regional leaders with structured interview frameworks and values-aligned behavioral competency guides.
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Coach hiring managers to build internal capability over time, in coordination with the KRC recruiter.
DevelopmentCareer Pathing
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Identify individual and team performance gaps and translate them into targeted development.
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Establish foundational career-pathing so associates have a visible trajectory within KRES.
TechnologyAI
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Utilize technology and AI to build, maintain, and scale training and communication content efficiently and effectively.
Partnership with KRC HR
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Operate as a close partner and bridge to KRC TalentHR.
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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
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Builder's mindset - has stood up training, onboarding, and SOP infrastructure from the ground up, not only administered an existing function.
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Multifamily property management operations background and instructional design or L&D experience strongly preferred.
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Demonstrated fluency building content with AI tools and comfort adopting and scaling AI-assisted workflows.
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Experience with an LMS (Yardi Aspire and Virtuoso) and building trackable, role-based curriculum.
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Strong facilitation and cross-functional coordination; able to influence without authority across site and corporate teams.
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Values-first - models KRES's character-first culture.
