LSA MANAGEMENT, INC.
Human Resources Manager
LSA MANAGEMENT, INC., Charlotte, North Carolina, United States, 28245
DEPARTMENT : Human ResourcesREPORTS TO : Vice President of Human ResourcesSUPERVISES : NAFLSA STATUS : Exempt
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Housing Industry experience highly preferred• Residential Multifamily experience highly desired
COMPANY SUMMARY:
LSA Management is an innovative new property management firm combining the expertise and passion of Laurel Street with a long-term owner's focus on quality and impact, providing a unique opportunity to add value for residents, team members, and partners. LSA strives to provide best-in-class property management for apartment communities across the Southeast. Headquartered in Charlotte, LSA Management provides property management services for all Laurel Street communities in Georgia, Virginia, and North Carolina. 2024 this includes 3,500 units in Georgia, North Carolina, and Virginia. By 2030, LSA Management expects to have a management portfolio of over 10,000 units.
The incumbent in this role will be responsible for employee development, employee relations, team onboarding, retention, LSA organizational design, HR compliance, and employee events. The Human Resources Manager plays a pivotal role, partnering with the Senior Vice President of Operations, and other regional positions to help ensure that the LSA Management organization runs smoothly. By accomplishing these essential business objectives, the Human Resources Manager will significantly contribute to the alignment of LSA's operational goals and objectives for the region and the company.
ESSENTIAL DUTIES AND RESPONSIBILITIES
EMPLOYEE PERFORMANCE : In partnership with LSA Leadership, develop a strong process for providing employee performance documentation and discussions.
Create process and training to ensure effective performance communications, documentation of performance counseling, conducting successful performance discussions, and follow-up process on performance issues.
Train managers in writing and delivering effective performance discussions and documentation.
Confirm that performance expectations are being fairly maintained within LSA Management.
As trends are noticed, identify training, support, or additional measures to help limit repeating issues that can be improved before performance issues occur.
Guide managers on professional and effective communications within their teams.
Managing the termination process to ensure effective messaging and processes are established for employee transitions.
EMPLOYEE DEVELOPMENT : Develop programs to support and encourage LSA employees to grow in their positions and gain the experience needed for a successful career within LSA Management.
Work with employees interested in advancing by providing opportunities to obtain any missing skill sets and to gain needed experience.
Support managers in developing action plans for employees with training deficits or performance issues to encourage improvement.
Provide HR Training and additional resources to encourage employees to develop and strengthen their skill sets.
Support RealPage and other system training by identifying prevalent issues and determining the best way to address training needs.
Provide additional training opportunities to address identified gaps in LSA experience and skill set across the portfolio. Create opportunities for internal development of employees within LSA career paths.
ONBOARDING : Create and maintain an onboarding process that welcomes new employees, supports them in their training, and successfully integrates them into LSA Management.
Creating an effective onboarding process for all new hires, including necessary training, RealPage and system access, departmental interactions, LSA process review, and informational resources.
Review and approve candidate communications, new hire offer process, and HRIS process is communicated effectively, and the process for information sent to new hires and entered into the HRIS system is effective and accurate.
Confirm that new hires receive full onboarding experience, including department leaders' required follow-up and certification training, is tracked and updated in the HRIS system.
PERFORMANCE REVIEWS : Create and manage the annual performance review process and six month new hire review discussions.
Work with LSA Leadership to identify critical metrics to be used in evaluating each position.
Develop a consistent process for the key metric measures to be reviewed and evaluated during the year to allow employees opportunities to improve the key measures.
Schedule and manage the annual review process, including reviewing key metrics results and identifying other performance areas to address.
Work with managers to set up an effective goal-setting process by position to identify areas of performance improvement, and individual personal development opportunities.
LEADERSHIP : Work with the entire LSA Management team to present transparent and clear communications to employees.
Direct and support the on-site personnel and performance of each community, coaching leaders and providing clear, concise feedback, direction, selection, and staffing decision-making.
Create motivational, employee recognition, and engagement programs within LSA.
Work with and support all back office and corporate support functions, which includes but is not limited to compliance, finance and accounting, asset management, capital projects, and human resources.
Respond to all team members' concerns, conducting complete investigations as needed to resolve any issues successfully.
Conduct all business in accordance with company policies and procedures, Fair Housing, Americans with Disabilities Act, and all other state and federal regulations.
Ensure proper procedures are followed as detailed in the LSA Policies and LSA Employee Guide.
RECRUITING : Maximize our operating efficiency by managing the recruitment and retention process. Creating processes to ensure we hire strong, effective, and experienced talent at all levels of the LSA organization.
Ensure effective sourcing of candidates to create a strong quality applicant flow across the portfolio.
Maintain a robust internal posting process to allow current employees to apply for open positions.
Develop an effective interviewing process for all positions to allow for consistency in a strong hiring practice.
Review job descriptions to confirm they are standardized, current, and compliant with all local, state, and federal regulations.
Qualifications
A bachelor's degree in human resources, labor relations, organizational development, business, or related area required, or a comparable level of education and experience.
3 - 5+ years of experience in multi-site HR Management is highly desired. Experience with creating and conducting employee training.
HR experience in multifamily property management is not required but is recommended.
Demonstrated competence in organizing and executing strategic plans.
Must possess intermediate skills in Microsoft Office Suite (Word, Excel, PowerPoint), Internet, and email.
Strong interpersonal skills as well as strong verbal and written communication skills required
Experience with human resource information systems (HRIS).
Travel is required.
•
Housing Industry experience highly preferred• Residential Multifamily experience highly desired
COMPANY SUMMARY:
LSA Management is an innovative new property management firm combining the expertise and passion of Laurel Street with a long-term owner's focus on quality and impact, providing a unique opportunity to add value for residents, team members, and partners. LSA strives to provide best-in-class property management for apartment communities across the Southeast. Headquartered in Charlotte, LSA Management provides property management services for all Laurel Street communities in Georgia, Virginia, and North Carolina. 2024 this includes 3,500 units in Georgia, North Carolina, and Virginia. By 2030, LSA Management expects to have a management portfolio of over 10,000 units.
The incumbent in this role will be responsible for employee development, employee relations, team onboarding, retention, LSA organizational design, HR compliance, and employee events. The Human Resources Manager plays a pivotal role, partnering with the Senior Vice President of Operations, and other regional positions to help ensure that the LSA Management organization runs smoothly. By accomplishing these essential business objectives, the Human Resources Manager will significantly contribute to the alignment of LSA's operational goals and objectives for the region and the company.
ESSENTIAL DUTIES AND RESPONSIBILITIES
EMPLOYEE PERFORMANCE : In partnership with LSA Leadership, develop a strong process for providing employee performance documentation and discussions.
Create process and training to ensure effective performance communications, documentation of performance counseling, conducting successful performance discussions, and follow-up process on performance issues.
Train managers in writing and delivering effective performance discussions and documentation.
Confirm that performance expectations are being fairly maintained within LSA Management.
As trends are noticed, identify training, support, or additional measures to help limit repeating issues that can be improved before performance issues occur.
Guide managers on professional and effective communications within their teams.
Managing the termination process to ensure effective messaging and processes are established for employee transitions.
EMPLOYEE DEVELOPMENT : Develop programs to support and encourage LSA employees to grow in their positions and gain the experience needed for a successful career within LSA Management.
Work with employees interested in advancing by providing opportunities to obtain any missing skill sets and to gain needed experience.
Support managers in developing action plans for employees with training deficits or performance issues to encourage improvement.
Provide HR Training and additional resources to encourage employees to develop and strengthen their skill sets.
Support RealPage and other system training by identifying prevalent issues and determining the best way to address training needs.
Provide additional training opportunities to address identified gaps in LSA experience and skill set across the portfolio. Create opportunities for internal development of employees within LSA career paths.
ONBOARDING : Create and maintain an onboarding process that welcomes new employees, supports them in their training, and successfully integrates them into LSA Management.
Creating an effective onboarding process for all new hires, including necessary training, RealPage and system access, departmental interactions, LSA process review, and informational resources.
Review and approve candidate communications, new hire offer process, and HRIS process is communicated effectively, and the process for information sent to new hires and entered into the HRIS system is effective and accurate.
Confirm that new hires receive full onboarding experience, including department leaders' required follow-up and certification training, is tracked and updated in the HRIS system.
PERFORMANCE REVIEWS : Create and manage the annual performance review process and six month new hire review discussions.
Work with LSA Leadership to identify critical metrics to be used in evaluating each position.
Develop a consistent process for the key metric measures to be reviewed and evaluated during the year to allow employees opportunities to improve the key measures.
Schedule and manage the annual review process, including reviewing key metrics results and identifying other performance areas to address.
Work with managers to set up an effective goal-setting process by position to identify areas of performance improvement, and individual personal development opportunities.
LEADERSHIP : Work with the entire LSA Management team to present transparent and clear communications to employees.
Direct and support the on-site personnel and performance of each community, coaching leaders and providing clear, concise feedback, direction, selection, and staffing decision-making.
Create motivational, employee recognition, and engagement programs within LSA.
Work with and support all back office and corporate support functions, which includes but is not limited to compliance, finance and accounting, asset management, capital projects, and human resources.
Respond to all team members' concerns, conducting complete investigations as needed to resolve any issues successfully.
Conduct all business in accordance with company policies and procedures, Fair Housing, Americans with Disabilities Act, and all other state and federal regulations.
Ensure proper procedures are followed as detailed in the LSA Policies and LSA Employee Guide.
RECRUITING : Maximize our operating efficiency by managing the recruitment and retention process. Creating processes to ensure we hire strong, effective, and experienced talent at all levels of the LSA organization.
Ensure effective sourcing of candidates to create a strong quality applicant flow across the portfolio.
Maintain a robust internal posting process to allow current employees to apply for open positions.
Develop an effective interviewing process for all positions to allow for consistency in a strong hiring practice.
Review job descriptions to confirm they are standardized, current, and compliant with all local, state, and federal regulations.
Qualifications
A bachelor's degree in human resources, labor relations, organizational development, business, or related area required, or a comparable level of education and experience.
3 - 5+ years of experience in multi-site HR Management is highly desired. Experience with creating and conducting employee training.
HR experience in multifamily property management is not required but is recommended.
Demonstrated competence in organizing and executing strategic plans.
Must possess intermediate skills in Microsoft Office Suite (Word, Excel, PowerPoint), Internet, and email.
Strong interpersonal skills as well as strong verbal and written communication skills required
Experience with human resource information systems (HRIS).
Travel is required.