Our national multi-family management company seeks an experienced Director of Training with a "Whatever it Takes" attitude, and a strong Training background with Property Management experience.

JOB SUMMARY

Responsible for shaping and implementing comprehensive training programs to enhance the skills and knowledge of our property management staff. The ideal candidate will have a deep understanding of property management processes, excellent communication and leadership skills, and a passion for employee development.

REPORTS TO: Human Recourses Director

SUPERVISES: Systems Trainer

KNOWLEDGE, SPECIFIC AND ABILITIES

• Proven experience (X years) in designing and implementing training and development programs, preferably in a leadership role.
• Strong understanding of adult learning principles, instructional design, and e-learning technologies.
• Excellent leadership, communication, and interpersonal skills.
• Analytical mindset with the ability to interpret data and translate insights into actionable improvements.
• Experience in managing a team and working collaboratively with cross-functional departments.
• Strong project management skills, including the ability to prioritize and manage multiple initiatives simultaneously.
• Knowledgeable in RESMAN preferred.

ESSENTIAL FUNCTIONS:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Curriculum Development

a. Design and develop training programs to ensure alignment with industry best practices and company policies.

b. Create engaging and interactive training materials, including manuals, presentations, and online resources.

c. Design and deploy new and innovative training programs, both in-person and online, tailored towards achieving proficiency on all company initiatives.

d. Facilitate leadership, management, and competency training initiatives.

e. Develop impactful training materials, presentations, and communications.

f. Create standard operating procedures (SOPs) for each department.

g. Create and perform in-person or online training for management staff. Evaluate activity and goals with all Senior Leadership.

Training Delivery

a. Conduct training sessions for property management staff at various levels, both in-person and through virtual platforms.

b. Facilitate workshops and seminars to address specific skill gaps and enhance overall team performance.

Onboarding Programs

a. Develop and manage comprehensive onboarding programs for new property management team members, ensuring a smooth and efficient transition into their roles.

b. Work closely with Human Resources to schedule and ensure new hires receive onboarding training.

Continuous Learning

a. Establish a culture of continuous learning by implementing ongoing training initiatives to keep staff updated on industry trends, technology advancements, and company updates.

b. Monitor and evaluate the effectiveness of training programs through feedback, assessments, and key performance indicators.

Collaboration

a. Work closely with department heads, human resources, and senior leadership to identify training needs and develop strategies to address them.

b. Collaborate with subject matter experts to ensure training content is accurate, relevant, and up to date.

Mentoring and Coaching

a. Provide guidance and mentorship to trainers and training coordinators to ensure consistency and quality in training delivery.

b. Offer individual coaching sessions to employees seeking additional support in their professional development.

Performance Analysis

• Analyze performance metrics to identify areas for improvement and adjust training programs accordingly.
• Work with stakeholders to address performance gaps and develop targeted training solutions.
• Manage, track and record training and development programs, including Grace Hill, to ensure that employees are receiving the appropriate training. This includes setting up new learning items and enrolling participants.
• Develop an effective measurement and monitoring system to ensure initiative goals are being met in terms of participation, usage, application, and continuous improvement.
• Aids leadership in evaluating the need for training or other departmental interventions for team members from onboarding through promotion.
• Recommend third party training products and services as appropriate and liaise with training vendors regarding billing, materials, and scheduling.
• Manage and track training expenses against program budget.
• Maintain calendar of events for various learning and development events and programs.

This job description should not be considered all-inclusive. It is merely a guide of expected duties. The employee understands that the job description is neither complete, nor permanent and it may be modified at any time. At the request of their supervisor, an employee may be asked to perform additional duties or take on additional responsibilities without notice. Receipt or possession of this job description does not constitute a contract of employment.

I acknowledge receipt of a copy of the Regional Supervisor Job description. By my signature below, I understand and can perform the essential responsibilities described herein, with or without reasonable accommodation.

DEGREES AND DIPLOMAS

A college degree in Business Management or Organization Development, or a related field from a four-year college or university with 5 years of experience; or equivalent combination of education and experience