Senior Program Manager

Overview

This role drives high-impact talent programs across a large, distributed multifamily portfolio. You'll design, implement, and optimize programs and systems that attract, assess, retain, and grow talent in onsite leasing, maintenance, resident services, and corporate functions. You'll work closely with HR, Operations, and Safety/Compliance to strengthen workforce capability, reduce turnover, improve service quality, and ensure every community is staffed and trained to deliver an exceptional resident experience.

Key Responsibilities

Talent Strategy & Program Leadership

• Lead end-to-end talent programs that support the full multifamily ecosystem—leasing, maintenance, community management, and regional operations.
• Build scalable strategies that align with occupancy goals, service standards, and property performance metrics.

Compliance, Safety, and Operational Readiness

• Revamp and reinstate a comprehensive compliance and safety program aligned to multifamily regulatory and operational requirements (e.g., fair housing, OSHA standards, maintenance safety protocols, vendor compliance).
• Partner with Risk, Operations, and Learning teams to ensure safety and compliance expectations are clearly defined and effectively trained across all communities.
• Create reporting and accountability structures that surface risk, track adoption, and drive corrective action.

Maintenance Workforce Development

• Develop standardized, high-quality maintenance onboarding, training, and development programs that build technical capability, improve work quality, and reduce turnover across the portfolio.
• Define maintenance career pathways and competency models that support entry-level through lead tech roles.
• Partner with Facilities and Operations leadership to ensure training aligns with real maintenance workflows—HVAC, plumbing, electrical, turns, preventative maintenance, and safety practices.

Performance Management

• Strengthen performance management for onsite teams by improving goal setting, feedback processes, and manager capability.
• Support building bench strength for key multifamily roles such as Community Manager, Assistant Manager, Leasing Manager, Lead Maintenance, and Regional/Area roles.
• Deliver talent insights that help leaders identify high-potential employees, mobility opportunities, and staffing risks.

Program Operations & Change Management

• Build simple, repeatable program playbooks that onsite leaders can easily adopt, even in fast-paced property environments.
• Lead change management across a geographically dispersed workforce, ensuring high adoption of new tools, systems, and safety practices.
• Partner with HR technology teams to streamline talent systems and workflows for onsite ease of use.

Cross-Functional Partnership

• Collaborate with HRBPs, Regional Managers, Facilities leadership, Learning & Development, and Resident Experience teams to align talent initiatives with business priorities.
• Influence senior leaders through data and insights tied directly to property performance—turn times, service request metrics, retention, and resident satisfaction.

Qualifications

• 7–10+ years of experience in talent management, organizational effectiveness, or related HR areas.
• Strong knowledge of multifamily operations and onsite staffing needs; experience in property management, facilities, or hospitality preferred.
• Proven success building or overhauling talent, safety, or maintenance development programs for distributed hourly and salaried workforces.
• Excellent program and change management skills—able to drive adoption across busy onsite teams.
• Data-driven approach with strong analytical and reporting capabilities.
• Experience with HRIS and talent systems (Workday, SuccessFactors, UKG, Yardi, RealPage, etc.).

What Success Looks Like

• Communities experience consistent, reliable talent processes that support occupancy, retention, and resident satisfaction.
• Maintenance onboarding and development are standardized, practical, and effective across the portfolio.
• Safety and compliance practices are well-embedded and reduce operational risk.
• Bench strength grows for critical onsite and regional roles, improving staffing stability and internal mobility.

The anticipated wage scale for this role is $125,000 per year. The hired applicant will also be eligible for an annual performance based discretionary bonus. The final pay offered to a successful candidate will be dependent on several factors that may include but are not limited to the type and years of experience within the job, the type of years and experience within the industry, education, etc. Bridge Investment Group is a multi-state employer, and this pay scale may not reflect positions that work in other states or locations.