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!

POSITION SUMMARY

TAM Residential manages a portfolio of affordable and Essential Living communities across ten states. We are building the operating infrastructure of this company from the ground up, and training is one of the pillars that everything else depends on. This role builds that foundation. It is not inheriting a program and maintaining it. The Vice President of Training and Development will architect and stand up TAM's entire training foundation and platform: the curriculum, the learning technology, the certification model, the content library, and the delivery infrastructure that every employee in the company will run on. That spans onboarding, role-based certification, systems proficiency, affordable housing compliance, leadership development, and resident experience and brand standards, for every position from Leasing Professional through Vice President of Operations. We are looking for an architect and an innovator. TAM's ambition is to be the premier brand of affordable housing, and that standard is set through how we develop people. The right person is fluent in artificial intelligence and modern learning technology and will use both to build something scalable in an industry that still largely trains by shadowing. This is a design and build role. Regional delivery in the field is carried out by the Operations Training Managers on this team.

ESSENTIAL JOB FUNCTIONS

Build the Foundation and the Platform Architect TAM's training foundation from a blank page: the curriculum framework, the competency model by role, the certification standards, and the content library that supports all of it. Select, build, and own the learning platform and the technology stack behind it, including how training connects to our operating systems and to the data we use to measure it. Design the training organization itself, including structure, staffing model, operating cadence, budget, and a multi-year roadmap. Lead and develop the training team, including the Director of Training and the Operations Training Managers who deliver in the field, and build the case for additional capacity as the portfolio grows. Establish training as a partner to Operations rather than a service desk, with clear ownership, standards, and service levels. Onboarding and Certification Rebuild onboarding so that managers are the subject matter expert and first line of defense for their own teams, supported by the training function rather than replaced by it. Create a role-based certification model in which every employee at Property Manager level and above is signed off as able to perform the job, with sign-off escalated up two levels. Build a new hire experience that reduces early turnover and gets people productive faster in an industry where turnover is the single largest driver of performance volatility. Systems and Technical Proficiency Own proficiency in Entrata, our core operating platform, along with the CRM and the broader technology stack. System errors in lease processing, charge setup, compliance, and renewals trace directly to training gaps, and closing them is a primary objective of this role. Partner with Systems and Products to build training into system rollouts and configuration changes rather than after them. Deliver affordable housing compliance training covering LIHTC, HUD, bond, fair housing, and file documentation standards, in partnership with Compliance. Technology and Innovation Take Grace Hill Pathways from a compliance checkbox to a real learning platform, and evaluate whether it remains the right foundation. Bring modern learning methods to a traditional industry: microlearning, mobile-first delivery, scenario and simulation-based practice, in-system guidance, and video built for people who work on their feet, not at a desk. Use artificial intelligence as a core building tool, not an experiment. Build content and assessments faster with it, personalize learning paths, and give site teams answers in the moment. TAM is actively deploying AI across the company and this function should be among its most sophisticated users. Instrument the program with data. Completion rates are not the measure. Build reporting that connects training to operating outcomes. Resident Experience and Brand Standards Define and embed TAM's resident experience standards into training, onboarding, certification, and leadership development so that the resident experience is consistent across every community. Translate TAM's brand promise, service expectations, communication standards, and resident-facing behaviors into practical, role-based learning for Leasing Professionals, Community Managers, Regional Property Managers, and Operations leaders. Partner with Operations, Marketing, and leadership to establish clear service standards and behavioral expectations at every resident touchpoint, from first contact and leasing through maintenance, communication, renewals, and move-out. Build scenario-based training and assessments that prepare teams to handle resident interactions, difficult conversations, service recovery, and escalation while protecting the TAM brand. Measure training's impact on resident experience through relevant operating and resident-facing metrics, using results to identify gaps, reinforce standards, and continuously improve the resident journey. Leadership Development and Culture Build a leadership development track for Community Managers, Regional Property Managers, and Vice Presidents of Operations, focused on the skills most often missing: prioritization, people management, documentation, and leading to an outcome. Create the career ladder that lets strong people see a path and stay, supporting the company goal of growing talent internally rather than constantly rehiring. Embed TAM's values and service standards into how every employee is onboarded and developed. Measurement and Accountability Define the metrics that prove training is working, including turnover and retention, time to productivity, systems and CRM compliance, compliance file quality, and audit outcomes. Report on those metrics to the leadership team on a regular cadence and adjust the program based on what the data shows. Partner with the Vice Presidents of Operations and their Regional Property Managers so that training reinforces the Roles and Responsibilities standards rather than competing with them.

SKILLS + ABILITIES

Proven builder. Has stood up a training function or materially rebuilt one, not just administered an existing program. Hands-on with artificial intelligence. Uses AI tools in daily work today and can show how they have made a team faster or a program better. This is a requirement, not a preference. Technology forward. Fluent in learning platforms and able to evaluate, select, and implement new technology rather than wait for it to be handed over. Data literate. Able to define metrics, build reporting, and hold a program accountable to outcomes. Credible with operators. Understands what site teams actually face and earns trust with people who have seen training initiatives come and go. Strong influencer. Able to work across Operations, Compliance, Systems, Marketing, and Human Resources without direct authority. Practical and fast. Comfortable launching something good, learning from it, and improving it rather than waiting for perfect. Excellent written and verbal communication, with the ability to make complex requirements simple for a field audience.

EDUCATION + EXPERIENCE

Bachelor's degree in business, instructional design, organizational development, education, or equivalent experience. Eight or more years in training, learning and development, or organizational development, including at least three in a leadership role. Multifamily property management experience strongly preferred. Affordable housing experience, including LIHTC, is a significant advantage. Demonstrated experience with learning management systems, and with implementing learning technology at scale across a distributed workforce. Practical, demonstrable experience applying artificial intelligence to content creation, learning design, or workforce enablement. Experience training on enterprise property management software, ideally Entrata, is preferred.

SUPERVISORY RESPONSIBILITIES

Direct leadership of the training team, including the Director of Training and the Operations Training Managers who provide regional field coverage, with the expectation that the team grows as the function matures.

TRAVEL REQUIREMENTS

Minimal. This is a corporate design and build role. Regional field delivery is carried out by the Operations Training Managers. Occasional travel for leadership meetings, company events, or a targeted initiative, generally less than 10 percent.

WORKING CONDITIONS

Ability to operate in an open work area with moderate everyday noise. Ability to work from multiple locations. Ability to perform other duties as required. 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, sexual orientation, gender identity, national origin, disability, or veteran status.