Participates in the development and evaluation of training programs. Provides follow-up to ensure training objectives are met. Conducts Human Resources New Manager, Performance Management, and Corrective Action Training for all newly hired/promoted people managers within the division.
Manage multiple business unit needs in multiple locations.
Ensures compliance with local, state, and federal employment requirements.
Serves as liaison for Hunt Military Communities for HR functions, leads employee relations initiatives, manages HR projects, and creates and supports engagement and retention programs that meet the needs of the business.
Monitors company disciplinary actions to ensure the consistent, uniform, and fair application of company policies and procedures across the division.
Manages and resolves complex employee relations issues for assigned portfolios. Conducts effective, thorough, and objective investigations. Maintains detailed and accurate documentation for all employee relations issues.
Conducts and provides recommendations for Stay Interviews on high-turnover sites.
Works closely with management and employees to improve work relationships, build morale, increase productivity, and drive engagement and retention.
Consults with management and leaders and provides HR guidance and recommendations. Provides day-to-day performance management recommendations to management and leaders (coaching, counseling, career development, disciplinary actions).
Provides HR Policy guidance and interpretation, and supports Directors and managers with the Corrective Action process.
Supports and manages the reasonable accommodation process, including ensuring the interactive process is completed and documented for all employee cases.
Partners with the entire HR team across Hunt Companies and develops and delivers meaningful solutions to drive business results.
Treats the sensitive employee data with the highest integrity and with strict confidentiality.
Develop strong trusting relationships in order to gain support and achieve results.
Supports turnover initiatives for the division. Prepares exit interview forms, notifies appropriate personnel of terminations, and provides proper benefits and/or unemployment information to terminated employees as applicable.
Takes initiative to identify and anticipate client needs and make recommendations for implementation.
Manage multiple conflicting priorities.
Creates and conducts onboarding New Hire Orientation Training programs for all associates and managers.
Serves as a day-to-day go-to resource for employees of assigned business units and/or employee population.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reduces legal risks, and ensures regulatory compliance. Partners with the legal department as needed/required.
Effectively envision, develop, and implement new strategies to address competitive, complex business issues.
Stays current on recent federal, state, and case law changes and monitors labor law updates and newsletters for changes that may affect HR.
Requirements
hris
sphr
shrm‑scp
bachelor’s
5‑7 years
communication
Strong written and verbal communication skills and ability to interact and follow up with all levels of the organization.
Experience with HRIS systems and full cycle recruitment tools and resources. Required
Self-directed and motivated.
Ability to analyze/interpret data and take appropriate action.
Strong conflict management, interpersonal, and negotiation skills are required.
Senior Professional in Human Resources - SPHR or SHRM-SCP Preferred
Must stay current on recent federal, state, and case law changes and understand the impact on HR.
Bachelor's Degree an undergraduate degree from an accredited college or university with a focus in Human Resources, Administration, Management, or related field. Required or
Minimum of five to seven years’ in progressive HR experience. Required
Ability to adapt to a changing environment and support multiple clients.
Requires a self-motivated, team player with excellent verbal and written communication skills who pays close attention to detail and who can prioritize in a fast-moving environment with excellent consulting, client management, and business literacy skills.
Proven experience of being able to independently investigate, recommend, and resolve employee relations issues.
Strong interpersonal skills and ability to develop and maintain relationships internally.
Master's Degree graduate degree Preferred
Ability to complete accurate and thorough documentation on investigations and meetings.
Professional in Human Resources - PHR or SHRM-CP Preferred
Benefits
Flexible and available to interact with employees at all levels.
Training + Development
Information not given or found
Interview process
Information not given or found
Visa Sponsorship
Information not given or found
Security clearance
must pass drug test, background screen, physical abilities test, and motor vehicle record check if required.
Company
Overview
60,000 Homes
Nationwide Residences
The company operates a portfolio spanning nearly 60,000 family homes across military bases.
7,900 Units
Added Through Acquisition
In 2024, the company expanded its footprint by acquiring Atlantic Marine Corps Communities, adding 7,900 units and serving 24,000 residents.
$2.2M Saved
Annual Savings via Tech
Utilizing AI-driven systems and data analytics, the company saved $2.2 million in 2025 through efficient utility management.
2024 Expansion
Key Base Acquisition
The acquisition in 2024 expanded the company's presence across eight major military installations.
Born out of a 1969 military housing contract, the company has grown into America’s largest owner‑operator of on‑base family homes.
Its portfolio spans nearly 60,000 residences across over 55 Army, Navy, Air Force, Marine Corps and Space Force installations nationwide.
Beyond walls, it fosters connection—hosting events, programs like ‘Little Heroes’, and family‑focused initiatives with local impact.
Unusual for property firms, it built its own Universal Lease model and was featured on PBS and Lifetime’s Military Makeover series.
Operating under parent Hunt Companies, this privately held business reinvests savings into upgrades—HVAC, EV chargers, and resiliency projects.
Culture + Values
Commitment to Excellence
Customer Focus
Integrity
Teamwork
Accountability
Community Engagement
Environment + Sustainability
Net Zero by 2040
Carbon Neutrality Goal
Aim to achieve a net-zero carbon footprint through strategic sustainability initiatives.
Implementing energy-efficient buildings, renewable energy initiatives, and green construction practices to reduce environmental impact.
Prioritizing water conservation and waste reduction across communities.
Incorporating sustainability into all planning, development, and operations.
Inclusion & Diversity
Committed to fostering a diverse and inclusive workplace.
Implemented employee resource groups to promote inclusion.
Focus on attracting, hiring, and retaining individuals from diverse backgrounds.