Human Resources Manager - Multifamily

About Omninet Capital LLC

Omninet Capital is a vertically integrated private real estate investment and property management firm headquartered in Beverly Hills, California. Founded and led by its principals, the firm owns and operates a diversified portfolio of multifamily and commercial assets across the United States, with approximately 300 professionals managing the platform end-to-end — from acquisitions, capital markets, and asset management to property operations, construction, accounting, legal, and technology.

Our edge is operational. Because we underwrite, close, and operate our own assets, every member of the acquisitions team works alongside the people ultimately responsible for executing the business plan. We combine institutional rigor with the speed and conviction of a principal investor, while increasingly leveraging AI and automation to accelerate underwriting, sharpen decision-making, and uncover opportunities others miss.

Job Summary

We are seeking an HR Manager to serve as the dedicated business partner to our multifamily portfolio currently consisting of 20 properties. This is a field-facing role focused on employee relations, manager coaching, training, engagement, retention, and talent acquisition across a dispersed, primarily hourly workforce. This role is accountable for reviewing each payroll cycle and serving as the designated backup capable of independently processing multi-state payroll when needed.

The ideal candidate brings sound judgment, empathy, and credibility with both property teams and senior leaders, along with a strong understanding of multifamily operations.

Responsibilities

Employee Relations & Manager Coaching

• Serve as the primary HR partner for performance concerns, disciplinary action, workplace complaints, conflict, and policy violations.
• Lead investigations from intake through findings, recommendations, documentation, and closure.
• Advise on corrective action, performance improvement plans, terminations, staffing, compensation, and organizational changes.
• Coach regional and property leaders through difficult conversations and day-to-day people management.
• Identify recurring employee relations issues and manager capability gaps across the portfolio.
• Maintain a regular field presence to build relationships and understand property-level challenges.

Training, Engagement & Retention

• Design and deliver practical training for multifamily leaders and employees, including manager fundamentals, performance management, interviewing, conflict resolution, and respectful workplace conduct.
• Build onboarding and first-90-day programs for property-level leaders.
• Develop career paths and identify high-potential employees for advancement.
• Use engagement surveys, stay interviews, exit interviews, and turnover data to identify retention priorities and drive action plans.
• Lead recognition, communication, and culture initiatives that effectively reach on-site teams.

Talent Acquisition

• Partner with hiring managers on job scope, hiring strategy, candidate assessment, compensation, and offers.
• Interview and advise on the selection of community managers, assistant managers, and maintenance leaders.
• Improve time-to-fill and quality of hire in difficult roles and markets while building bench strength for future needs.
• Partner with the HR Coordinator on postings, scheduling, sourcing support, and candidate communication.

Payroll Oversight & Continuity

• Review and approve each semi-monthly payroll cycle, including registers, variances, off-cycle payments, and final wages.
• Serve as the designated backup capable of independently processing multi-state payroll from review through submission, funding, reconciliation, and reporting.
• Process at least one payroll cycle each quarter to maintain current backup capability.
• Maintain working knowledge of Rippling Payroll and Time & Attendance configuration and exception handling.
• Partner with the Senior HR Generalist to maintain payroll procedures, controls, and continuity documentation.
• Address wage-and-hour risks identified through payroll review, including overtime, meal-period exceptions, off-the-clock work, misclassification, and final-pay timing.

Policy & Compliance Partnership

• Promote consistent application of HR policies across all properties and operating markets.
• Contribute to handbook and policy updates affecting property operations.
• Maintain working knowledge of federal and multi-state employment law and escalate significant legal risks.
• Partner with the Senior HR Generalist on leaves, accommodations, workers’ compensation, compliance, and recordkeeping matters requiring employee relations judgment.

Qualifications

• Six or more years of progressive HR experience with significant employee relations and investigation ownership.
• Direct HR experience within multifamily property management required.
• Demonstrated success coaching frontline and mid-level managers.
• Experience designing and facilitating employee and manager training preferred.
• Hands-on experience independently processing multi-state payroll for hourly and salaried employees; Rippling experience preferred.
• Strong knowledge of federal and multi-state employment law, including FLSA, FMLA, ADA, Title VII, wage-and-hour, leave, and harassment-prevention requirements.
• Sound judgment, discretion, and composure in sensitive or high-stakes situations.
• Ability to work autonomously across a dispersed portfolio and travel approximately 20%.
• Bachelor’s degree or equivalent experience; PHR, SPHR, SHRM-CP, or SHRM-SCP preferred.

Location: Dallas, TX - on-site, with approximately 25% travel

Compensation: $135,000–$160,000

Reports To: Chief People Officer

Scope: Multifamily portfolio across all operating markets

Omninet Capital, LLC is an Equal Opportunity Employer and is committed to maintaining a workplace free from discrimination and harassment. We recruit, employ, train, compensate, and promote without regard to race, color, religion, creed, sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity, gender expression, sexual orientation, national origin, ancestry, age, physical or mental disability, medical condition, genetic information, marital status, veteran or military status, or any other status protected by applicable federal, state, or local laws.