Talent Development Coordinator Jobs in Raleigh, NC

KANE RESIDENTIALManager, Talent Development & Employee ExperiencePosition SummaryThe Manager, Talent Development & Employee Experience owns the Kane Residential (KRES) team member's journey end-to-end - from onboarding through operational proficiency, engagement, cultural and value representation, and long-term development. The near-term mandate is to build the training and standardization infrastructure KRES needs to continue to grow without diluting the service quality, culture, and engagement that differentiate the platform.This is a builder's role: it stands up systems that do not yet exist rather than administering a mature function. It operates as a close partner and bridge to KRC Talent & HR shared services while owning KRES-specific employee success from a team member's first day forward, and marshalling the right internal resources and people to deliver it.Year-One MandateConcrete deliverables for the first year, targeted for Q4 2026 unless otherwise noted:Stand up core role-level SOPs for all property-level positions, published and completion-tracked in a functional LMS.Launch role-specific, phased onboarding journeys with 30/60/90-day structure and feedback loops with a consistent, team-led experience.Build a foundational operations curriculum covering the fundamentals of multifamily property management.Own and energize KRES engagement and recognition programming (including the KRES Excellence Awards) and establish consistent team-wide communication.Core ResponsibilitiesOnboarding & the KRES Employee JourneyOwn the KRES onboarding experience end-to-end - consistent, structured, role-specific, and measurable across the portfolio.Build onboarding assets (welcome guides, 30/60/90-day plans, culture-immersion touchpoints) and the feedback loops that improve them.Serve as the throughline for a team member's KRES experience from day one, coordinating the site leaders, HR resources, and systems needed to set them up for success.Operations Training & EnablementBuild and maintain role-level SOPs and a functional LMS with completion tracking.Develop the operations-fundamentals curriculum and supporting assets - microlearning modules, job aids, and instructional content.Partner with the operations and systems function to build training and onboarding content for technology rollouts or continuing education.Facilitate workshops and learning sessions for on-site and corporate teams.Engagement, Recognition & CultureOwn KRES-specific engagement and recognition programming, including the Excellence Awards.Establish and run team-wide internal communication that reinforces KRES culture and values.Coordinate mid-year and annual employee check-ins.Track engagement and turnover data; surface gaps and targeted interventions to leadership.Hiring SupportEquip property managers and regional leaders with structured interview frameworks and values-aligned behavioral competency guides.Coach hiring managers to build internal capability over time, in coordination with the KRC recruiter.Development & Career PathingIdentify individual and team performance gaps and translate them into targeted development.Establish foundational career-pathing so associates have a visible trajectory within KRES.Technology & AIUtilize technology and AI to build, maintain, and scale training and communication content efficiently and effectively.Partnership with KRC HROperate as a close partner and bridge to KRC Talent & HR.Own the KRES-specific employee experience - onboarding, engagement, recognition, and team communication - and marshal KRC HR and site resources to deliver it consistently and reliably.Candidate ProfileBuilder's mindset - has stood up training, onboarding, and SOP infrastructure from the ground up, not only administered an existing function.Multifamily property management operations background and instructional design or L&D experience strongly preferred.Demonstrated fluency building content with AI tools and comfort adopting and scaling AI-assisted workflows.Experience with an LMS (Yardi Aspire and Virtuoso) and building trackable, role-based curriculum.Strong facilitation and cross-functional coordination; able to influence without authority across site and corporate teams.Values-first - models KRES's character-first culture.