Human Resources Manager

Position Summary

The Human Resources Manager is responsible for developing and managing CAP Management’s human resources function and helping preserve and strengthen the company’s culture as it grows. This is CAP’s first dedicated HR Manager position, supporting approximately 90 employees across the corporate office and managed communities.

Reporting directly to the Chief Executive Officer, the HR Manager will work closely with company leadership and supervisors on recruiting, onboarding, employee relations, performance management, professional development, payroll processing, benefits administration, and HR administration. The position combines daily employee support with the opportunity to build practical systems and processes that support CAP’s long-term direction.

The HR Manager is a steward of CAP’s culture and its commitment to environmental, social, and financial sustainability. The person in this role must understand and support that identity while helping ensure CAP’s values are reflected in the employee experience.

This role is suited to someone with a strong foundation in HR, practical experience, sound judgment, and the ability to take on increasing responsibility with support from the CEO and appropriate outside resources. Prior experience holding an HR Manager title is not required.

Company

CAP Management is a Denver-based HOA management company dedicated to triple bottom line sustainability: environmental, social, and financial. We manage condominium and homeowners associations throughout the Denver metro area, including high-rise and mid-rise communities with on-site teams.

We deliver high-quality financials so that Boards of Directors and communities feel empowered when reviewing their financial reports. We prioritize and light the way for communities to undertake capital improvement projects around sustainability, such as solar panel installation, waterwise landscaping, electrification, and energy reduction projects.

These commitments also guide how we operate as an employer. We value responsible environmental stewardship, fair treatment of people, professional growth, and a financially sound business. Our long-term vision is to build a company with strong leadership, clear accountability, meaningful career opportunities, and the systems needed to support continued growth.

Duties and Responsibilities

Company Culture

• Help preserve and strengthen CAP’s culture by translating company values into hiring practices, onboarding, employee development, recognition, and performance expectations.
• Use consistent, job-related interview questions and evaluation criteria to assess qualifications, professional judgment, and alignment with CAP’s values.
• Gather employee feedback, identify concerns, and work with leadership to address gaps between CAP’s stated values and employees’ experience.
• Promote a workplace where employees are treated fairly, can raise concerns, and are expected to act professionally and take responsibility for their work.
• Build connection across corporate and on-site teams through shared activities and regular opportunities to interact.

Recruiting and Onboarding

• Coordinate recruiting with department leaders and hiring managers for corporate, management, and on-site positions.
• Maintain clear job descriptions, consistent interview practices, and organized candidate communication; coordinate screening, references, offers, and required hiring documentation.
• Develop relationships with universities, professional associations, and other sources of qualified candidates.
• Build and manage a consistent onboarding process that covers CAP’s mission, reporting structure, policies, role expectations, and required training.
• Work with supervisors to establish initial training plans and follow-up check-ins so new employees receive support beyond their first day.

Employee Relations and Manager Support

• Serve as an accessible HR resource for employees and supervisors across the corporate office and managed properties.
• Help supervisors address employee concerns, workplace conflict, attendance, conduct, and performance issues promptly and consistently.
• Coordinate employee concern reviews and investigations, maintain appropriate documentation, and involve the CEO or legal counsel when needed.
• Handle sensitive employee information with discretion and explain confidentiality limits when a concern requires review or action.
• Guide supervisors through corrective action and employment separations within established approval requirements.
• Coordinate employee offboarding and conduct exit interviews to identify opportunities for improvement.

Performance and Professional Development

• Develop a practical performance review process with clear expectations, regular feedback, and documented follow-through.
• Coach supervisors on setting expectations, giving useful feedback, documenting concerns, and conducting difficult conversations.
• Partner with the Vice Presidents of Property Management and department leaders to identify training needs and support employee development.
• Help establish career paths and internal advancement opportunities for corporate staff, Community Managers, General Managers, and on-site employees.
• Coordinate required training and professional development, track completion, and help leaders develop employees who can take on greater responsibility.

Payroll Benefits and HR Administration

• Prepare and process payroll twice monthly, ensuring employees are paid accurately and on time.
• Collect supervisor-approved time records and review hours, overtime, paid time off, approved pay changes, and benefit deductions before each payroll.
• Submit payroll for designated review and approval before release, maintain supporting records, and coordinate corrections or additional payroll runs when needed.
• Work with Accounting on payroll reports, expense allocation, reconciliation, and payroll funding; coordinate employee payroll questions and provider follow-up.
• Maintain accurate employee records, personnel files, policy acknowledgments, and HR documentation with appropriate access controls.
• Coordinate employee handbook and policy updates with CAP’s employment attorney, who develops and maintains the handbook; manage distribution, acknowledgments, and implementation of approved policies. Maintain practical HR processes for hiring, employee changes, leave, and separation.
• Coordinate benefits enrollment, employee benefit questions, leave administration, and workers’ compensation matters with the appropriate providers and internal staff.
• Maintain accurate employee status, approved compensation, benefits, and deduction information in the payroll system; work with providers to resolve discrepancies.
• Monitor applicable employment requirements and coordinate policy or process updates with the CEO, legal counsel, and outside HR resources as appropriate.
• Support consistent safety expectations and employee incident reporting in coordination with operational leaders.
• Coordinate required employment postings and employee compliance guidance across the office and staffed properties.

Organizational Structure and Future Growth

• Support CAP’s long-term vision by developing employees, strengthening leadership, clarifying responsibilities, and building consistent HR practices.
• Work with the CEO and leadership team to keep job descriptions and the accountability chart aligned with actual responsibilities and reporting relationships.
• Help define practical authority and escalation guidelines for staffing and personnel decisions so routine matters are handled at the appropriate level.
• Document HR workflows and work with the Vice Presidents and General Managers to establish consistent employee practices across high-rise properties and other managed communities.
• Provide HR input on staffing plans, compensation practices, retention, and the capabilities needed for future growth.
• Track useful measures such as turnover, hiring progress, onboarding completion, training, and performance reviews; recommend action based on the findings.

Collaboration and Reporting Structure

The HR Manager reports to the CEO and works across the organization with the Chief Growth Officer, Chief Sustainability Officer, both Vice Presidents of Property Management, Accounting, Client Relations, and other department leaders. The position participates in leadership discussions involving people, culture, staffing, and organizational development.

Department leaders and supervisors remain responsible for directing their teams and managing daily performance. The HR Manager establishes consistent HR practices, advises and supports supervisors, and helps ensure personnel decisions follow company policy and established authority. General Managers, Senior Community Managers, Community Managers, and on-site employees continue through their assigned reporting structures.

CAP’s employment attorney remains a resource to the company and the HR Manager on employment and personnel matters as needed. The HR Manager is expected to recognize when legal guidance is appropriate and coordinate that review with the CEO.

Qualifications

• Bachelor’s degree in human resources, business administration, organizational development, or a related field, or an equivalent combination of education and relevant experience.
• Practical HR experience through employment, internships, or a combination of both, with exposure to recruiting, onboarding, employee relations, or HR administration.
• Graduate coursework or an MBA with an HR background is welcome; an advanced degree is not required.
• Strong understanding of HR fundamentals and the judgment to recognize when additional expertise or review is needed.
• Alignment with CAP’s mission, values, and commitment to environmental, social, and financial sustainability.
• Excellent interpersonal, written, and verbal communication skills; ability to build trust while addressing concerns directly and professionally.
• Strong organizational skills, attention to detail, discretion, and reliable follow-through.
• Comfort using HR and payroll systems and improving processes as the company grows. Payroll processing experience is preferred, with the ability to learn CAP’s system and manage twice-monthly deadlines.

SHRM or HRCI certification, or progress toward certification, is preferred. HOA or property management experience is helpful but not required.

Core Competencies

• Sound judgment and confidentiality
• Culture stewardship and alignment with company values
• Employee relations and manager coaching
• Practical process development and execution
• Fairness, accountability, and clear communication

Work Environment

Full-time position based at CAP’s Denver office, with visits to managed properties as needed. The role supports employees with different work schedules and may occasionally require meetings or employee support outside normal office hours.

Position Impact

The Human Resources Manager helps CAP become a company that attracts strong people, develops them, and gives them clear expectations and meaningful opportunities. Success includes:

• CAP’s culture and values are reflected in hiring, onboarding, employee development, and workplace practices.
• New employees receive consistent preparation and support, and understand their role, supervisor, and responsibilities.
• Managers address personnel matters earlier and more effectively, with appropriate HR guidance and clear decision authority.
• Employees have a reliable resource for questions and concerns, and issues receive timely, fair follow-through.
• Performance reviews, training, and career development become consistent parts of how CAP manages its people.
• Payroll is accurate and timely, benefits administration is reliable, and HR records and processes support the company’s growth.
• Routine HR matters are handled through established processes, allowing the CEO and leadership team to focus on their responsibilities.

Pay: $80,000.00 per year

Benefits:

• Dental insurance
• Health insurance
• Life insurance
• Paid time off
• Retirement plan
• Vision insurance

Work Location: In person