Director, Strategic Initiatives

Position Director, Strategic Initiatives Compensation Pursuant to state regulations, the salary range is $110,000-$140,000 plus bonus potential. Eligible to participate in the company benefits plan. We offer health, vision, dental, and pet insurance. We offer a 401(k) retirement plan, student loan assistance, licensing and continuing education reimbursement, parental leave, and housing allowances or gifts. Reports To General Counsel Summary The Director is an elite fixer. Reporting to the General Counsel and Chief of Staff to the CEO, you are the tip of the spear for executing key corporate initiatives. Your mandate is simple: Convert "At‑Risk" Board priorities into "Complete" operational wins. You do not own a department; you own the gaps between departments. You are expected to deploy into high‑friction environments, assume temporary authority, unblock constraints, and exit once the solution is stabilized and handed off to a permanent functional owner. Responsibilities Strategic Leadership: Where Board deadlines on strategic initiatives are at risk, lead actionable initiatives to achieve targeted outcomes and deliver complete projects on time. Tiger Team Leadership: Act as the designated lead for time‑boxed Tiger Teams to resolve critical issues and lagging initiative execution. Cross‑Functional Alignment Pro: Intervene where key initiatives are misaligned to identify root causes and unblock constraints related to people or processes. Executive Liaison: Maintain executive touchpoints and manage relationships with Executive Sponsors (CIO, COO, or CEO), must be able to serve as a neutral arbiter when department silos create friction. Operational Oversight: Maintain oversight of initiatives that align with prioritizing NOI, risk‑adjusted returns, to focus on truth versus optics. Measure Impact: Measure and report on completed initiatives provide insights on whether completed initiatives achieved intended outcomes. Qualifications High‑level generalist with an execution bias : You likely have a background in consulting with executives (the "how to think" part) combined with Real Estate Operations (the "how to do" part). Vertical Knowledge : You must understand the unit economics of multifamily housing and have the financial acumen necessary to provide meaningful input; from Pre‑Leasing and Capex to PMA compliance and EBITDA impact. Leading Without Ego : You must be comfortable entering a department, fixing a broken process, and then handing all the glory and ownership to the functional lead. You are the ghost in the machine; success is measured by the system working, not by your name being on it. Truth over Optics : You are expected to provide "unvarnished reality" to the Board and ELT. If a project is failing because of a leadership gap, you must be willing to flag it without corporate sugar‑coating. High Cognitive Agility : You can shift from a 30,000-foot Board discussion about capital markets to a 5-foot discussion with a Maintenance Team Member about work‑order flow in the same hour. Comfort in Ambiguity : You thrive when the instructions are: "We don't know why this is broken, go find out and fix it by Friday." Data Fluency : Ability to navigate Business Intelligence tools (Keystone, Adaptive) to find the truth in the numbers before you begin executing. Emotional Intelligence (EQ) : Must be able to navigate people in addition to systems and processes. Prioritize and Execute : Must be able to make tough decisions in resource‑constrained environments that provide the largest ROI company/portfolio wide. Familiarity with Agile Methodology is helpful but not necessary. Success Metrics for SIT Director NOI Acceleration: NOI lift attributable to completed initiatives EBITDA Performance: Completed initiatives contribute to company EBITDA growth Decision Velocity: Reduction in the lag time between a Board directive and the first field‑level implementation Handoff Success: % of SIT‑built solutions that remain operational and “green” 6 months after being handed to the functional owner. Company Performance: Executive confidence in visibility to company performance at the business unit level. Work Environment The work environment characteristics described here are representative of those a Team Member encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Incumbents work in an office environment. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines. Physical Demands The physical demands described here are representative of those that must be met by a Team Member to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the Team Member is regularly required to use hands to finger, type, handle, or feel and talk or hear. The Team Member is frequently required to stand; walk; reach with hands and arms, and stoop, or squat. The Team Member is often required to sit. The Team Member must be able to push, pull, lift, carry, or maneuver office products and supplies of up to twenty (20) pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. Routine local travel may be required to attend training classes, client visits, or other situations necessary for the accomplishment of some or all of the daily responsibilities of this position. Non-routine, overnight travel may be required to attend company functions, training, property visits, and other situations necessary for the accomplishment of special projects that may be assigned from time to time. The above job description is not intended to be an all‑inclusive list of duties and standards of the position. Incumbents will follow any other instructions, and perform any other related duties, as assigned by their Team Leader. Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor. #J-18808-Ljbffr Cardinal Group