Director of Asset Management - Multifamily Development

HRIS Director MBK Real Estate (MBK) is an industry leader in real estate operations and development. Through its subsidiaries, MBK Rental Living, MBK Industrial Properties and MBK Senior Living, MBK Real Estate is renowned for building award-winning new home and apartment communities, state-of-art distribution facilities and for its reputation in providing exceptional high standards of service throughout its senior living communities. MBK is a privately held real estate development firm with roots in the business dating back to 1996. MBK's extensive activities through its operating divisions, along with the size and scale of our development and building activities represent the continuation and commitment to American enterprise. Job Description Salary: $180,000-$200,000 + Bonus Hybrid in Irvine, CA (3 days in-office, 2 days remote) Job Summary: The HRIS Director serves as the strategic, technical, and administrative owner of the Workday ecosystem. This role defines the long-term HRIS vision, leads and develops the HRIS team, establishes system governance, and ensures the stability, compliance, and effectiveness of all HR technologies. The Director partners across People & Culture (P&C), IT, Finance, and other business areas to ensure Workday supports enterprise needs, regulatory requirements, and operational excellence. Supervisory Responsibilities: Interview, hire, train, set performance goals and timelines, monitor performance, and provide coaching for the HRIS Program Manager, Senior HRIS Analysts, HRIS Analysts, Senior HRIS Specialists, and HRIS Specialists. Duties & Responsibilities: Own and maintain the multi‑year Workday/HRIS strategy and roadmap. Establish governance standards for configuration, integration, data integrity, and security. Serve as final decision-maker for system architecture, process design, and platform standards. Evaluate Workday releases, compliance updates, and risk impacts; determine organizational adoption. Lead, mentor, and develop the HRIS team; set goals, prioritize work, and monitor performance. Oversee day-to-day Workday operations, including maintenance, troubleshooting, and escalations. Create and maintain documentation standards, training approaches, and system procedures. Own Workday system design, complex configuration, testing strategy, and cross‑system integrations. Ensure data accuracy, quality controls, and compliance with federal, state, and local regulations. Manage relationships with Workday, AMS providers, and technical partners. Serve as the primary liaison between P&C, IT, Finance, Payroll, Talent, Benefits, and Learning. Ensure Workday processes align with enterprise needs, reduce manual work, and enhance user experience. Oversee compliance reporting, to include EEO-1 and CA Pay Data Reporting. Other duties and/or projects assigned by the Supervisor. Education Requirements: Bachelor’s degree in Human Resources, Information Systems, Business, or a related field. HR and/or Workday certification (e.g., PHR, SHRM-CP, HCM Core), preferred but not required. Experience Requirements (in years): 6+ years of HRIS leadership and complex project management experience. 3+ years of experience in human resources in a multi-state operation with a large, non-exempt population. Workday implementation and multi‑module experience. Strong understanding of HR processes, compliance requirements, and systems architecture. Proven experience managing teams and leading enterprise-scale HR technology initiatives. Expertise in integrations, data governance, reporting, and troubleshooting. Strong analytical, communication, and stakeholder-management skills. Required Competencies/Licenses/Certifications : Strong technical skills, including proficiency in Microsoft Office Suite applications and experience operating office equipment. Strong verbal and written communication skills. Ability to adapt communication style to suit different audiences. Exhibit a comprehensive understanding of Federal, State, and local human resource regulatory compliance (e.g., HIPAA, FLSA, ACA). Strong knowledge of HRIS database design, structure, functions, and processes, and experience with database tools. Strong analytical, problem-solving, and project management ability. Able to interact with and present to multiple levels of the organization. Must be self-motivated and customer-focused. Physical Demands & Work E n viro n ment: Must be mobile and able to perform the physical requirements of the job, bending, kneeling, stooping, pushing, pulling, and repetitive motion, with or without accommodation. Ability to sit and work at a computer for prolonged periods. Able to move intermittently throughout the workday and between divisions. Ability to lift and carry up to 30 pounds and push up to 20 pounds, as necessary. Ability to travel up to 15% as business needs require. Reasonable accommodations will be provided in accordance with applicable federal, state, and local laws. We offer a rich benefits package comprising of the following: competitive salaries with opportunities for growth; 401(k) retirement plan with up to 4% employer matching; comprehensive industry leading medical, dental and vision insurance; company-provided life, disability and AD&D insurance; flexible spending accounts, generous paid time off including vacation and sick time, holidays, and bereavement leave; and a variety of programs including leadership development, training, and personal coaching; education loan assistance and scholarships; daily living, financial and legal services; childcare and eldercare assistance; employee discounts; and health and wellness resources that include virtual yoga, mindfulness, and financial readiness for employees and their family members. If you are ready to meet the challenges of this critical role, we want to hear from you! MBK is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity, national origin, veteran status, genetic information, or other protected reason. Our company is committed to providing access, equal opportunity and reasonable accommodation for qualifying individuals in employment, its services, programs, and activities. To request reasonable accommodation, contact . Regulatory Disclosures for Senior Living Communities with Medicaid Residents: An “Excluded Party” is a person that the federal or state government found not eligible to provide care and services in a facility that receives Medicare or Medicaid funding. If employed at one of our senior living communities that receives Medicare or Medicaid funding, team members must not be considered an “Excluded Party” as defined by the U.S. Department of Health and Human Services, any state Medicaid Programs, and any additional federal and state government contract programs. If, as a team member, you learn that you are an Excluded Party at any time, you must present your Excluded Party notice letter to your supervisor immediately. Other Regulatory Requirements: If employed at one of our senior living communities, team members must continually comply with certain laws and regulations that impact the company, including, but not limited to, as applicable, state licensing regulations, the Health Insurance Portability and Accountability Act of 1996 (HIPAA), Resident Rights as defined by the U.S. Department of Health and Human Services, and any other federal or state laws relating to team members’ professional licenses. HIPAA Disclosure: All Team Members prior to commencing employment and once employed must not be considered an “Excluded Party” as defined by the Medicare and state Medicaid Programs as well as other federal and state government contract programs. If as an associate you learn you are an Excluded Party, you must present your Excluded Party notice letter to your supervisor immediately. An Excluded Party is a person that the federal or state government found not eligible to provide care and services in a Community that receives Medicare or Medicaid funding. In addition, at all times, during your employment, all associates must be in compliance with certain laws and regulations that affect the company, including but not limited to Resident Rights, HIPAA, State licensing regulations, and those laws relating you an associates’ professional license.