Careers at Capital Consultants Management Corporation

Make sure to read the full description below, and please apply immediately if you are confident you meet all the requirements. Current job opportunities are posted here as they become available.

This role will be based out of our Scottsdale AZ office, so we will be prioritizing locally qualified candidates.

The Director of HR Integration will play a crucial role in managing the tactical execution of acquired company integration across all functions within the HR department, including communications, talent acquisition, total rewards, talent development and people success. This hands‑on position focuses heavily on detailed project management, direct communication, relationship building, and effective collaboration with internal teams and acquired company personnel. This role requires a professional who excels in dynamic, fast‑paced environments and demonstrates the ability to manage multiple large‑scale, complex initiatives simultaneously. Success in this position depends on strong interpersonal and communication skills, which are essential for driving seamless transitions and ensuring effective integration across teams and functions.

This position exemplifies our commitment to Integrity, Respect, Service, and Community, driven by a shared passion for enriching the resident experience and fostering a sense of belonging.

RESPONSIBILITIES Project Management & Execution

Collaborate with the Growth and Transformation team to design and manage detailed integration project plans, timelines, and deliverables across all functions of Human Resources.

Track progress against milestones, elevate issues promptly, and oversee integration of acquired companies’ employee experience, internal communications, benefits, compensation, policies, recruiting, rewards and recognition programs, incentive plans, merit increases, performance management, and all systems related to HR including the applicant tracking system (ATS), Learning Management System (LMS), and HR Information System (ADP). Evaluation of process and workflows will be necessary to integrate into the HR CMH systems and workflows.

Functional Collaboration and Alignment

Coordinate with Human Resources leadership to align policies, procedures, and programs with corporate HR standards and compliance requirements.

Serve as the primary contact to facilitate decisions and drive execution of the Human Resources integration plan.

Oversee and actively perform key technical workstreams, including ADP employee integration, evaluation of compliance and employment regulations, benefit plan comparisons, compensation alignment and leveling to ensure seamless system and employee integration.

Communication & Relationship Management

Establish open, effective communication channels with acquired company employees, provide guidance and support to address concerns, manage expectations, and minimize disruption to business operations.

Facilitate regular integration updates, meetings, and checkpoints, with focus on recruiting, benefits, compensation, policies, and systems progress.

Integration Process Continuous Improvement

Contribute to the development of a standardized, repeatable integration playbook and toolkit, including best practices for communication, culture, talent acquisition, total rewards, talent development, policies, and HR systems integration.

Capture and implement lessons learned to continuously improve Human Resources and operational integration processes.

Proactively identify and address integration risks across HR systems, practices, policies, programs, and employee offerings, escalating when necessary to leadership.

Provide concise reporting and updates to the integration steering committee on progress, risks, and issue resolution.

Ad Hoc & Supporting Analyses

Conduct one‑off analyses to support integration activities, including HR process mapping, benefits and compensation considerations, system conversion assessments, policy evaluations, value creation estimates, and various strategic or operational evaluations.

REQUIREMENTS Essential Qualifications

Bachelor’s degree in human resources, or equivalent experience.

Minimum 5 years of hands‑on experience managing integrations, acquisitions, or complex cross‑functional projects.

Strong project management skills, attention to detail, ensuring accuracy and quality in project execution, documentation, and communication.

Exceptional communication and interpersonal skills with proven ability to build relationships and manage stakeholder expectations.

Ability to influence and drive changes at all levels of the organization.

Comfortable with ambiguity and capable of working independently.

Proficiency with project management software and collaboration tools (e.g., Microsoft Office, Microsoft Project, Teams).

Willingness to travel up to 20% to support integration activities onsite at acquired companies.

Preferred Qualifications

SHRM‑SCP, SPHR, CCP and/or MBA.

Experience with private equity, mergers and acquisitions, including end‑to‑end Human Resources due diligence and integration oversight.

Expertise with ADP or comparable HRIS system, ClearCo Applicant Tracking System (ATS) and Docebo Learning Management System (LMS).

Industry experience in community management, HOA, or related service sectors.

PHYSICAL REQUIREMENTS The physical requirements can vary, but generally, they may include:

Lifting: Minimal; must be able to lift and carry files, binders, or office materials weighing up to 10 pounds.

Mobility: Primarily sedentary role with occasional movement within the office or between meeting locations.

Working Conditions: Standard office environment or remote work setting (In‑office 2–3 days/week); minimal exposure to adverse conditions.

Personal Protective Gear: Not required under normal working conditions.

Extended Sitting or Standing: Prolonged periods of sitting at a desk, working on a computer, or attending meetings; occasional standing during presentations or events.

Manual Dexterity: Frequent use of hands for computer work, document handling, and other office equipment.

Driving: Occasional driving may be required for off‑site meetings, court appearances, or business events.

We are committed to creating an inclusive and accessible work environment. If you require reasonable accommodation in performing the job duties as described in the job description, discuss with your manager.

If driving is, or becomes, a requirement of the role, it is required, at all times, that you hold a valid state driver’s license for the class of vehicle you are driving, maintain a clean motor vehicle report, and hold current automobile insurance at statutory limits. You must notify Human Resources immediately regarding any change to your motor vehicle standing. CCMC may periodically review motor vehicle reports to ensure compliance with these requirements.

WHAT WE OFFER

Comprehensive benefits package including medical, dental, vision, and life insurance

Wellness program

Flexible Spending Accounts

Company‑matching 401k contributions

Paid vacation, holiday and volunteer time

Company‑paid Short‑term Disability

Optional Long‑term Disability

Employee assistance program

Optional Pet Insurance

Training and Educational Assistance

Perhaps most importantly, a service‑oriented team who is dedicated to your success!

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