Property Manager Application Job Description

Property Manager Job Description

Classification: Affordable Housing

Supervisor: Director of Affordable Housing 

Position Status: Exempt

Employment Status: Full Time

Revision Date: April 14th, 2026

Salary Range: $42,000 - $47,000

Position Summary / Objectives

Responsible for overall management, operations, and admissions for one or more properties in the Agency's conventional affordable housing programs (i.e., Project Based Voucher, Low Income Housing Tax Credit (LIHTC), State Referral Network etc.) and providing regular reports on fiscal and occupancy status.  The Property Manager is responsible for monitoring budgets, preparing reports of activities and fiscal status, monitoring operating practices and procedures. Responsible for the Agency receiving at least a satisfactory rating concerning HUD agency scoring systems and other future HUD required evaluation systems. 

Major Duties and Responsibilities

The duties listed below illustrate the various types of work that may be performed. The omission of specific statements regarding duties does not exclude them from the position if the work is similar, related, or a logical assignment in association with this position. Undertakes and performs the following and all other work-related duties as assigned.

• Ensures compliance with U.S. Department of Housing and Urban Development (HUD) guidelines and all applicable federal, state, and local housing regulations.
• Reviews applications, verifies income and eligibility, and maintains accurate resident data in required systems.
• Guides applicants and residents through leasing, recertification, and housing processes with professionalism and clarity.
• Oversees move-in/move-out procedures and ensures all documentation is complete and compliant.
• Manages annual recertifications and interim adjustments to maintain program eligibility and accuracy.
• Monitors occupancy, rent collections, and lease compliance, including addressing delinquencies and initiating actions when necessary.
• Conducts property inspections and ensures adherence to Uniform Physical Condition Standards (UPCS).
• Responds to resident concerns, resolves conflicts, and supports a positive and inclusive community environment.
• Collaborates with legal, social service, and community partners to support residents and enforce policies.
• Tracks performance metrics and prepares reports on occupancy, compliance, and operational effectiveness.

Knowledge, Skills. and Abilities Required

• Strong knowledge of U.S. Department of Housing and Urban Development (HUD) regulations, Fair Housing laws, and affordable housing compliance standards.
• Understanding of property management operations, including occupancy, leasing, and resident services.
• Proficiency in data management systems, reporting, and basic accounting for rent calculations and budgeting.
• Ability to interpret policies, analyze situations, and make sound, compliant decisions.
• Excellent communication and problem-solving skills, with the ability to work effectively with residents, staff, and community partners.

Bachelor's degree in business, Public Administration, or Social Sciences from an accredited college or university and at least five (5) years of progressively responsible experience in management or in an administrative capacity in property management or low-income housing, or an equivalent combination of education, training, and experience resulting in the ability to fulfill the essential job duties of the position.

The following Certifications must be obtained within one (1) year of employment or other allowable period of hire as authorized by the Executive Director or his/her designee:

Accredited Residential Manager          Occupancy Standards   

Rent Calculation                                    Enterprise Income Verification System 

Fair Housing                                           Uniform Physical Condition Standards 

Supervision Controls

The Property Manager receives instructions primarily from the Director of Affordable Housing. Normally, the employee plans and carries out work activities with minimal supervision and independently resolves problems that arise. The employee receives specific instructions when problems are brought to the attention of the supervisor and when the supervisor is contacted by the employee for direction. The employee's work is reviewed for accuracy and compliance with Agency policies, federal, state, and local regulations, and attainment of objectives.

The Property Manager gives instructions to subordinates that are generally broad and nonspecific; however, instructions are occasionally direct and specific to address a particular situation or problem. Employee monitors the work of subordinates for accuracy, completeness, conformity to policy, achievement of goals and objectives, evaluates employee job performance, and recommends hiring, training, firing, and disciplinary actions.

Guidelines

Guidelines followed by the Property Manager include established policies and procedures, traditional practices, published laws, regulations, handbooks, codes, and ordinances. Materials used vary with the project and the entities involved, and independent research is necessary depending on the activity requirements. These guidelines cover most job-related situations, and the employee is often required to use independent judgment in making decisions within established parameters and area of expertise. When unusual situations arise or when clarification or guidance is called for, the employee consults with the Director of Affordable Housing.

Complexity

The employee performs related duties following established and specific Agency policies and procedures, applicable local, state, and federal regulations, traditional practices, and information from training and reference materials. The course of actions is determined by the circumstances, assessment of critical issues, supervisor input, and by established procedures and applicable regulations. The employee may coordinate, integrate, and/or prioritize tasks. Routinely, the employee may adapt procedures to the circumstances and make decisions concerning resident or maintenance problems, collections, and property management issues using personal judgement based on prior experience. Difficulty may be experienced in making final application determinations and in applying appropriatiate HUD and PHA criteria in situations such as counting or exempting individuals' income.

Scope and Effect

Property Managers are key employees in the management and operation of affordable housing and their work affects residents, coworkers, Agency profitability, community groups, and support agencies on a continuing basis. Successful accomplishment of duties by the employee enhances the Agency's image in the community and its ability to meet its overall mission of providing housing that is decent, safe, and sanitary.

Personal Contacts

The employee's personal contacts are mostly with local officials (police, city council members, City Code Enforcement), outside service agencies, contractors, advertising contacts, social workers, other employees, and residents assisted by the Agency. The purposes of these contacts are to obtain or provide information, plan and coordinate, and to advise, motivate, influence, or direct subordinates or others, and justify, defend, negotiate, or resolve matters and issues concerning affordable housing. Contact often requires negotiation and/or handling of controversial matters, and may include dealing with skeptical, uncooperative, unreceptive, and hostile individuals, and potentially volatile situations.

Physical Requirements

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Work is principally sedentary but may involve some physical exertion during on-site visits with residents or staff members and inspections of units and/or facilities.
• Must be able to sit or stand for up to eight (8) hours at a time while performing essential work duties.
• Must be able to bend, stoop, push, and pull in the performance of essential job-related duties (e.g., moving or carrying objects or materials).
• Must be able to use fingers bilaterally and unilaterally to operate job-related equipment.
• Must have vision and hearing corrected to be able to perform essential job functions.
• Must be able to work around various fumes, odors, and dusts.
• Must maintain a professional appearance and portray a positive image for the Agency.
• Must maintain punctuality and attendance as scheduled.
• Must be able to perform essential job functions in an environment that will sometimes include increased levels of work-related stress.
• An employee may request reasonable accommodation to mitigate any of the physical requirements listed above.

Medicinal and Recreational Marijuana

Marijuana is a Schedule I controlled substance and is illegal under federal law. The Agency observes the common rule of the Federal Marijuana Law of the Controlled Substances Act (CSA) (21 U.S.C. § 811), which does not recognize the difference between medical and recreational use of marijuana and has established the required Drug Free Workplace Policy. Employees are NOT permitted to use or possess any form of marijuana for medical or recreational purposes. Any applicant for employment who tests positive for marijuana during a pre-employment drug screening shall be ineligible for employment with the Agency. Any applicant for employment who advises the Agency that he/she uses any form of marijuana will be ineligible for employment. The Agency is unable to grant a request for reasonable accommodation to use marijuana under any circumstance.

Work Environment 

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work involves the normal risks or discomfort associated with an office environment and is usually in an area that is adequately cooled, heated, lighted, and ventilated, but also involves working outdoors during visits to housing developments, sites, dwellings, or facilities.

Other Requirements

• Must possess a valid driver's license and maintain a good driving record.
• Must be available for occasional overnight travel for training.
• Must pass employment drug screening and criminal background check.
• Must work with the highest degree of confidentiality.

Expected hours: 40 per week

Benefits:

403(b)
Dental insurance
Health insurance
Mileage reimbursement
Paid time off
Vision insurance

Schedule: Monday to Friday
Education: Bachelor's (Preferred)
License/Certification: Driver's License (Preferred)
Work Location: In person

Read and Acknowledge

The Housing Authority of Champaign County is an Equal Opportunity Employer. This job description is subject to change and in no manner states or implies that these are the only duties and responsibilities to be performed. The duties herein are representative of the essential functions of this job. This job description reflects management's assignment of functions; however, it does not prescribe or restrict tasks that may be assigned. Nothing in this document restricts management's right to assign or reassign duties and responsibilities at any time. The qualifications listed above are guidelines, other combinations of education and experience that could provide the necessary knowledge, skills, and abilities to perform the job may be considered at the discretion of the Executive Director.

Employment with the Housing Authority of Champaign County is on an "at-will" basis. Nothing in this document is intended to create an employment contract, implied or otherwise, and does not constitute a promise of continued employment. 

The above statements describe the general nature, level, and type of work performed by the incumbent(s) assigned to this classification. They are not intended to be an exhaustive list of all responsibilities, demands, and skills required of personnel so classified. Job descriptions are not intended to and do not imply or create any employment, compensation, or contract rights to any person or persons. Management reserves the right to add, delete, or modify and/or all provisions of this description at any time as needed without notice. This job description supersedes earlier versions.