Regional Property Manager

Regional property management roles at established Midwestern ownership groups tend to be substantive in a way that third-party fee management gigs often aren't. You're accountable to an owner with a long memory and real skin in the game, not just a client who can pull the contract. Ackermann Group has been in Cincinnati-area real estate since 1938, and that kind of institutional continuity usually means defined expectations, real capital commitment, and a culture that takes asset stewardship seriously.

What the Role Actually Covers

This is a conventional market-rate multifamily position with full portfolio oversight. You'll own the operating performance of your assigned properties: occupancy, NOI, delinquency, budget variance, the works. That means pulling apart T-12s, writing budget narratives that hold up to scrutiny from ownership and asset management, and having an honest read on where your properties sit relative to the local competitive set.

On the leasing side, you'll be setting and adjusting marketing and leasing strategies based on actual market conditions. Traffic, conversion, concessions, renewal exposure, MTM burn-off. This isn't a role where you rubber-stamp what the on-site manager tells you.

You'll also carry real people-management responsibility. Hiring, coaching, performance management, and professional development for on-site teams. Regional managers often underestimate how much of the job is diagnosing why a property is underperforming and tracing it back to a staffing or training issue rather than a market issue. That diagnostic skill matters here.

• Bachelor's degree and at least 5 years of progressive multifamily experience
• Minimum 2 years in a supervisory or management capacity
• Conventional market-rate housing background (not affordable, not LIHTC)
• Solid foundation in budgeting, variance analysis, and financial reporting
• Proficiency in Yardi or comparable property management software
• Strong working knowledge of Fair Housing laws and standards
• Willingness to travel across the portfolio

What Separates Strong Candidates Here

The candidates who struggle in regional roles are usually the ones who were exceptional on-site managers but haven't made the mental shift to managing through others rather than doing the work themselves. At this level, your job is to build the conditions for on-site teams to perform, not to step in and run the leasing office when things get tight.

The candidates who thrive tend to read financials fluently, communicate credibly with ownership and asset management, and know how to have hard conversations with on-site staff without letting problems fester. They also tend to have a genuine feel for market positioning: when to hold rate, when to push occupancy, and when a capex ask is actually justified versus cosmetic.

Growth and Culture

Ackermann offers the kind of benefits package you'd expect from a company that's been around long enough to know that retention matters: medical, dental, vision, 401k with company match, PTO, an employee rent discount, and career coaching. For a regional manager, the natural trajectory from here runs toward VP-level operations or asset management, particularly within an ownership group that controls its own portfolio and makes its own capital decisions. That's a different path than cycling through fee management shops, and for some people it's the better one.