The Housing Contracts Team Lead works closely with assigned staff in assuring timely and correct delivery of related ACC tasks; directly related to processing monthly HAP vouchers, rent adjustments, contract renewals and special claims. Any staff deficiencies observed by the Housing Contracts Team Leader will be recorded in accordance with corporate policy and reported to Area Manager and Human Resources.
The Housing Contracts Team Lead is responsible for in-house office staff assigned to carry out ACC tasks in remote locations, be responsive to NY HTFC Contract Administration and Quality Assurance personnel, and work closely with the Area Manager and Finance. The Lead is responsible for in-house office staff assigned to carry out ACC tasks in remote locations, be responsive to NY HTFC Contract Administration and Quality Assurance personnel, and work closely with the Area Manager and Finance.
Your future duties and responsibilities
1.Manages and maintains an on-site staff of Business Processing Specialists.
2.Organizes and oversees the work activities of staff to ensure effective contract administration of Section 8 contracts within the assigned region in accordance with HUD statutes, regulations and notices.
3.Ensures the performance of core tasks assigned to the Asset Management Center are completed in an accurate and timely manner.
4.Monitors the overall productivity of staff and quality of work to continuously improve overall processing performance.
5.Monitors the performance of individual landlords and facilitates corrective action to improve property conditions, and administrative transactions.
6.Works through the Area Manager, State Manager and Client Relations Manager to improve coordination and communication with the local HUD Office.
7.Requires property owners under contract to comply with the terms of the HAP contract for covered units and take vigorous action to enforce the terms.
8.Works in collaboration with Human Resources, to ensure necessary HR related responsibilities are completed in required timeframes.
9.Maintains good relations with owners, residents and their representatives, neighborhood groups and local governments.
10.Provides NY PBCA with data and records requested by HUD in a timely manner.
Required qualifications to be successful in this role
• Associate's degree is required (Bachelor's degree preferred) OR significant relevant experience in lieu of education will be considered.
• Must have expereince being a team lead and/or supervising a team of people.
• Leadership, project management, mentoring, and member development skills are required.
• Professional, organized, and able to manage multiple tasks each with varying deadlines.
• Proficiency with Microsoft office, particularly Outlook, Excel, and Word.
• Effective written and verbal communication skills.
CGI is required by law in some jurisdictions to include a reasonable estimate of the compensation range for this role. The determination of this range includes various factors not limited to: skill set level; experience and training; and licensure and certifications. CGI typically does not hire individuals at or near the top of the range for their role. Compensation decisions are dependent on the facts and circumstances of each case. A reasonable estimate of the current range for this role in the U.S. is $47,200 - $82,600.
Insights you can act on
While technology is at the heart of our clients' digital transformation, we understand that people are at the heart of business success.
When you join CGI, you become a trusted advisor, collaborating with colleagues and clients to bring forward actionable insights that deliver meaningful and sustainable outcomes. We call our employees "members" because they are CGI shareholders and owners and owners who enjoy working and growing together to build a company we are proud of. This has been our Dream since 1976, and it has brought us to where we are today - one of the world's largest independent providers of IT and business consulting services.
At CGI, we recognize the richness that diversity brings. We strive to create a work culture where all belong and collaborate with clients in building more inclusive communities. As an equal-opportunity employer, we want to empower all our members to succeed and grow. If you require an accommodation at any point during the recruitment process, please let us know. We will be happy to assist.
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Qualified applicants will receive consideration for employment without regard to their race, ethnicity, ancestry, color, sex, religion, creed, age, national origin, citizenship status, disability, pregnancy, medical condition, military and veteran status, marital status, sexual orientation or perceived sexual orientation, gender, gender identity, and gender expression, familial status, political affiliation, genetic information, height, weight, or any other legally protected status or characteristics.
CGI provides reasonable accommodations to qualified individuals with disabilities. If you need an accommodation to apply for a job in the U.S., please email the CGI U.S. Employment Compliance mailbox at [email protected]. You will need to reference the Position ID of the position in which you are interested. Your message will be routed to the appropriate recruiter who will assist you. Please note, this email address is only to be used for those individuals who need an accommodation to apply for a job. Emails for any other reason or those that do not include a Position ID will not be returned.
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All CGI offers of employment in the U.S. are contingent upon the ability to successfully complete a background investigation. Background investigation components can vary dependent upon specific assignment and/or level of US government security clearance held. CGI will consider for employment qualified applicants with arrests and conviction records in accordance with all local regulations and ordinances.
CGI will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with CGI's legal duty to furnish information.