Job Title: House Manager / Residential Manager

Department: Residential Services

Reports To: Program Director, Residential Services Director, or Area Manager

FLSA Status: Exempt, Salaried

Location: Great Falls Montana

Salary / Hourly: $45,760year / $22 an hour

1. Position Summary

The House Manager / Residential Manager is the accountable operational leader of an assigned group home or supervised apartment serving adults with developmental disabilities. The Manager is responsible for maintaining an inspection-ready, safe, clean, welcoming, person-centered, and compliant home; directing staff; ensuring required coverage; overseeing participant services; and ensuring that state, DDP, Medicaid, company, personnel, incident, medication, and operational reports and records are accurate, complete, timely, and available for review. The Manager works under the oversight of the Program Director, Residential Services Director, or Area Manager but owns day-to-day execution within the assigned home.

THE MANAGER OWNS THE HOME’S DAILY OPERATIONS

The House Manager is expected to identify problems, organize corrective action, follow through to completion, verify results, and promptly escalate matters outside the Manager’s authority. Delegating a task does not remove the Manager’s responsibility to monitor it. The Manager may not assume that another employee, shift, department, or supervisor handled a required report, correction, staffing issue, or safety concern without verification.

2. Exempt Executive Management Role

This is a salaried executive-management position. The Manager’s primary duty is management of the assigned residential home or recognized operational unit. The Manager customarily and regularly directs the work of at least two full-time employees or their equivalent and exercises meaningful judgment over staffing, assignments, performance, compliance, safety, documentation, and daily operations. The Manager’s recommendations concerning hiring, discipline, advancement, promotion, reassignment, and other employee-status decisions are expected to receive particular weight, subject to final company authority and policy.

The annual salary is $45,760, paid on a salary basis through the company’s regular payroll schedule. The position is not expressed or administered as an hourly role. The Manager must work the management schedule and additional reasonable hours necessary to fulfill assigned responsibilities, including scheduled on-call and emergency-response obligations, consistent with company policy and applicable law.

3. Essential Management Duties and Performance Expectations

Plan, organize, direct, monitor, and continuously improve daily operations of the assigned home in accordance with Montana DDP, Medicaid, participant plans, company policies, and management direction.

Maintain the home in continuous readiness for announced or unannounced state, DDP, Medicaid, fire/life-safety, licensing, quality-assurance, and company review.

Ensure adequate staffing, required ratios, safe assignments, schedule coverage, proper handoffs, call-off response, overtime awareness, and escalation of unresolved vacancies or unsafe coverage.

Direct, supervise, coach, and evaluate Team Leads, DSPs, Residential Counselors, and other assigned staff; establish clear expectations and follow up on performance.

Ensure current PSPs, behavior support plans, healthcare protocols, diets, restrictions, rights protections, emergency instructions, and participant-specific competencies are implemented consistently.

Monitor participant health, safety, welfare, dignity, rights, choice, community inclusion, appointments, transportation, medication support, finances when assigned, and quality of life.

Coordinate home supplies, food, household routines, maintenance requests, vehicle concerns, environmental safety, and approved purchasing within delegated limits.

Serve as the primary operational liaison with participants, families, guardians, case managers, healthcare providers, pharmacies, interdisciplinary teams, and authorized company departments.

Attend required leadership, service-planning, quality-assurance, incident-review, staffing, and participant meetings; complete assigned follow-up by the stated deadline.

4. Reports, Records, and Compliance Accountability

Ensure all state, DDP, Medicaid, company, participant, employee, medication, incident, scheduling, training, and operational reports are accurate, complete, submitted on time, and retained in the required system or file.

Review progress notes, service logs, Therap/AxisCare entries, behavior data, medication records, incident reports, communication logs, appointment records, and other documentation for timeliness, consistency, objective language, and required correction.

Track corrective items from audits, inspections, incident reviews, management directives, healthcare orders, and quality-assurance findings through verified closure.

Maintain organized, current, secure home records and ensure outdated plans are removed or clearly superseded so staff use the current authorized instructions.

Immediately disclose late, missing, inaccurate, falsified, or potentially noncompliant documentation. The Manager may not backdate, conceal, direct others to falsify, or allow unsupported billing or service verification.

Use and oversee required systems, including Therap, AxisCare, BambooHR, approved communication platforms, incident systems, medication records, and other company systems.

5. Staffing, Supervision, and Personnel Management

Create, maintain, and communicate schedules; review attendance, tardiness, call-offs, coverage, timekeeping, and staffing trends; escalate payroll or overtime concerns promptly.

Interview candidates or participate in selection as assigned; make documented recommendations concerning hiring, retention, discipline, promotion, reassignment, and termination.

Conduct onboarding, home orientation, coaching, documented supervision, performance evaluations, corrective counseling, and follow-up within delegated authority and company procedures.

Verify that employees are assigned only to duties for which required background clearances, training, certifications, licenses, competencies, driver qualifications, and participant-specific reviews are current.

Address unsafe or noncompliant work immediately; protect participants; preserve evidence; notify management and Human Resources; and avoid promises or actions outside delegated authority.

Create a professional workplace where employees can perform without hostility, intimidation, favoritism, retaliation, gossip, humiliation, exclusion, or disruptive conflict.

6. Mandatory Training and Completion Deadlines

The Manager must personally complete applicable employee training and is also accountable for monitoring staff completion. “Completed” means the training is finished, any required test or competency is passed, and acceptable evidence is verified in the personnel or training file.

7. Medication, Health, and Appointment Oversight

The Manager must ensure that medication duties are performed only by currently authorized personnel; required certifications and rosters are current; medication records, counts, storage, disposal, orders, pharmacy communications, and incident follow-up are complete; and identified discrepancies are immediately protected, reported, investigated through authorized channels, corrected, and monitored. Training or a passing test alone does not authorize medication duties.

Coordinate appointments, orders, follow-up, transportation, guardian/case-manager notification, and integration of current healthcare instructions into the home record.

Ensure staff understand and implement participant-specific health, dietary, allergy, seizure, choking, mobility, infection-control, and emergency protocols.

Immediately escalate changes in condition, missed medication, medication error, refusal, hospitalization, emergency response, or failure to obtain needed healthcare.

8. Incident Management, Mandatory Reporting, and Quality Assurance

The Manager is a mandatory reporter and must ensure immediate protection and reporting of suspected abuse, neglect, exploitation, mistreatment, rights violations, unsafe conditions, inadequate supervision, medication errors affecting safety, and other reportable events. The Manager must follow current incident-management timelines, notification requirements, evidence-preservation instructions, non-retaliation protections, corrective-action processes, and regulatory or company reporting channels.

The Manager must review incidents for immediate safety, completeness, contributing factors, staff response, plan compliance, training needs, environmental concerns, recurring patterns, and required follow-up. The Manager may not delay reporting while attempting to resolve the matter internally.

9. Schedule, On-Call, Emergency Coverage, and Relief

MANAGEMENT COVERAGE RESPONSIBILITY

The Manager is responsible for actively coordinating safe staffing and escalating unresolved coverage needs. The Manager may not knowingly leave participants without required supervision or permit an employee to leave before approved relief and handoff. When necessary, the Manager may be required to report to the home, remain beyond a planned schedule, provide qualified coverage, or continue coordinating coverage until management approves a safe arrangement. On-call duties require prompt availability, response, documentation, and escalation.

The work schedule may include days, evenings, nights, weekends, holidays, meetings, training, inspections, transitions, and emergency response. Being salaried does not eliminate attendance, availability, communication, or on-call expectations. The Manager must maintain a reliable method of contact, report absences under policy, arrange or escalate coverage, and communicate operational status to the assigned director.

10. Integrity, Confidentiality, Leadership Culture, and Boundaries

MANAGERS ARE HELD TO THE HIGHEST INTEGRITY STANDARD

The Manager must be honest, ethical, consistent, and accountable, including when no director is present. Integrity governs participant care, reports, records, timekeeping, staffing, investigations, discipline, communication, purchasing, medication oversight, billing support, confidentiality, and follow-through. Concealment, falsification, retaliation, knowingly misleading others, favoritism, misuse of authority, or failure to report a safety or compliance concern is prohibited.

The Manager must create a home in which participants feel safe, comfortable, respected, and at ease in their own space, and a workplace in which employees can perform without hostility, intimidation, gossip, unnecessary conflict, bullying, retaliation, or disruptive negativity. Managers must address concerns professionally, privately when appropriate, and through authorized channels.

Employee personnel matters, discipline, attendance, wages, complaints, investigations, staffing disputes, management decisions, and non-public company operations may not be discussed with participants, families, visitors, or unauthorized persons. Participants may not be used as confidants, messengers, witnesses, or sources of support in workplace disputes. Nothing prohibits legally protected communications or good-faith reports to regulators, law enforcement, government agencies, Human Resources, or other protected channels.

Unless expressly authorized in writing, employees and managers may not conduct religious instruction, spiritual counseling, worship, recruitment, persuasion, or promotion of personal religious, political, philosophical, or ideological beliefs while acting for the company. Approved logistical support may be provided for participant-chosen activities under the participant’s plan.

11. Authority, Required Consultation, and Prohibited Actions

The Manager may direct work, assign duties, correct unsafe practices, conduct documented coaching, make scheduling decisions within approved parameters, recommend personnel action, protect participants, preserve evidence, and take other immediate operational steps permitted by policy. Final authority over compensation, benefits, formal leave determinations, clinical treatment, participant-plan changes, restrictive procedures, legal positions, regulatory disclosures outside established channels, and certain hiring or termination decisions remains with authorized company leadership, Human Resources, or qualified professionals.

The Manager must consult or escalate when a matter exceeds training, delegation, budget, clinical authority, policy, or legal requirements. The Manager may not promise raises, conceal overtime, direct off-the-clock work, retaliate, destroy records, interfere with reporting, conduct unauthorized surveillance or searches, make unsupported clinical decisions, alter participant plans, or create unofficial rules conflicting with law, policy, or participant rights.

12. Minimum Qualifications

High school diploma, GED, or equivalent required; associate’s or bachelor’s degree in human services, social work, psychology, business, healthcare administration, or a related field preferred.

Experience working with individuals with developmental disabilities required; at least two years of supervisory or management experience in residential, healthcare, behavioral health, or human services preferred.

Demonstrated ability to direct employees, manage schedules and crises, analyze documentation, meet deadlines, conduct follow-through, communicate professionally, and exercise independent judgment.

Valid driver’s license and acceptable driving record when transportation is assigned; reliable transportation; legal work eligibility; and successful completion and maintenance of required background and exclusion screenings, training, certifications, and competencies.

13. Physical Requirements and Work Environment

The position may require extended standing and walking; bending, kneeling, reaching, and active movement; personal-care assistance; transfers and mobility support; lifting and carrying up to 50 pounds; emergency response; driving; and approved physical intervention consistent with training and participant plans. Work occurs in residential homes, participant residences, community locations, vehicles, offices, and other service settings and may involve bodily fluids, challenging behaviors, fast-paced or crisis situations, interruptions, and substantial responsibility for health and safety. Reasonable accommodations may be available under applicable law; contact Human Resources to request an accommodation.

14. Performance Accountability

Performance is evaluated through home readiness; inspection and audit results; participant health, safety, rights, and quality of life; staffing stability; report and documentation timeliness; medication and incident compliance; employee training and performance; schedule and on-call reliability; budget and supply stewardship; communication; corrective-action closure; integrity; leadership culture; and responsiveness to director, Human Resources, quality, clinical, and regulatory direction. Failure to manage, verify, escalate, or follow through on assigned responsibilities may result in corrective action up to removal from management or termination.

15. Job Description Administration

This description identifies principal duties and requirements but is not exhaustive. Infinity Healthcare Services may modify duties, assignments, schedules, policies, operational procedures, reporting relationships, work units, and locations as needed, consistent with applicable law. This description does not create a contract of employment or alter the at-will relationship. The exempt classification depends on the position’s actual primary duties and must be administered consistently with applicable wage-and-

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