Field Scheduler

Our team is united and driven by our mission and vision, whose goal is creating a better future for housing in the U.S., one with more possibilities, choices, and freedoms. Through our products and services, our employees contribute solutions to America’s greatest housing challenges, and make a positive difference in our residents’ lives. As we expand our portfolio, these gains are returned to them through increased investment in our training and benefits offerings, and their career growth. Our leadership maintains a regular cadence of company-wide communications and regional town halls, through which we engage employees in our shared progress and successes.

Our employees are at the heart of each of our values. “We care about people”: We take care of each other, so that together we can take care of the people we serve. “We make it simple”: We simplify a basic need so that people can focus on what’s important to them. And we’ve designed our entire organization with that principle. We look to streamline and innovate to make life easier for our residents. “We hold ourselves accountable”: We lead with integrity and earn the trust of those who rely on us by doing the right thing.

Our CEO models each of AMH values, which align with and are reinforced by our core competencies. These were defined during a leadership retreat meeting in 2017, in which he specifically advocated for the inclusion of Values Differences: the guiding principle behind our DEI platform and inspiration behind our Valuing Differences program. He oversees our DEI strategy as outlined in our Human Rights Statement, and regularly meets with HR to provide feedback and guidance around related initiatives. When the Valuing Differences program idea was presented to the executive team, he personally requested that all team members participate annually.

To cultivate a culture of respect, we host an ongoing conversation workshop called Valuing Differences through which our team learns tools to strengthen our ability to generate understanding and empathy, and clear our bias lens. During the first session, which focuses on awareness, we discuss the broad range of differences we might encounter in the workplace: visible and invisible traits that we may not be conscious of in our bias. Our second session focuses on developing skills for connection and effective communication, which supports collaboration. Both are designed to foster acceptance, respect, and value for the differences every team holds.

We believe that collaboration happens when team members feel like they can bring their authentic selves to work. To create a collaborative workplace in which employees feel psychologically safe in their environment, AMH invests in building and cultivating trust by: hosting regular virtual and in-person town halls with leadership to foster transparency; implementing a pulse survey platform, Workday Peakon Employee Voice, which invites dialogue on a regular and anonymous basis, and maintains accountability; offering effective communication training through our TACT Communication Essentials workshop; and sponsoring Employee Resource Groups to support a culture of belonging and respect.