Human Resources Manager

Human Resources ManagerArboreal Management is an affordable housing owner, developer, and property manager across Washington and Oregon. We manage roughly 8,500 units with about 220 employees, and we are growing fast. Alongside our property operations, we build Maynard, our own AI platform for accounting and operations. Our mission is to deliver quality housing people can afford — run by a team that is well supported and well led.About the RoleThe Human Resources Manager leads Arboreal Management's human resources function, providing both strategic direction and hands-on support across a workforce of approximately 220 in Seattle, Portland, Tacoma, and the Philippines, comprising both employees and independent contractors. Arboreal Management is a mission-driven housing firm managing approximately 8,500 units across company-owned properties and third-party management contracts. This role owns the full scope of HR operations — recruiting, onboarding, payroll, performance management, compensation and benefits, employee relations, compliance, training and development, and HR analytics — and is responsible for building a well-run, compliant, and scalable HR function that keeps pace with the company's growth. The position supervises the Recruiter and the Payroll Administrator and is accountable for the results of both functions. The Human Resources Manager partners closely with leadership and managers across the organization, using data and HR best practices to inform decisions while remaining willing to execute hands-on HR work day to day.Duties & ResponsibilitiesTeam Leadership and Functional OversightSupervise the Recruiter and the Payroll Administrator, carrying out supervisory responsibilities in accordance with company policy and applicable law — including interviewing, hiring, and training; planning, assigning, and directing work; appraising performance; rewarding and disciplining; and addressing complaints and resolving problemsHold accountability for recruiting outcomes, including time-to-fill, pipeline health for high-volume frontline roles, source effectiveness, offer-acceptance rates, and candidate experienceHold accountability for payroll outcomes, including accuracy, on-time processing of each cycle, and timely resolution of pay discrepanciesEstablish and maintain standards, service levels, and documented procedures for the recruiting and payroll functionsReview and approve work carrying elevated risk or cost, including offers outside approved ranges and off-cycle or retroactive pay adjustmentsBuild depth and cross-coverage within the team so that recruiting and payroll continue uninterrupted during absencesRecruiting and OnboardingDevelop and implement effective recruiting strategies to attract top talent, and oversee the full recruitment cycle from job posting through offer negotiationDirect recruiting priorities across corporate and site-level roles, including the high-volume frontline hiring that drives most of the company's headcount growthAdvise hiring managers on interview quality, selection criteria, and internal candidates, and maintain consistency in offers and compensation across rolesCreate and oversee a comprehensive onboarding program so that new hires are set up for success from day one, and personally facilitate new-hire orientationConfirm the intended worker classification for each opening before an offer or engagement letter is issued, and administer the corresponding onboarding paperworkOversee the handoff from accepted offer through first day across the recruiting, payroll, and HR functionsEmployee RelationsServe as the first point of contact for staff across corporate, site, and Philippines-based teams on questions, concerns, and workplace conflictsAddress employee concerns and conflicts promptly to promote a positive work environmentConduct workplace investigations, including intake, witness interviews, contemporaneous documentation, findings, and recommended actionCoach managers through difficult conversations, performance documentation, performance improvement plans, accommodations, and terminationsMediate conflicts between individuals and between teams, and address issues before they escalateIdentify patterns across complaints, exits, and site-level issues, and escalate systemic problems with recommended remediesMaintain confidentiality and handle sensitive personnel information with discretionPerformance, Training, and DevelopmentDevelop and implement performance evaluation systems, and administer the review cycle end to end including calibration, scheduling, completion tracking, and follow-upConduct regular performance reviews and coach managers on employee developmentIdentify training needs and develop or source programs that enhance skills and support career growthDeliver manager training, including guidance on documentation, difficult conversations, and directing staff appropriatelySupport career-path and internal advancement conversations, particularly for site-based staff moving into managementCompensation, Benefits, and PayrollOversee compensation and benefits programs, ensuring they remain competitive and aligned with company valuesManage relationships with benefits providers and brokers, and serve as the day-to-day contact for staff benefits questionsAdminister benefits enrollment, qualifying-event changes, terminations, and annual open enrollmentManage leave, accommodations, paid time off, and Washington L&I claims from first notice through return to workOversee payroll processing to ensure accuracy and timeliness, reviewing each cycle before release and resolving exceptions with the Payroll AdministratorCollaborate with the accounting team to maintain seamless payroll operations, including lifecycle changes such as promotions, transfers, compensation changes, and offboardingEngagement, Culture, and InclusionLead initiatives that foster a positive company culture and high levels of engagementOwn the engagement program, including survey design, administration, analysis, and follow-through on resultsChampion diversity, inclusion, and equity in hiring practices and company cultureDevelop and administer recognition programs, and ensure site-level contributions are visible to company leadershipLead company-wide communications and connective events across a geographically distributed workforce, including coordination across time zones with the Philippines-based teamConduct stay and exit interviews, and act on what they reveal about retentionCompliance, Policy, and SafetyEnsure compliance with all relevant employment laws and regulations across the company's Washington and Oregon operations, monitor changes in employment law, and update company policies accordinglyCoordinate with the Philippines team on local engagement and compliance requirementsDevelop, implement, and maintain HR policies, procedures, and the employee handbookMaintain worker classification records, assess classification against applicable federal and state tests, and recommend corrections to the Chief Financial Officer where an engagement appears misalignedEnsure staff comply with company employment and safety practices as well as applicable local, state, and federal lawEnsure hiring and pay practices meet applicable requirements, including pay-transparency and pay-equity obligationsMaintain personnel files, employment eligibility records, and contractor agreements and tax forms to audit standardMaintain required workplace postings, regulatory filings, and assigned compliance training, and support audits and agency inquiriesHR Analytics and ReportingCollect and analyze HR data to provide insight on workforce trends and inform strategic decision-makingTrack and report retention and turnover by role, location, and manager, and bring the underlying drivers forward with recommended actionReport human resources, hiring, and payroll results to the Chief Financial Officer on a regular cadenceMaintain the HRIS as the system of record for workforce data, organizational structure, and documentationGeneralAdhere to all company policies and proceduresPerform other duties as requiredWhat You Bring• 7+ years of progressive HR experience with real depth in employee relations.• Direct experience conducting workplace investigations and documenting them defensibly.• A track record of coaching managers — not just advising them, but changing how they handle their people.• Experience running engagement, retention, or culture programs and measuring whether they worked.• Working knowledge of federal and multi-state employment law, including Washington and Oregon.• Experience with benefits administration, leave management, and an HRIS.• Sound judgment and real discretion — you will hold things people tell no one else.• The