Human Resources Manager

Fulcrum Real Estate Services•Tacoma, WA

34d•$45 - $50•Hybrid

About The Position

Fulcrum Real Estate Services, Inc. was founded to provide an owner-oriented, transparent, and holistic approach to property management. More than a service – at Fulcrum we take our agency relationship with our clients seriously and advocate for our clients’ best interests for the long term. If you are enthusiastic about creating positive working and living environments while embracing a collaborative leadership approach, we invite you to apply to learn more about Fulcrum! Summary: The Human Resources Manager is a standalone HR leadership position responsible for overseeing all human resources functions for a property management company. Reporting directly to the CEO/President, this role owns the full employee lifecycle — from recruiting and onboarding through performance management, employee relations, compliance, and offboarding — while serving as a trusted advisor to executive and property-level leadership. This position requires sound independent judgment, strong organizational skills, and the ability to manage competing priorities across a multi-site organization without daily oversight.

Requirements

Minimum of 5-7 years of progressive HR experience, including experience operating as a senior or sole HR leader; Washington State experience preferred.
SHRM (SHRM-CP/SHRM-SCP) or HRCI (PHR/SPHR) certification required.
Strong working knowledge of Washington L&I and unemployment processes, with the judgment to direct others in executing them.
Prior experience in property management, multi-family housing, or a similar multi-site industry preferred.
Demonstrated ability to delegate effectively and manage support staff on administrative HR functions.
Excellent communication and executive-advisory skills, with a calm, solutions-focused, emotionally intelligent approach to challenges.
Proven ability to handle sensitive and confidential matters with discretion, fairness, and sound judgment.

Responsibilities

Serve as the sole HR leader for the company, setting HR strategy and direction for employees across over 80 properties in four counties, delegating to support staff for day-to-day administrative execution.
Act as a trusted advisor to the CEO/President and the Senior Management team on workforce planning, organizational structure, and people-related risk.
Build and continuously improve HR systems, policies, and processes (onboarding, offboarding, performance, compliance) and delegate routine execution to support staff.
Own the employee handbook and ensure company-wide HR compliance with local, state, and federal law, escalating and resolving issues beyond routine administration.
Oversee recruiting and hiring strategy, including final review of job postings, interview design, and offer decisions; delegate scheduling and posting logistics to support staff.
Set onboarding and offboarding standards and ensure consistent execution; personally manage exceptions, sensitive separations, and cross-team coordination of multi-day onboarding program.
Direct the performance review cycle and employee tenure program, focusing on calibration and coaching; set training and development strategy (certifications, continuing education, succession planning), reviewing compliance tracking maintained by support staff.
Lead resolution of employee relations matters, conflicts, and sensitive or confidential situations requiring discretion and sound judgment.
Oversee L&I claims, unemployment claims, and wage garnishments (supported by PEO service), ensuring legal compliance; delegate form preparation and routine filing to support staff.
Monitor employee FLSA classifications in accordance with applicable wage laws and overall compliance exposure, advising leadership on risk mitigation.
Review and report on key HR metrics (turnover, retention, tenure, compensation benchmarking) to inform leadership decisions.
Serve as the executive point of contact for the HRIS/PEO platform (e.g., TriNet) and payroll vendor, escalating issues beyond what support staff can resolve.
Conduct annual compensation audits in partnership with Senior Management to ensure pay equity and market competitiveness.
Direct, train, and prioritize the workload of the HR assistant/support staff handling day-to-day administrative HR tasks.