Senior Human Resources Manager

Arboreal Management•Seattle, WA

8d•$95,000 - $120,000•Hybrid

About The Position

Arboreal's mission is to build community, dignity, and opportunity into every home we manage. We are a mission-driven property management company focused on affordable and workforce housing, caring for roughly 8,500 homes across more than 130 properties in Washington and Oregon — and we are growing fast. Our team of about 220 people, a mix of employees and independent contractors in the Pacific Northwest and the Philippines, is what makes that mission real for our residents every day. Our teams take care of our residents. This role takes care of our teams. As our Senior Human Resources Manager, you'll bring the same care to the people who keep our properties running — our maintenance technicians, leasing associates, property managers, and the teams behind them — so they're hired well, supported well, and given a real chance to grow. This is a people leadership role with a seat at the table. You'll be a trusted advisor to our entire executive team on everything people-related: how we organize as we grow, where we need to strengthen leadership, and the people side of our biggest decisions. We promise our people clear roles, regular feedback, and opportunities to level up — and we're looking for someone who can help us keep that promise as we scale. You'll have a capable team alongside you. Our Recruiter and Payroll Administrator report to you and run the day-to-day of hiring and payroll, so your energy can go toward the bigger picture: shaping the programs and practices that help our people do their best work.

Requirements

7+ years in HR, including at least 3 leading an HR or people function or a significant part of one
Built people programs from the ground up — performance management, training, compensation, or talent strategy — and can tell us what changed because of them
Advised senior leaders and are comfortable being a thought partner to an executive team
Understand frontline and multi-site workforces, and have supported a mix of employees and contractors
Led workplace investigations and kept a company compliant across multiple states and cities
Think in systems but still enjoy rolling up your sleeves
Can hold your own with executives and still be someone a maintenance tech trusts

Nice To Haves

Experience in property management, hospitality, healthcare, or retail
SHRM or HRCI certification
Supporting an offshore team
Comfort using AI to reduce manual HR work

Responsibilities

Finding the right people. Partnering with our Recruiter and hiring managers to get clear on what great looks like in each of our key roles, reach the candidates who fit, and make hiring decisions with confidence. Quality of hire matters more to us than speed alone.
Helping people grow and perform. Creating a performance approach that feels like ongoing, honest conversation rather than an annual form — and pairing it with onboarding, training, and manager development that help people succeed.
Rewarding what matters. Taking a fresh look at our bonus program and incentive structures — from leasing commissions to annual bonuses — so they reward great resident experiences, strong teams, and performance. This includes helping shape a clear, fair approach to compensation and keeping our benefits competitive.
Keeping people connected. Our people work across more than 130 properties and two countries, as employees and as contractors. Listening to what they need, acting on what we hear, and making sure great work at a property is seen by leadership.
Being the trusted resource. When a manager or team member needs HR — a conduct concern, a complaint, an accommodation, a difficult conversation — you're the person they call. That includes leading workplace investigations with fairness and care, and giving managers practical guidance they can use right away.
Keeping our foundation strong. Making sure we stay compliant with federal, Washington, and Oregon employment law and the local rules in cities like Seattle and Tacoma; keeping our policies and handbook current; partnering with Operations on safety for our site teams; and turning our HR data into insight leadership can act on — with help from AI and our own proprietary platform wherever it saves time.