Senior Human Resources Manager

Plymouth Housing Group•Seattle, WA

1d•$117,978 - $132,891•Hybrid

About The Position

Plymouth Housing is a nonprofit organization that develops and operates permanent supportive housing for single adults who have experienced chronic homelessness. The Senior Human Resources Manager leads day-to-day HR operations supporting more than 500 employees in a unionized environment. Working closely with the Director of HR, this role translates HR strategy into effective practices across labor and employee relations, compensation, benefits, HR systems, compliance, and performance management. The manager leads a team of four HR professionals—two HR Business Partners and two Total Rewards Specialists—and partners with leaders throughout the organization to resolve complex issues, strengthen manager effectiveness, and improve the employee experience. This hands-on leadership role requires sound judgment, trust-building across differences, and a balance of immediate needs with long-term improvements to systems and service delivery. The position is based in the Greater Seattle Area, Washington, with a hybrid work arrangement. It is full-time and includes a comprehensive benefits package. The stated salary range is $117,978–$132,891; new hires may earn from the minimum to the midpoint of the pay scale, considering education and experience.

Requirements

At least eight years of progressively responsible HR experience, including at least four years in supervisory or leadership roles.
Experience supporting a unionized workforce.
Demonstrated success leading HR operations across multiple functions and managing teams through organizational growth, compliance initiatives, or system implementations.
Proficiency with ADP Workforce Now.
Bachelor’s degree in Human Resources, Business Administration, Labor Relations, or a related field, or equivalent relevant professional experience.
Broad HR expertise spanning labor relations, employee relations, compensation, benefits, compliance, HR systems, and performance management.
Knowledge of collective bargaining agreement administration, grievance processes, and employee representation rights, including Weingarten rights.
Knowledge of Washington employment practices, including workers’ compensation, Paid Family and Medical Leave, accommodations, and wage compliance.
Ability to lead specialized teams with clear direction, accountability, and support for professional growth.
Sound judgment and discretion in sensitive employee matters and competing organizational needs.
Ability to communicate complex policies and requirements clearly and provide practical, collaborative guidance.
Ability to use data to identify trends, solve problems, and recommend improvements.
Ability to design effective processes and follow through on implementation while balancing daily demands and longer-term priorities.
Ability to build trust and work respectfully with people from diverse backgrounds and lived experiences, communicating with self-awareness and humility.

Nice To Haves

HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP; strongly preferred.
Experience in nonprofit or healthcare settings.
Experience with 403(b) plan administration and grant compliance.
Familiarity with Yardi or Salesforce.

Responsibilities

Lead and develop the HR team by setting expectations, coaching staff, establishing service standards, and coordinating work across specialized HR functions.
Oversee daily HR operations, including onboarding, employee transitions, performance management, corrective actions, and offboarding, with consistent and equitable application of policies across union and non-union staff.
Partner with the Labor Relations HR Business Partner on collective bargaining agreement administration, grievances, and Labor-Management Committees.
Guide complex employee investigations with attention to fairness, documentation, and risk mitigation.
Oversee employment-related reporting, audits, leave and accommodation practices, and compliance with applicable federal, Washington State, and local requirements.
Oversee benefits, annual open enrollment, vendor relationships, compensation structures, market and internal equity reviews, job evaluations, and wage adjustments.
Partner with Payroll to implement union wage requirements accurately.
Optimize ADP Workforce Now, maintain data integrity, develop reporting, and streamline workflows through procedures, technology improvements, and automation.
Lead the performance management cycle and partner with leadership to provide training on employee relations, progressive discipline, union contract requirements, and trauma-informed practices.
Establish HR performance measures and use workforce trends to recommend improvements to retention, engagement, compliance, and operations.
Oversee the HR operating budget, vendor contracts, and expenses.
Support organizational transitions, crisis response, and timely policy implementation.