Senior Human Resources Manager | Bellevue, WA

Threadline Wealth • Bellevue, WA

11d • $135,000 - $170,000 • Hybrid

About The Position

Threadline Wealth is seeking an experienced, forward-thinking Senior Human Resources Manager to lead the firm's HR function and serve as a strategic partner to business leadership. The role develops and executes people strategies that support employees, strengthen organizational effectiveness, and align with the firm's growth. It combines strategic guidance with hands-on execution across talent acquisition, performance management, employee development, employee relations, organizational planning, HR compliance, and day-to-day operations.

The position independently manages internal HR operations while leveraging the firm's Professional Employer Organization (PEO) platform and resources, serving as the primary internal liaison with the PEO and retaining ownership of internal HR priorities. The manager works with leaders and employees across the organization, evaluates and improves HR practices, and supports total rewards planning, including benefits, compensation, and other rewards. Professional services experience is strongly preferred.

The position is based in Bellevue, Washington, with an anticipated hybrid arrangement involving regular in-office collaboration approximately one to two days per week. Remote-work flexibility is supported, with occasional travel for team meetings and visits to other firm locations across the West Coast. The position is classified as exempt under applicable wage and hour laws. Base salary is $135,000–$170,000, commensurate with experience, with discretionary bonus compensation potentially available based on individual and firm performance.

Requirements

• At least 8 years of progressive human resources experience, including experience in an HR management, senior generalist, or HR business partner capacity.
• Ability to independently manage HR functions while providing strategic guidance and practical solutions to business leaders.
• Strong knowledge of federal and state employment laws, HR compliance requirements, employee relations, and employment practices.
• Experience advising managers and leadership on performance management, employee development, organizational effectiveness, and sensitive employee matters.
• Hands-on experience managing recruiting, onboarding and offboarding, benefits coordination, leave administration, and other employee lifecycle processes.
• Experience developing, implementing, and improving HR policies, programs, and processes to support business needs.
• Strong business judgment, discretion, and ability to handle complex or sensitive employee situations professionally.
• Ability to balance strategic priorities with day-to-day operational responsibilities in a growing and evolving organization.
• Strong business acumen and ability to align HR practices and recommendations with organizational objectives.
• Excellent interpersonal and communication skills, with the credibility to advise, influence, and constructively challenge business leaders.
• Sound judgment, professionalism, and discretion when handling sensitive employee matters and confidential information.
• Strategic and analytical thinking, including the ability to identify organizational needs, anticipate challenges, and develop actionable solutions.
• Strong organization, attention to detail, accountability, independent prioritization, and follow-through.
• Adaptability and resourcefulness when navigating ambiguity, evolving processes, and changing business needs.
• Collaborative and approachable manner, with the ability to build trusted relationships across all organizational levels.
• Hands-on, solutions-oriented approach and willingness to manage both strategic initiatives and routine HR responsibilities.
• Proactive approach to improving processes, employee experiences, and organizational effectiveness.

Nice To Haves

• Experience supporting employees across multiple states.
• Experience working with a Professional Employer Organization (PEO) or similar outsourced HR service model.
• Human resources experience within a professional services firm, such as wealth management, accounting, legal, or consulting.
• Experience in a Registered Investment Adviser (RIA) or wealth management firm.
• Bachelor's degree in Human Resources, Business Administration, or a related field.
• SHRM-CP, SHRM-SCP, PHR, SPHR, or similar professional certification.

Responsibilities

• Serve as the firm's primary internal HR resource, managing the full scope of HR responsibilities and partnering with leadership on people-related matters.
• Provide strategic and practical HR guidance on talent management, employee relations, organizational effectiveness, and workforce planning.
• Identify people-related priorities with leadership and develop HR initiatives that support business objectives and the firm's growth.
• Advise managers on employee performance, development, retention, and workplace matters.
• Evaluate HR practices and recommend improvements that promote consistency, efficiency, and a positive employee experience.
• Partner with leadership on total rewards planning and execution, including benefits plan design and renewals, compensation, and other rewards.
• Independently manage day-to-day HR operations using the firm's PEO platform and resources.
• Serve as the primary internal PEO liaison, coordinating benefits administration, payroll-related matters, employee changes, leave administration, and HR support.
• Manage employee onboarding and offboarding, including employment documentation, Form I-9 verification, employee communications, and coordination with internal teams.
• Administer employee leave processes, coordinating applicable federal and state programs, documentation, tracking, and return-to-work activities with the PEO.
• Maintain accurate employee records, HR systems, and required documentation, ensuring appropriate confidentiality and data management.
• Respond to employee and manager questions about HR policies, benefits, leave, and other employment-related matters.
• Manage the full recruiting and hiring process, including staffing needs, job descriptions, candidate evaluation, interview coordination, and offers.
• Guide talent acquisition strategies, candidate selection, and recruiting practices.
• Oversee performance management processes, including review cycles, employee development planning, and manager guidance.
• Partner with leadership on employee development opportunities, retention considerations, and emerging talent needs.
• Support initiatives that strengthen employee engagement, professional development, and the employee experience.
• Oversee HR compliance obligations across firm locations, working with the PEO and external resources as appropriate.
• Advise leadership and managers on employment policies, employee relations, performance concerns, and documentation practices.
• Manage employee relations issues professionally and discreetly, escalating complex or sensitive matters as appropriate.
• Coordinate employment compliance requirements, including notices, employee documentation, leave administration, and applicable reporting.
• Review and recommend updates to HR policies, procedures, and employee handbook materials to support consistent practices and compliance.
• Identify HR-related risks and recommend practical solutions balancing employee needs, regulatory requirements, and business objectives.

Benefits

• Comprehensive benefits package.
• Medical insurance.
• Dental insurance.
• Vision insurance.
• 401(k) retirement plan with employer contributions.
• Discretionary paid time off (PTO).
• Paid holidays consistent with the firm's holiday schedule.
• Professional development opportunities.
• Discretionary bonus compensation may be available based on individual and firm performance.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed