The Neiders Company

Location: Hybrid (2-3 days/week in Seattle/Tacoma; travel as needed to NV, NM, AZ)

Reports to: CEO

About Us: 

The Neiders Company is a fully integrated real estate investment firm that owns and operates 85+ workforce and affordable apartment communities in the Pacific Northwest and Southwestern United States. Our mission is to transform lives by transforming communities. We’re passionate about delivering high-quality living experiences across Washington, Nevada, Arizona, and New Mexico – and equally committed to fostering a workplace defined by integrity, consistency, and quality. With a team of over 250 dedicated professionals, we have a passion for the communities we influence and ensure fair and respectful treatment for every team member, every time.

Job Summary: 

We are seeking an experienced and principled Human Resources Director to lead all aspects of HR strategy, operations, and culture across the organization. This leadership role will oversee talent acquisition, employee engagement, performance management, compliance, benefits administration, and organizational development. You’ll champion ethical, consistent, and high-quality HR practices that ensure legal compliance while building a transparent, inclusive, and high-performing workplace across our regions. The HR Director will partner closely with executive leadership to align people strategies with business goals, cultivating a mission-driven team that reflects our values across both corporate and property operations.

The position has two direct reports and would be part of the executive team.

Key Responsibilities:

Strategic Leadership & Business Alignment

• Serve as a trusted advisor to the executive team, ensuring alignment between HR initiatives and company-wide strategic objectives. Act as a coach on HR compliance, assuming positive intent.
• Develop and execute an annual HR strategic plan that supports organizational growth, with quarterly reporting on KPIs such as retention rates, internal promotion rates, and employee engagement.
• Reinforce a values-aligned culture by implementing initiatives that promote inclusion, transparency, and trust across all levels of the organization, with measurable increases in employee alignment and values-based behavior (e.g., through engagement surveys or manager feedback loops).

Talent Acquisition & Onboarding

• Be accountable for the full-cycle recruitment process to attract mission-aligned, high-quality candidates. Aim to reduce time-to-fill without compromising candidate quality and increase 12-month retention of new hires by 20%, particularly for roles with high turnover.
• Develop and implement a standardized, scalable onboarding process across all regions. Measure new hire success through 90-day and 1-year performance reviews and hiring manager satisfaction surveys (target: >85% of new hires meeting or exceeding expectations).
• Implement consistent screening, interviewing, candidate pipeline and evaluation criteria to ensure quality hires aligned with organizational values and mission. Ensure candidates are a long-term fit. Integrate core values-based assessments into interviews and track alignment ratings, aiming for 90% of hires scoring “strong” or better on values alignment.

Culture & Employee Engagement

• Cultivate a positive, inclusive workplace culture through strategic initiatives that reinforce the organization’s values of integrity, consistency, and quality.
• Lead employee engagement survey administration and follow-up planning on an annual basis, targeting a minimum 80% response rate and year-over-year improvement in engagement metrics.
• Facilitate company-wide communication and recognition initiatives to promote team cohesion and cross-departmental collaboration, measured through pulse surveys and participation rates.

Performance Management & Employee Development

• Oversee the implementation of a transparent performance management system, including annual goal setting, mid-year reviews, and development planning for all employees.
• Identify workforce skills gaps and oversee the design and delivery of targeted training programs, with a goal of 100% participation in at least one learning initiative per employee per year. Ensure 100% participation in all required training courses per employee per year.
• Promote internal mobility by maintaining documented career paths for key roles and tracking internal promotions (target: at least 30% of roles filled internally)

HR Operations & Legal Compliance

• Ensure company-wide compliance with all relevant federal, state, and local employment laws across all work locations; maintain 100% compliance with audit standards and reporting deadlines.
• Oversee the administration of compensation and benefits programs that are competitive, equitable, and legally compliant, reviewed and benchmarked annually.
• Maintain up-to-date, accessible HR policies and systems, ensuring 100% policy acknowledgment from employees within 30 days of updates.
• Manage and continuously improve HRIS and related platforms to ensure operational efficiency and data integrity. Use a cost-benefit analysis when assessing enhancements and contract renewals.

Employee Relations & Well-Being

• Act as a trusted resource for employee relations, handling investigations, conflict resolution, and performance concerns with professionalism, objectivity, and timeliness (e.g., 100% of ER issues addressed within 5 business days).
• Lead the development of well-being initiatives—including mental health resources, work-life balance policies, and wellness programming—with regular tracking of participation and feedback.
• Ensure disciplinary actions are conducted with fairness and documentation, adhering to legal and ethical standards and company values.

Qualifications:

• A bachelor's degree in Human Resources, Business, or a related field.
• 15+ years of progressive HR experience, with at least 5 years in a leadership role within multifamily housing.
• Expertise in labor laws and HR best practices across multiple states (WA, NV, AZ, NM).
• A track record of building strong, engaged, high-integrity teams.
• Ability and interest in traveling to property locations, including NV, NM, and AZ as needed.
• Excellent interpersonal and communication skills, with the ability to build relationships at all organizational levels.
• Strong analytical skills and experience using HR metrics to drive decision-making.
• Strong communication skills.
• A passion for creating workplaces where people thrive, and a drive to do things the right way—every time.

Why Join Us:

• Competitive salary and benefits, plus plenty of opportunity to grow
• A leadership team that genuinely values HR and the impact it makes
• A culture that puts people first, always—with integrity, consistency, and quality as our cornerstones
• The chance to be part of something meaningful—shaping communities and changing lives across the Northwest and Southwest

Employee Benefits

• Medical/Dental/Vision insurance (Eligible after 60 days)
• MetLife: Supplemental Insurance (Eligible after 60 days)
• Employee Assistance Program which includes, financial education, legal assistance, and counseling services 
• 401k after 90 days of employment
• Long Term and Short-Term Disability Options
• 15 PTO Days (Accrual starts on hire date and can be used after 90 days of employment) 
• 6 Paid Holidays and 1 Floating Holiday (Veteran’s Day or Day after Thanksgiving)
• ORCA card offered, parking available at the corporate office
• Health and Wellness Program
• E-Learning Platform for Training and Development

JOB CODE: 1000468