HR Manager


  • Salary: $110,000-$160,000
  • Closing: 11:59pm, 5th Feb 2023 EST

Job Description

HR Manager

Term: Full-time
Type: Mid-career
Location: Remote, with a preference for New York, NY, Portland, OR 

Compensation: $110,000-$160,000

Application deadline: February 5th, 2022


About Tideline and BlueMark:

Tideline is a consulting firm that provides tailored advice to clients developing impact investment strategies, products, and solutions. Our mission is to help clients excel in realizing financial and societal value. We believe in shared, sustainable prosperity powered by market-based solutions. To that end, our services include investment strategy, investment product development, market intelligence and due diligence, strategic advice, and thought leadership. Tideline was founded in 2014.


BlueMark, a Tideline company, is a certified B-Corporation and a leading provider of independent impact verification services for investors and companies. Our mission is to strengthen trust in impact investing by delivering independent, incisive verification services, enabling the market to scale with integrity. BlueMark was founded in 2020.


Our multi-disciplinary team delivers services of unmatched quality, grounded in deep, rigorous research and analysis. Past clients have included leading investment firms and foundations active in impact investing. Tideline has offices in New York City, San Francisco, London, and Portland.

About the position:

The position is an opportunity to join a growing, impactful business in an exciting industry, with significant responsibility and influence in our maturing HR function. The role will encompass responsibilities for two sister businesses with shared operations, and the work will be done in collaboration with the firms’ operations team.

Core responsibilities include: 

  • Professional Development

    • Lead improvement and implementation of professional development processes, guidance, and tools at the firm, including:

      • Enhancing and managing performance reviews and performance management processes

      • Supporting improvements and implementation of training programs and tools, in collaboration with other team members

      • Project managing professional development working group

      • Updating career paths and roles guidance as needed

      • Supporting implementation of IT infrastructure and recordkeeping related to professional development

  • Recruitment and onboarding:

    • Drive recruiting efforts for our growing team alongside Operations Associate

    • Conduct screening of candidates, interviewing, and making recommendations to senior management throughout the process 

    • Oversee onboarding of new employees and ensure compliance for new hires, in collaboration with the accounting team

    • Collaborate with the DEI Working Group to enhance recruiting and onboarding practices, in line with company’s DEI values and objectives

    • Support efficient recruitment processes that help enable the companies to continue to scale

  • Employee experience and culture:

    • Support the evolution of our culture as we experience growth, helping ensure our values remain at the forefront of employee experience

    • Provide leadership on people-related issues and policies across the company

    • Develop and support initiatives alongside other team members that improve employee experience, engagement, performance, and wellness.

  • Other HR functions:

    • Refine HR policies and procedures and update Employee Handbook 

    • Serve as point of contact of receiving and managing employee complaints

    • Oversee processes related to employee offboarding, terminations, and/or layoffs

    • Monitor employee morale and make recommendations for improvements as needed

    • Support enhancements to HR-related goal-setting and KPIs

    • Ensure employment law compliance

    • Strengthen HR-related recordkeeping

    • Support HR Planning

    • Provide useful data to help guide decision making, and allow the company to scale effectively and efficiently

  • Compensation and benefits:

    • Advise on compensation systems, structures, and incentives, in collaboration with others on the operations team

    • Collaborate with others on the operations team to identify and implement any improvements or changes to benefits


The ideal candidate has proficiency in people operations and proven experience in implementing HR processes and systems for a growing multi-state and international company.

The most successful candidates will be those interested in being part of a growing business and those who would gain satisfaction from being part of an organization committed to helping our clients achieve positive social and environmental change.

Desired qualifications and experience level include

  • Hold a relevant degree or equivalent practical experience demonstrating HR-related qualifications and experience with best practices

  • 7+ years of experience in HR

  • Exceptional attention to detail and ability to communicate effectively

  • Proficient with Microsoft Office

  • Familiarity managing HR software or experience implementing new HR systems

  • Demonstrated ability to exercise initiative, sound judgment, and discretion

Hiring Process FAQs:

●      What are some of the benefits and perks?

○      Every other week is a 4-day workweek!

○      A professional development stipend is available for every employee to use towards improving their expertise and soft skills.

○      Beyond providing a work laptop, we have a work from home stipend available for employees to help make their home working space better.

○      Retreats: We hold retreats every year where team members get together in a beautiful location to brainstorm and just have a fun time.

○      We close the office for the last week of December so everyone can enjoy time with family and friends during the holiday season.

○      You will be directly influencing the decisions of some of the largest institutions in the world. Since we are a small team, you will be in direct contact with institutional decision-makers who are trying to create large-scale social and environmental change through investments.

●      What’s your policy on remote work?

○      We embrace team members’ flexibility to work remotely. For cities that have more than 3 employees, we encourage the team to meet at least once a week, but it is not required.

●      What will the hiring process look like?

○      Looking for a new job can be a daunting experience. Our approach is based in empathy and a desire for candidates to have a good experience. We want to give everyone an opportunity to display their strengths through their answers to our questions.

○      Hiring Process: Our timeline from application close date to decision typically takes ~4 weeks. Below are the steps week by week:

■      Week 1 - Applications are blind reviewed: Our process is designed to remove bias by having your application answers randomly assigned to our team for review. Two team members score the responses based on a set of guidelines. The candidates with the highest average scores get invited to the interview round. We do not look at resumes and we do not know whose answers we are scoring. We embrace a diversity of working styles and backgrounds and believe that limiting applications to resumes fails to capture the full potential of an individual.

■      Week 2 - Behavioral Interview - The first interview is a 45-minute structured interview with non-senior team members.

■      Week 3- Senior Management Interview: The candidates with the highest average scores from the first round interview are invited to a second structured interview with Senior Management.

■      Week 4 - Decision / Potential Partner Interview: Usually, following the senior management interview, we will have a hiring decision made. However, we may opt for scheduling one more interview for the highest-scoring candidates.

●      How would you describe your culture?

○      Collaborative, inclusive, passionate, and fun. We encourage all team members to be their full selves at work. As a relatively small team, there are a lot of opportunities to have your voice heard. Our structure is relatively flat, and you are able to influence decisions, processes, and policies even as an Analyst.

●      How does the commitment to DE&I influence the culture and work environment?

○      We have an internal DE&I working group that is committed to improving Tideline’s practices, culture, and employee experience. Diversity, Equity, and Inclusion are core tenets of our culture and we place a heavy emphasis on constantly learning and improving our own understanding of what that means for our business.

Each year we conduct a team-wide DE&I survey that focuses on Vision, Leadership, Recruitment, Advancement, Team-based work, and Benefits/Flexibility. The results of this survey directly influence new initiatives to continue to grow in areas we do well, and help improve in areas we have room to grow.

Removing bias from the hiring process

  • Your application will be anonymously reviewed by our hiring team to ensure fairness
  • You’ll need a CV/résumé, but it’ll only be considered if you score well on the anonymous review

Start your de-biased application


Removing bias from the hiring process

  • Your application will be anonymously reviewed by our hiring team to ensure fairness
  • You’ll need a CV/résumé, but it’ll only be considered if you score well on the anonymous review

Start your de-biased application