𝗬𝗼𝘂 𝘄𝗶𝗹𝗹 𝗯𝗲 𝘁𝗵𝗲 𝗛𝗥 𝗹𝗲𝗮𝗱𝗲𝗿 𝗳𝗼𝗿 𝗮𝗻 𝗲𝗻𝘁𝗶𝗿𝗲 𝗧𝗲𝘅𝗮𝘀 𝗿𝗲𝗴𝗶𝗼𝗻: 𝗳𝗼𝘂𝗿 𝗯𝗿𝗮𝗻𝗰𝗵𝗲𝘀, 𝟰𝟬𝟬 𝗽𝗹𝘂𝘀 𝘁𝗲𝗮𝗺 𝗺𝗲𝗺𝗯𝗲𝗿𝘀, 𝗮𝗻𝗱 𝗮 𝘀𝗲𝗮𝘁 𝗮𝘁 𝘁𝗵𝗲 𝘁𝗮𝗯𝗹𝗲 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲 𝗽𝗿𝗲𝘀𝗶𝗱𝗲𝗻𝘁. 𝗧𝗵𝗶𝘀 𝗶𝘀 𝗮 𝗵𝗮𝗻𝗱𝘀-𝗼𝗻 𝘀𝗲𝗮𝘁. 𝗬𝗼𝘂 𝗿𝘂𝗻 𝘁𝗵𝗲 𝗽𝗮𝘆𝗿𝗼𝗹𝗹 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳 𝗮𝗻𝗱 𝘆𝗼𝘂 𝗯𝘂𝗶𝗹𝗱 𝘁𝗵𝗲 𝘀𝘆𝘀𝘁𝗲𝗺𝘀 𝘁𝗵𝗮𝘁 𝗱𝗼 𝗻𝗼𝘁 𝗲𝘅𝗶𝘀𝘁 𝘆𝗲𝘁.

𝗪𝗵𝘆 𝘁𝗵𝗶𝘀 𝗿𝗼𝗹𝗲

Most HR manager jobs at this level are maintenance. Someone else built the systems and you keep them running. This one is the opposite. The company went live on a new HRIS this year, the integration is not finished, employees still do not clock themselves in, and the training that makes this business good has never been written down. All three of those are yours to fix in year one.

You report to the Vice President of Human Resources of the parent platform, a multi-state landscape group at roughly $200M today with a stated goal of doubling to $400M by 2031. They are actively acquiring in Texas, California, Arizona, and Nevada. As the Texas platform grows, the HR function grows under you.

𝗪𝗵𝗼 𝘁𝗵𝗿𝗶𝘃𝗲𝘀 𝗵𝗲𝗿𝗲

• HR leaders who want to DO the work, not advise on it. You will run payroll, walk the branches, and sit in the room when problems get solved
• People who want to be THE HR leader for a region, with the autonomy that comes with it, while still having a VP of HR to lean on
• Anyone energized by building what does not exist yet: documented training, written SOPs, and a learning management system from a blank page
• Genuine comfort with a blue-collar field workforce, and real respect for it. Most of the field team speaks Spanish, so if you speak it too you will use it every day, and if you do not, you should be someone who connects easily across a language line
• Change-management backbone. This is a 40 year old family business adopting new corporate systems, and some of it stings. You will need patience, credibility with long-tenured people, and the steadiness to keep a rollout moving anyway

𝗧𝗵𝗲 𝗰𝗼𝗺𝗽𝗮𝗻𝘆

Pave Talent is hiring on behalf of our client, a commercial landscaping company serving the Dallas-Fort Worth area and Houston, with roughly $70M in revenue across four locations. Founded more than 40 years ago and still run day to day by the family that built it, the business was recently acquired by a growing multi-state landscape platform, which brought new systems, new resources, and a real appetite to invest in people infrastructure.

The culture is genuinely people-first, and it shows in the tenure: 20 plus year careers are common, and branch managers here are frequently people who started on a crew.

𝗪𝗵𝗮𝘁 𝘆𝗼𝘂 𝘄𝗶𝗹𝗹 𝗼𝘄𝗻

• Process biweekly payroll end to end for 400 to 450 employees. The branch administrators review the punches, you execute the run, and you partner with the market controller on the finance side (about 30% of the job)
• Partner directly with the president, the market controller, the senior operations manager, and the branch managers on hiring, training, compliance, and the people decisions that move the business (about 30% of the job)
• Lead HR projects and system rollouts across all four locations (about 30% of the job)
• Own employee relations for the region: investigations, corrective actions, and performance management, working alongside the Recruitment and Engagement Manager who takes the first intake from field employees
• Oversee the branch administrators on onboarding, personnel changes, and offboarding, and raise the consistency bar across all four sites
• Own I-9 and E-Verify compliance, leaves of absence, and Texas employment law compliance across every location
• Build the HR reporting that leadership actually uses to make decisions
• Keep the function clean through a workforce that swings from roughly 300 to 450 people between the off season and the April through October peak

• Finish the HRIS integration. The company went live on the new system in early 2026 and is still working through it, including the sync with the job costing and time platform the operation runs on. Manager-submitted pay change and PTO workflows are next to turn on
• Launch time and labor attestation. Today managers mass upload punches. The goal is every employee clocking themselves in and out and attesting their own time. Across an 85% hourly field workforce, this is far more change management than configuration
• Build the learning management system. The training here is genuinely good and almost none of it is written down. You run the training intake across the field, find the gaps, write the SOPs and the content, stand it up in the LMS, and deliver the training

• Hands-on payroll PROCESSING experience, not payroll approval or oversight. You will personally run the payroll for 400 plus employees
• Multi-site or multi-unit HR experience supporting an hourly workforce
• At least 5 years of progressive HR generalist experience, with real depth in employee relations and HR operations
• Experience with a blue-collar hourly population in the $18 to $30 per hour range. Not minimum wage, and not a salaried professional population
• Working knowledge of HRIS platforms and a solid grounding in Texas employment law
• Able to work onsite full time (see the location note below, it matters)

• Spanish. This is preferred, not required, and it is worth being straight about why: most of the field team speaks Spanish, so it helps every day. Plenty of strong candidates here will not speak it, and that is fine
• Background in landscaping, construction, manufacturing, or warehouse and distribution
• Experience running or supporting an HRIS implementation. Paylocity is a plus, ADP or a comparable system is absolutely fine
• Experience building training content, SOPs, or a learning management system from scratch
• Comfort operating in a business that is actively integrating after an acquisition

This is a fully onsite role based at the corporate office in the Alvarado area, roughly 25 minutes south of Fort Worth. The president and the market controller both sit there, which is exactly why the seat is there.

You will also spend regular time at the two Dallas-Fort Worth branches and travel to the Houston location one to two times per quarter.

We are flagging this plainly because it is the most common reason a great candidate withdraws late. If you live on the north or east side of the Metroplex, this is a long daily drive. We would rather tell you now than at the offer stage. Some Friday work-from-home flexibility is available, and the hiring manager will flex on which office for the right person, as long as you are at the corporate office a couple of times a week.

𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗯𝗲𝗻𝗲𝗳𝗶𝘁𝘀

• Base salary $100,000 to $120,000, depending on experience
• 5% annual bonus on base, tied to individual and company performance
• Medical, dental, and vision, effective the first of the month after 30 days
• A company-funded health reimbursement account that covers the first $3,500 of the medical deductible, roughly 70% of it, and you are enrolled automatically with the medical plan
• 401(k) with company match, plus a Roth option
• Healthcare and dependent care flexible spending accounts
• Life and AD&D coverage, and an employee assistance program
• Paid time off and paid company holidays
• Full time, Monday through Friday, with some Friday work-from-home flexibility

𝗣𝗮𝘃𝗲 𝗧𝗮𝗹𝗲𝗻𝘁 | 𝗛𝗶𝗿𝗶𝗻𝗴 𝗥𝗲𝗶𝗺𝗮𝗴𝗶𝗻𝗲𝗱

Pave Talent and our client are equal opportunity employers. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, protected veteran status, or any other characteristic protected by applicable law.