HR Manager

This role offers an opportunity to shape a people-first culture, strengthen field operations, and build scalable HR programs across a growing, multi-site organization. The Human Resources Manager will have broad ownership across employee relations, compliance, talent acquisition, and development—backed by leadership support, resources for professional growth, and a competitive, comprehensive benefits package. The successful hire will make a measurable impact by improving engagement, safety, and retention while enabling teams to do their best work.

Company Overview & Culture

An established, landscape services organization with distributed crews and multiple branches seeks a hands-on HR leader. The environment values accountability, teamwork, and continuous improvement. Work is primarily on site and in the field, partnering closely with operations leaders and frontline employees to support a safe, respectful, and performance-driven workplace.

Primary Focus Areas

• Employee Relations & Culture: Serve as trusted advisor to leaders and employees; coach managers; uphold a fair, consistent workplace.

• Compliance & Risk Management: Ensure adherence to federal, state, and local laws and regulations (multi-state footprint including CA and AZ); manage I-9, leaves, and documentation.

• Talent Acquisition & Onboarding: Drive end-to-end recruiting, hiring, and onboarding for field and office roles; improve time-to-fill and new-hire retention.

• Training & Development: Implement role-based training, compliance education, and leadership development to upskill teams and strengthen bench strength.

• HR Operations & Systems: Maintain accurate employee records; administer benefits; optimize HRIS usage; standardize processes and SOPs.

• Safety, Claims & Leaves: Coordinate workers’ compensation, safety communication, and return-to-work programs with carriers and medical providers.

• Performance & Change: Support reviews, corrective actions, and succession planning; facilitate change management and org-wide initiatives.

• HR Metrics & Reporting: Track KPIs (turnover, time-to-fill, absenteeism, training completion) and provide data-driven insights to leadership.

Essential Functions & Responsibilities

• Oversee full-cycle HR: recruiting, onboarding, benefits administration, employee relations, and records management.

• Advise management on employee relations issues, investigations, and conflict resolution; ensure appropriate, timely outcomes.

• Ensure compliance with employment laws and company policies; manage I-9 verification, audits, and policy updates.

• Conduct exit interviews; manage separation notices and offboarding; identify trends and recommend improvements.

• Develop, communicate, and reinforce HR policies, SOPs, and handbooks; monitor regulatory and industry changes.

• Coordinate and deliver training (compliance, supervisory, safety) to foster growth, engagement, and retention.

• Partner with leaders on performance reviews, coaching, disciplinary actions, and succession planning.

• Manage employee claims and workers’ compensation; liaise with insurance providers, TPAs, and medical teams.

• Lead, motivate, and develop diverse teams; coordinate cross-functional projects and change initiatives.

• Design employee engagement activities; implement recognition programs and milestone celebrations.

• Analyze HR metrics and present data-driven recommendations to leadership; drive continuous improvement.

Qualifications

Required

• 5+ years of progressive Human Resources management experience in field-based, skilled-trades, construction, or services environments.

• Demonstrated knowledge of California employment laws and regulations, including wage/hour, safety, and leaves.

• Bilingual (English/Spanish).

• Strong communication, interpersonal, and organizational skills with high attention to detail and follow-through.

• Proficiency with Microsoft Office and HRIS platforms; working knowledge of payroll and benefits administration.

• Ability to handle confidential information with professionalism and discretion.

• Comfortable working on site and in the field; ability to travel between locations as needed.

• Bachelor’s degree in Human Resources, Business Administration, or related field.

Preferred

• Professional certification (e.g., SHRM-CP/SHRM-SCP, PHR/SPHR).

• Experience implementing HRIS, standardizing SOPs, and scaling HR programs across multiple sites.

• Background partnering with operations leaders in safety-forward environments.