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.