HR Manager Hands-On Payroll , Strategic Time

You would lead HR for a 400 to 450 person hourly workforce across four Texas locations, reporting straight to the Vice President of Human Resources of a fast-growing, multi-state parent company.

Pave Talent is hiring on behalf of our client, a commercial landscaping company serving Dallas-Fort Worth and Houston. Family-built over four decades, it was recently acquired by a multi-state landscape platform that plans to roughly double in size over the next five years. Twenty-year careers are common, and many branch managers started on a crew.

You do not need landscaping experience. If you have run payroll and employee relations for a plant, warehouse, or distribution center with an $18 to $30 per hour workforce, this job will feel familiar: multiple sites, seasonal headcount swings, timekeeping headaches, and a team that respects an HR leader who shows up where the work happens.

• Doers first. The VP of HR said it plainly: "They have to be a doer." The strategic side is earned by getting the foundation right
• People who would rather build systems than maintain someone else's
• Steady change leaders who can bring loyal, long-tenured employees along through new technology
• Anyone who connects easily with a blue-collar field team. Most of the field speaks Spanish; if you do too, you will use it daily

If you want a purely strategic seat with a team executing beneath you on day one, this is not it.

Year one is hands-on. As the business grows through acquisition, the role is expected to become more strategic, and new Texas acquisitions fold into this region, so the HR function grows under you. HR peers lead sister companies in other states, and internal transfer is possible.

• Process biweekly payroll yourself for 400 to 450 employees. "This person is processing," in the VP of HR's words. Branch administrators review punches first; you execute the run
• Partner with the president, market controller, senior operations manager, and branch managers on hiring, training, and compliance
• Own employee relations: investigations, corrective action, and performance management
• Own I-9 and E-Verify compliance, leaves of absence, and Texas employment law across all four sites
• Oversee branch administrators on onboarding, personnel changes, and offboarding
• Finish the human resources information system (HRIS) integration, including its sync with the job-costing and timekeeping platform
• Roll out time attestation, so every hourly employee clocks and confirms their own time instead of managers bulk-uploading punches
• Document training that has never been written down, write the standard operating procedures (SOPs), and launch a learning management system (LMS)
• Hands-on payroll processing, not approval or oversight

• 5+ years of progressive HR generalist experience
• Multi-site HR for an hourly, blue-collar workforce (manufacturing, warehouse, distribution, construction, or landscaping)
• Able to work fully onsite
• Bilingual English and Spanish
• An HRIS implementation behind you (Paylocity a plus; ADP, UKG, or Dayforce absolutely fine)
• Training content, SOPs, or an LMS built from scratch

Three Dallas-Fort Worth offices: corporate in the Alvarado area south of Fort Worth, plus branches in Irving and Garland. For the right person, home base can be the office nearest you, with the corporate office a couple of days a week, since the president and market controller sit there. Houston travel one to two times per quarter.

• Bonus: 5% of base annually, tied to individual and company performance
• Health:
  Medical, dental, and vision starting the first of the month after 30 days, plus a company-funded health reimbursement account (HRA) that covers the first $3,500 of the individual medical deductible
• Also: 401(k) with company match plus Roth, healthcare and dependent care flexible spending accounts (FSAs), employee assistance program, paid time off, and paid holidays