Bilingual HR Manager (Large Field Workforce), Hands-On Payroll + Multi-Site | 3638264

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. 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 Bilingual professionals who genuinely enjoy a blue-collar field workforce and have real respect for it. Your Spanish is not a checkbox here, it is how the job gets done 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 If you want a purely strategic corporate HR seat with a team underneath you executing, this is not it. The organization is deliberately lean and the hiring manager is direct about that. 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. 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, largely Spanish-speaking 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) Bilingual English and Spanish. Roughly 90% of the field team speaks Spanish, so this is the single biggest differentiator on this search 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. 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 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. #J-18808-Ljbffr Pave Talent