Senior Human Resources Manager

Bland Landscaping Company•Apex, NC

39d•$115,000 - $140,000•Hybrid

About The Position

We are a $120M commercial landscaping, aquatics maintenance, and commercial installation company operating from 18 locations across North Carolina, South Carolina, and Florida. We have grown quickly — organically and through acquisition — and our HR function has not kept pace. Our long-tenured HR leader is retiring after 26 years. This leaves an unusual opportunity: the fundamentals of HR at this company are largely unbuilt. Policies, processes, systems, metrics, and manager training are all open ground. We are not looking for someone to maintain what exists. We are looking for someone to build it. This role leads HR for roughly 1,200 employees, including approximately 300 H-2B visa employees annually and a workforce that is about 60% Hispanic. It carries three direct reports and reports to the VP of Centralized Services.

Requirements

H-2B expertise
Bilingual capability
Multi-state field workforce leadership experience

Responsibilities

Build the core infrastructure: policies, handbook, employee files, onboarding, offboarding, and recordkeeping standards that hold up across 18 locations.
Establish a clear operating model defining what corporate HR owns versus what branch and regional leaders own.
Assess what exists today, identify the real risks, and sequence the work by business impact, not by what's easiest.
Handle complex employee relations matters, investigations, and terminations with consistency and sound judgment.
Coach field leaders through performance, conduct, attendance, and documentation issues.
Keep us compliant with federal, state, and local employment law across three states, partnering with counsel on claims and agency inquiries.
Own the annual H-2B program end to end: forecasting, filing readiness, compliance controls, onboarding, and employee support.
Coordinate across legal counsel, operations, payroll, safety, housing, and transportation to make the season work.
Improve return rates and workforce stability through better planning and a better employee experience.
Lead the recruiting function and directly manage the Corporate Recruiter.
Set company-wide hiring standards, interview practices, and metrics that regional recruiters follow.
Build pipelines for the roles that are hardest to fill including crew leaders, technicians, branch leadership, and aquatics.
Put a practical performance management process in place and train managers to actually use it.
Lead HR due diligence and workforce integration for acquisitions.
Build simple, reliable reporting on turnover, hiring, and workforce health that leadership can act on.
Put modern technology and AI to work across HR including applicant tracking, HRIS and payroll, onboarding, document management, and Spanish-language communication to allow a small team to support 1,200 people well.
Set practical, responsible ground rules for how AI is used in hiring and employee data, so we gain speed without creating bias or compliance risk.