About Us

R&D Landscape is Mid-Michigan's leading landscaping company, with a long track record of growth. The company operates across multiple service lines – landscape maintenance, seasonal services, irrigation, turf management, and design/build – serving commercial and high-end residential clients. We are in an active phase of operational and leadership investment, and this role is a direct output of that commitment and an opportunity to join a rapidly-growing company dedicated to its people.

The Opportunity

We are hiring a Human Resources Director to lead the full HR function at a pivotal moment in our company's growth. Reporting directly to the VP of Finance and serving as a strategic partner to executive leadership, this role sits at the center of the company’s investment agenda – responsible for establishing the talent, compliance, and organizational infrastructure necessary to support a growing workforce and expanding operational footprint. This is a high-impact role, and the right candidate should bring both the strategic range to work closely with executive leadership and the operational discipline to execute.

What You’ll Do

Talent Acquisition & Workforce Planning

Own the full recruiting function, including designing a scalable recruiting strategy across all key departments, while positioning R&D Landscape as the employer of choice in the Mid-Michigan market. Build sourcing pipelines that address seasonal staffing demands, reduce time-to-fill on critical positions, and support workforce capacity planning. Partner with operations leadership on headcount forecasting; develop employer brand and local market presence to compete for field talent in a tight labor market.

HR Infrastructure & Compliance

Support the company’s overall HR infrastructure, including employee handbook, job architecture, offer letter and onboarding processes, documentation standards, and compliance posture – FLSA classification, FMLA administration, I-9 documentation, OSHA recordkeeping, and Michigan-state and local employment law. Ensure the company is audit-ready at all times.

Employee Experience & Retention

Own the full employee lifecycle — onboarding, performance management, compensation benchmarking, and offboarding. Build a structured onboarding program that reduces early attrition in field roles. Implement a performance management framework with clear evaluation criteria, development pathways, and manager calibration. Lead compensation benchmarking to ensure pay structures are competitive, internally equitable, and sustainable.

Executive Partnership

Serve as a trusted advisor to the VP of Finance and leadership team on all people matters. Bring data, structure, and sound judgment to compensation decisions, organizational design, and workforce planning.

HR Systems & Reporting

Own the HRIS platform (ADP Workforce Now) and ensure data integrity, system utilization, and reporting cadences are fit for a professionally managed business. Maintain a monthly HR dashboard covering key headcount and staffing metrics. Ensure payroll, benefits administration, and leave management run accurately and on time

What We’re Looking For

Required

Bachelor's degree in Human Resources, Business, or equivalent professional experience
7+ years of progressive HR experience, with at least 2 years as an HR Manager or Director with full-function ownership
Demonstrated ability to build or significantly professionalize an HR function
Deep working knowledge of federal and Michigan employment law, including FLSA, FMLA, ADA, OSHA, and workers’ compensation
Comfort operating as a standalone HR function — able to set strategy and execute it without a deep team beneath you
Strong analytical orientation — comfortable building and presenting HR metrics to executive leadership
Exceptional interpersonal, communication, and organizational skills

Preferred

PHR, SPHR, SHRM-CP, or SHRM-SCP certification
Background in field services, trades, construction, landscaping, or other businesses with large hourly/seasonal workforces
Proficiency with ADP Workforce Now
Experience designing or implementing a job architecture, compensation banding, or career leveling framework
Experience with add-on acquisitions and integrations

Compensation & Benefits

Base salary: [$70,000 – $90,000], commensurate with experience
Performance bonus eligibility
Medical insurance
401(k) with company match
Paid time off: 15–20 days annually
Professional development and certification support

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