A carpet cleaning HR manager recruits the techs who drive company vans into homes and offices, and the office staff behind them. They run driving record checks the lawful way, set up paid ride-along training, put hourly-plus-commission pay plans in writing, and staff the night crews that commercial accounts need.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, building services companies · BLS, May 2025
The HR Manager will play a crucial role in maintaining and enhancing the organization's human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices. The position will have a direct impact on recruitment, staff training, and compliance in our carpet cleaning and floor care services.
2. Essential Duties and Responsibilities
Manage the recruitment process for new employees, including screening, interviewing, and onboarding.
Develop and implement staff training programs to enhance employee performance and satisfaction.
Ensure compliance with all national and local regulations, guidelines, and laws related to employment.
Handle employee relations, including conflict resolution and disciplinary actions.
3. Key Tasks / Daily Activities
Review and post job openings on various job boards and social media platforms.
Conduct interviews and select candidates for further screening.
Organize and facilitate training sessions for new and existing employees.
Monitor and ensure compliance with all relevant regulations and laws.
4. Key Performance Indicators (KPIs)
Time to hire: <30 days
Turnover rate: <15%
Employee satisfaction rating: >4.5 stars
Compliance audit pass rate: 100%
5. Required Qualifications and Skills
Bachelor’s degree in Human Resources or related field.
Minimum five years of experience in a similar role.
Strong knowledge of employment laws and regulations.
Excellent interpersonal and communication skills.
6. Preferred Experience
Experience in the home services or cleaning industry is highly desirable.
Prior experience in managing recruitment and training programs.
7. Physical Requirements
This is primarily an office-based role with occasional visits to service sites.
The ability to comfortably sit for extended periods of time.
8. Work Environment and Schedule
Typical work hours are Monday through Friday, 9:00 AM to 5:00 PM.
Occasional travel to service sites may be required.
9. Compensation and Benefits
Salary range: $60,000 - $70,000 per annum.
Bonus structure based on meeting KPIs.
Benefits include Health, Dental, Vision, and 401k.
10. Company Culture and Overview
We are a growth-oriented company that believes in nurturing our employees by providing them with ample opportunities for career advancement. Our vibrant culture emphasizes teamwork, continuous learning, and customer satisfaction. We are committed to helping our employees level up and succeed.
11. How to Apply
If you meet the above criteria and want to be part of a growth-oriented company focused on customer satisfaction, please send your resume to [INSERT EMAIL HERE] or apply online at [INSERT WEBSITE LINK HERE].
Need help filling this role? HireBus posts the ad, Iris interviews every applicant by phone before you do, and you decide who to hire. Start hiring now
Almost every tech hire is also a driver, a seller at the door and a guest in someone's home or office, sometimes after dark. Each of those adds a step to hiring and a line to the pay plan.
Every tech is a driver
Techs drive a van with a machine bolted inside, so set a driving record check before hire and a schedule for rechecks. When a screening company pulls the record, the FCRA applies, as it does to other background reports from such companies, and FTC staff named driving records as covered in a 1998 letter. The applicant gets the FCRA notice and signs before you order. For yearly rechecks, the FTC says the signed permission must clearly cover reports during employment. Source: FTC: Using consumer reports, what employers need to know.
Class time you require is work time
New techs learn on ride-alongs with a lead, and on paying jobs that time is work. Classes are less obvious. Under federal rules, training time can go unpaid if it passes four tests together: outside regular hours, truly voluntary, not directly about the job, and with no productive work done. An IICRC course you require fails the voluntary test, so pay for the class hours. Source: 29 CFR 785.27: Lectures, meetings and training programs (eCFR).
Night crews need terms in writing
Commercial accounts bring night work. Federal law sets no night premium, per the Labor Department; extra pay for night shifts is something you and the employee agree on. So whatever the company decides, HR writes it into each night tech's offer: the hours, any night premium, the rest before a morning route, and whether nights rotate. Hours over 40 in a week still earn overtime. Source: U.S. Department of Labor: Night work.
Commission plans go on paper
Tech pay often mixes an hourly rate, a share of each ticket and spiffs for add-ons. Write down what counts toward commission, how two-tech jobs split, what a re-clean takes back, and what happens to unpaid commission when someone leaves. California requires a written contract when pay involves commissions, saying how they're figured and paid, with a signed copy for the employee and a signed receipt back. Its law leaves out some pay, such as short-term productivity bonuses, so have a lawyer say which parts of your plan count. Source: California Labor Code section 2751: Commission contracts in writing.
Teen helpers and the van
Federal child labor rules leave little for a 14- or 15-year-old on a carpet job. Apart from office machines, they may run only vacuums and floor waxers, so no truck mount, and may load only their own light hand tools, safety gear and personal items. No one under 17 may drive for work on public roads. At 17, work driving is allowed under tight limits: daylight only, within 30 miles, now and then, after driver's ed, in a vehicle weighing 6,000 pounds or less loaded. Source: 29 CFR 570.33: Occupations barred to minors 14 and 15 (eCFR).
How much carpet cleaning HR managers make
The closest BLS group for carpet cleaning HR managers is human resources managers. Human resources managers who work for building and home services companies earned a median of $109,990 a year ($52.88 an hour) in May 2025, according to the Bureau of Labor Statistics. That’s below the $149,280 median for human resources managers in all industries. About 420 of the 220,660 human resources managers in that survey work for building services companies.
Paid by salary. The template's bonus can ride on its own goals: days to hire, turnover and a clean compliance audit.
Building services companies
$109,990$109,990 median Middle half $90,180–$145,660 10th–90th $75,280–$179,490
All industries
$149,280$149,280 median Middle half $111,110–$199,290 10th–90th $88,200–$267,810
$50k$100k$150k$200k$250k$300k
10th–90th percentileMiddle halfMedianAnnual pay, May 2025. Source: BLS Occupational Employment and Wage Statistics.
Annual pay by percentile
Group
10th
25th
Median
75th
90th
Building services companies
$75,280
$90,180
$109,990
$145,660
$179,490
All industries
$88,200
$111,110
$149,280
$199,290
$267,810
BLS doesn’t publish pay for carpet cleaning companies on their own. These figures cover services to buildings and dwellings, which include them. Post a real range for your market in the ad.
The pay line in the template above is an example from our Role Blueprint. Set yours from these figures and what local companies pay.
Skills to hire for, and what you can teach
Hire for these
High-volume hiring for tech jobs that include driving and selling
Runs background and driving checks with the FCRA steps every time
Writes pay plans that mix hourly pay, commission and spiffs
Builds training schedules that pair each new tech with a lead
Looks into an in-home conduct complaint using job photos and GPS times
Teach these on the job
Your IICRC certification order and the schools near your branches
Your van, driving and take-home rules
The truck-mount and chemical safety basics in your COO's program
Which commercial accounts need night crews, and when
Your scheduling software's staffing view
Expect an HR and payroll system, an applicant tracking tool, a screening company that runs background and driving checks, and a training log listing each tech's IICRC courses and ride-along sign-offs.
Carpet cleaning HR manager interview questions
Two of the 6 questions we'd ask, and what a strong answer sounds like. Ask every candidate the same questions, and rate each answer on your own before you compare notes.
Situational · Retaining technicians
Technicians keep leaving after a year or two to start their own carpet cleaning businesses. What do you do?
A strong answer: Talks to people who left, builds a path to lead and trainer roles, pays for certifications, reviews pay against the market, and tracks tenure by manager.
Behavioral · Field pay plans
Tell me about a time you designed or changed a pay plan for field staff.
A strong answer: Explains the goal, how they checked commission or per-job pay against minimum wage and overtime, how they explained it to staff, and the effect on pay complaints or turnover.
Set each goal from your own last year. A company adding vans hires faster and turns over more than one holding steady.
Time to hire
Days between posting a tech job and the hire's first paid ride-along, from your applicant tracking dates. Track tech, office and night crew jobs on separate lines.
Turnover rate
Departures over the year against average headcount, by branch and job. Look hard at techs who leave before finishing their first certification.
Employee satisfaction rating
A short survey each quarter with room for comments, read by branch. Ask techs about pay statements, van condition and schedule notice, the things HR can fix.
Compliance audit pass rate
Score a checklist each quarter: I-9s, FCRA forms, driving records on file, signed pay plans, training sign-offs and the OSHA injury log. Close every finding before the next audit.
Career path
Office managerSome start in the office, handling new-hire paperwork.
HR coordinator or recruiterFills tech openings and runs onboarding days.
HR managerOwns hiring, pay plans, training records and employee relations.
HR directorLeads HR across several states and branches, with staff of their own.
Other roles in a carpet cleaning & floor care business
What driving record should a carpet cleaning tech have?
Ask your auto insurer which violations it accepts for drivers on your policy and how many years back it looks, then write your standard from that. Apply it the same way to every applicant and every recheck. If a record may cost someone the job or the van keys, the FCRA's adverse action steps come before the decision; your screening company can supply the forms. Weigh a 17-year-old's case against the federal driving limits first.
How much does a carpet cleaning HR manager make?
Human resources managers who work for building and home services companies earned a median of $109,990 a year ($52.88 an hour) in May 2025, according to the Bureau of Labor Statistics. The middle half earned between $90,180 and $145,660 a year. Pay also depends on your local market, experience and bonus terms.
Who should cover the cost of IICRC courses?
Required class hours already count as work time, so the course fee is the open question. When the company covers it, the class feels like a step up, not a cost. If you want techs to repay the fee when they leave early, ask an employment lawyer before you write that into an agreement.
What does "occasional visits to service sites" mean for a carpet cleaning HR manager?
The template calls this a mostly office-based role with occasional visits to service sites. Here that means riding along for a morning, sitting in on a commercial walk-through, or meeting a tech at a job after a complaint or an injury. Tell candidates how often that happens and how far apart the branches are.
Who handles a customer's complaint about a tech's conduct?
HR, with the tech's manager. The office writes down the complaint in the customer's words. HR talks to the customer and the tech, checks GPS and photo times, and settles the next step with the manager. When theft or harassment is alleged, pair the tech with a lead or keep them off solo home jobs until it's settled, and keep notes.
