Commercial pest control HR manager job description
A commercial pest control HR manager hires and keeps route technicians, office staff and supervisors, and keeps the files that state pesticide programs, OSHA and large clients may ask to see. They track every applicator's certificate, run lawful background checks for sites that want them, and own the injury log.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, building and home services companies · BLS, May 2025
Annual pay: 10th percentile $75,280, middle half $90,180 to $145,660, 90th percentile $179,490. Source: BLS Occupational Employment and Wage Statistics, May 2025, building and home services companies.
Reports to
Chief Operating Officer
Department
Administration
Schedule
Weekday office hours · Longer days in peak hiring periods and during compliance audits, plus some visits to job sites or training sites.
Also called
Human resources manager · People manager · HR and compliance manager
Commercial pest control HR manager job description template
This is our Role Blueprint, word for word. Replace the highlighted fields and adjust the example targets and pay to fit your company.
Oversees and executes all human resources functions tailored for the commercial pest control industry. Manages hiring, training, and labor compliance while fostering an inclusive company culture. Plays a key role in aligning HR initiatives with business objectives to drive organizational success. Acts as a strategic partner to leadership in cultivating a high-performing, customer-focused work environment.
2. Essential Duties and Responsibilities
Develop and implement recruitment and onboarding strategies that attract top talent in the pest control industry.
Manage all training programs, ensuring continuous skill development and compliance with labor regulations.
Monitor and enforce labor compliance policies, including OSHA and other safety standards.
Cultivate a positive and inclusive company culture through effective employee engagement and communication.
3. Key Tasks / Daily Activities
Review and update job descriptions and recruitment materials to attract high-quality candidates.
Oversee daily HR operations, including employee relations, performance management, and conflict resolution.
Coordinate with managers to plan training sessions, professional development programs, and compliance workshops.
Maintain HR records and reports to monitor performance indicators and regulatory compliance.
4. Key Performance Indicators (KPIs)
New Hire Retention Rate: Achieve a rate of 90% or higher within the first year of employment.
Training Completion Rate: Ensure 100% of new hires complete mandatory training within 30 days.
Labor Compliance Audit Score: Maintain a score of 95% or higher during internal and external audits.
Employee Engagement Score: Achieve an employee satisfaction rating of 85% or above in annual surveys.
5. Required Qualifications and Skills
Bachelor’s degree in Human Resources, Business Administration, or a related field.
Minimum of 5 years’ experience in human resources management, ideally within home services or related industries.
Proven knowledge of labor laws, compliance requirements, and HR best practices.
Strong interpersonal and communication skills with a demonstrated ability to build relationships.
Proficiency in HR software systems and Microsoft Office Suite.
6. Preferred Experience
Experience working in the commercial pest control or broader home services industry.
Previous involvement in process improvement initiatives that enhance employee engagement and retention.
Familiarity with diverse recruitment strategies in a competitive labor market.
Background in implementing technology-driven HR solutions.
7. Physical Requirements
Ability to work long periods at a computer workstation and engage in active communication.
Occasional light physical activity, including walking and the ability to attend in-person training sessions.
Minimal travel required between office locations or job sites when necessary.
Capacity to lift materials up to 10 pounds as needed for training or onboarding documentation.
8. Work Environment and Schedule
Standard office hours aligned with a typical business schedule; occasional extended hours during peak recruitment periods.
Minimal travel expected; occasional visits to job sites or training facilities may be required.
Office environment with a focus on collaboration and open communication.
Flexibility to support extended hours during compliance audits or special projects.
9. Compensation and Benefits
Competitive salary range of $70,000 - $90,000 USD per year, commensurate with experience.
Performance-based bonus structure tied to recruitment, retention, and compliance KPI achievements.
Comprehensive health, dental, and vision insurance plans.
401(k) plan with company match and additional fringe benefits such as paid time off and professional development opportunities.
10. Company Culture and Overview
A collaborative and innovative workplace that values diversity and professional growth.
A mission-driven company focused on delivering exceptional commercial pest control services with a customer-first approach.
A commitment to fostering an environment where employees are empowered to excel and develop their careers.
A vibrant culture built on accountability, teamwork, and continuous improvement, ensuring every team member feels valued.
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
What HR covers at a commercial pest control company
Hiring, pay and personnel files work much the same anywhere. Here, state pesticide rules, federal injury reporting and client site checks add records you have to keep current.
Connecticut techs certify before they treat
Connecticut requires a junior operator certificate for anyone below supervisor level who applies pesticides or helps with commercial applications there. A new hire passes a 60-question exam, given in English only, and the certificate must be renewed every five years before the date printed on it. Build exam scheduling into onboarding, give study time with the state manual, and track every expiry date in your HR system. Source: Connecticut DEEP: commercial junior operator certification.
Pest control keeps an injury log
OSHA's list of industries partly exempt from injury records leaves out services to buildings, the group pest control belongs to. On top of the log, each establishment in that group with 20 to 249 employees must send OSHA its Form 300A summary data online by March 2 each year. Keep the 300 log current, decide what's recordable with your safety lead, and file on time. Source: eCFR: 29 CFR Part 1904, injury and illness recordkeeping.
Client checks still follow state law
Hospitals, schools and food plants often want background checks on contractor staff. In Connecticut, an employer can't ask about arrests, charges or convictions on the first job application unless a law requires it or the job needs a fidelity bond. Ask later in the process, and follow the federal consent and notice steps for any report you order. Source: Connecticut General Statutes, section 31-51i.
Chemical training starts on day one
OSHA's hazard communication rule requires training on the hazardous chemicals in an employee's work area at first assignment, and again when a new hazard is brought in. For a route tech, treat the truck and everything on it as part of that work area. When your certified supervisor adds a product, train the techs before it goes on the trucks, and keep a dated sign-in sheet for each session. Source: OSHA: 29 CFR 1910.1200, Hazard Communication.
Hire people who write clearly
Commercial clients read what techs write, and so do their auditors. Add a short writing task to tech interviews, such as describing a sighting from a photo in a few plain sentences. A candidate who explains a problem clearly will need less coaching on reports later.
How much commercial pest control HR managers make
The closest BLS group for commercial pest control 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 and home services companies.
Salaried, with the template's bonus for hiring, retention and compliance results. Its range is low next to BLS figures for HR managers across the wider building services industry, so an experienced hire may cost more.
Building and home 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 and home 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 human resources managers at pest control companies on their own, so these figures cover building and home services companies. 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
Running a full hiring process from job ad to first day
Working knowledge of FCRA steps and state fair-chance rules
Certificate, training and injury records kept audit-ready
Calm handling of employee relations with techs and managers
Simple HR reports that leaders can act on
Teach these on the job
Your state pesticide program's certificate types and renewals
Each key client's site access and badge rules
OSHA recordkeeping forms and the online filing account
Your HR and payroll software
How routes and tech schedules are built
An HR system such as BambooHR, Paycom or ADP holds files, onboarding and training dates, with an applicant tracking system feeding it. Many commercial pest companies also track certificates and client site badges in a spreadsheet or the field service system. Say which one you use in the ad.
Commercial pest control 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 · Client requests for background checks
A food plant client asks for background check results on every technician who services their site. How do you respond?
A strong answer: Checks the contract and the law, offers written confirmation that checks were completed rather than the reports themselves, and involves legal counsel before sharing anything personal.
Behavioral · Night-route retention
Tell me about a time you kept technicians from leaving night or after-hours routes.
A strong answer: Found out why people left, such as schedules, pay or working alone, made changes like a shift differential, rotation or set days, and tracked the result.
Take the template's goals as an example. Base yours on last year's hiring, turnover and audit results, and revisit them after each hiring push.
New Hire Retention Rate
Track each hire from the start date and count who stays through the window the template sets. Split results by role, branch and hiring source.
Training Completion Rate
List the required courses for each role, including state certification steps and client site training, and mark each one done with a date. Send open items to managers weekly.
Labor Compliance Audit Score
Each quarter, check a handful of employee files, certificates, I-9 forms and injury logs against a checklist. Count findings from any state or federal review on their own line.
Employee Engagement Score
Run the same short, anonymous survey each year, with a few questions for route techs about trucks, schedules and supervisors. Share the results and one action you'll take.
Career path
Recruiter at a service companyWrites job ads, runs interviews and handles offer paperwork.
HR generalistHandles files, leave, benefits questions and training records.
HR managerLeads hiring, training records, compliance and employee relations.
Vice president of peopleSets people strategy for a multi-branch or multi-state company.
What does federal law require before a background check?
Follow the Fair Credit Reporting Act. Start with a written notice, on a separate page, saying a report may be used in the hiring decision, and get the applicant's written permission. Before rejecting anyone over what the report shows, hand them a copy along with the FTC's summary of rights. Once you decide, send an adverse action notice. Fair-chance laws in your state or city may add more.
How much does a commercial pest control 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.
How should HR handle a new tech who fails the state exam?
Set the policy before it happens. Offer a retake with paid study time and a ride-along with a lead tech. In Connecticut, keep the person off any work that involves applying or helping apply pesticides until they pass. Put the number of tries and the timeline in the offer letter.
Should the company cover a new tech's exam fee and study time?
It usually pays to. Where a state requires a certificate before a tech can treat, covering the fee shortens the wait for a productive route. If you want the cost back when someone leaves early, talk to an employment lawyer before you add a repayment clause. Those agreements can run into wage rules.
What does the HR manager template's walking and 10-pound line involve?
Walking a branch or a client site during a training day, standing at the front of a class, and carrying onboarding packets, binders or a box of handouts. Otherwise the job is desk work, calls and meetings.
