A pest control HR manager hires route technicians, sales reps and office staff for several branches, and files the state paperwork that lets each new tech work. They write the take-home truck policy, bring summer sales teams on and off, keep license and training records, and handle discipline, benefits and injury claims.
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 or general manager
Department
Operations
Schedule
Weekdays, some early starts · Early branch meetings before routes leave, some evening training sessions, and a hiring push ahead of spring
Also called
Human resources manager · HR and training manager · People operations manager · Director of people
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 all human resource functions within the pest control division, ensuring effective hiring, comprehensive training, and strict labor compliance. Drives strategic HR initiatives that directly contribute to operational excellence and a safe, productive workplace.
2. Essential Duties and Responsibilities
Manage the full-cycle recruitment process for pest control technician positions and administrative roles.
Develop, implement, and oversee training programs that ensure staff meet industry standards and company expectations.
Ensure compliance with labor laws, industry regulations, and internal policies.
Provide coaching and performance management support to team members.
3. Key Tasks / Daily Activities
Review applications, conduct interviews, and coordinate onboarding activities.
Facilitate regular training sessions and safety briefings for employees.
Monitor adherence to labor compliance and update policies as required.
Collaborate with department heads to address staffing needs and performance issues.
4. Key Performance Indicators (KPIs)
Employee turnover rate: Target of less than 10% annually.
Time-to-hire: Target of less than 30 days for key positions.
Training completion rate: 100% of employees trained within the first 90 days.
Compliance audit score: Maintain a minimum score of 95% on all internal and external audits.
5. Required Qualifications and Skills
Bachelor’s degree in Human Resources, Business Administration, or a related field.
Minimum of 5 years of HR management experience.
Proficient in HRIS systems and MS Office.
Strong organizational, interpersonal, and communication skills.
6. Preferred Experience
Experience within the home services or pest control industry.
Previous exposure to labor compliance and safety regulations.
Familiarity with union and collective bargaining practices.
Background in developing scalable training and development programs.
7. Physical Requirements
Ability to communicate effectively in an office setting and occasionally on-site.
Capable of performing tasks that require mobility between office and field locations.
Must be able to lift up to 20 lbs when managing training materials or event setups.
8. Work Environment and Schedule
Typical work hours are Monday to Friday, 8 AM to 5 PM.
Occasional evening or weekend events may be required for training sessions.
Some travel between sites and branch locations may be necessary.
Minimal on-call duties during emergencies or critical compliance periods.
9. Compensation and Benefits
Salary range: $65,000 - $85,000 per year, based on experience and qualifications.
Eligibility for performance bonuses tied to departmental KPIs.
Comprehensive health, dental, and vision insurance plans.
Participation in the company 401(k) plan with matching contributions.
10. Company Culture and Overview
[INSERT COMPANY NAME HERE] is committed to fostering a collaborative and growth-oriented work environment.
Our team thrives on innovation, continuous learning, and making a positive impact in the communities we serve.
We value diversity, professional development, and the contributions of every team member as we drive industry-leading pest control solutions.
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
Hiring, training and records are part of any HR job. At a pest control company, the state has a say in who can treat a home, techs drive company trucks from home to their routes, and the sales team may grow for the summer.
A state ID card for every tech
Licensing rules vary by state. In Florida, each employee who does pest control needs a state ID card, and the company applies for it within 30 days of hire. Office staff such as bookkeepers and clerks are exempt. Cardholders must be employees, not contractors, and can hold a card for only one company at a time. Cards renew each year by the company's license anniversary date, and when someone leaves, the company collects and destroys the card. Source: Florida Statutes section 482.091 (2026): Employee identification cards.
Take-home trucks need a written policy
Route techs often drive a company truck from home to the first stop. Under federal law, that drive doesn't count as work if it stays in your normal commuting area and you and the tech have agreed to it. Small tasks tied to the drive don't count either. The law doesn't excuse real job tasks done at home, so write down what techs may and may not do before the first stop. Check state law too. Source: 29 U.S.C. 254: Portal-to-Portal Act, employer vehicles (Cornell LII).
Techs know the customers by name
A route tech who visits the same homes every quarter gets to know the families, and some owners ask staff to sign agreements to protect those accounts. State law decides what holds up. California voids contracts that keep someone from working in a lawful trade, except where its law allows, and applies that to any noncompete in employment, however narrow. Ask an employment lawyer to check these agreements in each state where you hire. Source: California Business and Professions Code section 16600.
Summer sales teams start and stop together
If you run a summer door-to-door team, HR brings on a group of reps in spring and lets most of them go when the season closes. Every hire needs a Form I-9, and each rep should sign a written commission plan before the first door. The Labor Department says federal law doesn't require an immediate final paycheck, but some states do. Commissions still coming in after a rep leaves make the timing harder, so settle the rules early. Source: U.S. Department of Labor: Last paycheck.
How much pest control HR managers make
The closest BLS group for 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.
A salaried role. Where there's a bonus, it usually follows the department's numbers, such as turnover, time to hire and audit results.
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
Recruiting in volume for entry-level route and sales jobs
Wage and hour know-how: commissions, production pay and commute time
Building training plans with due dates and records
Documenting discipline so it holds up later
Running a seasonal hiring calendar that starts in winter
Teach these on the job
Your state's pesticide license and ID card steps
Your respirator program and fit test vendor
Commission and draw rules for your summer sales team
Your take-home truck agreement
Which branches hire for which routes and services
Day to day, the job lives in a payroll platform such as Paylocity, ADP, Paycom or Gusto, a hiring system for postings and applicants, and a license tracker. The tracker can start as a spreadsheet, as long as every renewal and training deadline shows up well before it's due.
Pest control HR manager interview questions
They have their own page: 6 questions that test this job, what strong and weak answers sound like, and a work exercise to run with your finalists.
Base targets on your last two seasons of hiring and exits. Look at technicians, sales reps and office staff one group at a time, since each group turns over on its own cycle.
Employee turnover rate
People who left over the past year divided by average headcount, from your HR system. Split it by branch and by job, and leave planned end-of-season sales exits out of the tech numbers.
Time-to-hire
Track how many days pass from a job posting to a signed offer, using dates from your hiring system. Count route technician jobs apart from office jobs, since tech openings decide how many routes run.
Training completion rate
Divide courses finished on time by courses assigned, covering onboarding, safety, chemical handling and license prep. Pull it each month and line it up against each new tech's state deadlines.
Compliance audit score
Score your own checklist each quarter: I-9s, license and ID card records, respirator fit tests, injury logs, vehicle agreements and required postings. Add any findings from state pesticide inspections or insurance reviews.
Career path
Branch office managerPicks up hiring, ID card filings and new-hire paperwork for one branch.
RecruiterFills technician and sales openings before the spring rush.
HR managerOwns license records, training, policies and employee issues for every branch.
Director of peopleAdds acquired branches or new states, each with its own license rules.
In some states, yes. In Florida, an employee who inspects for termites and other wood-destroying organisms needs a special ID card. That covers inspections for home sales and under termite contracts. The application comes with an affidavit signed by the employee and the licensee or operator in charge. It confirms training in those pests and their damage, the inspection forms and the laws. Certified operators in that category are exempt.
How much does a 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.
What should HR track for each pest control technician?
Keep one record per tech with the license or ID card number, license categories, expiration date and continuing education credits. Add respirator medical clearance and fit test dates if they wear one, the signed take-home truck agreement, and finished safety courses. Set reminders well before each date, since a lapsed card can pull a tech off the route.
Should a pest control company hire licensed techs or train new ones?
You'll likely do both. A licensed tech from another company can run a route sooner, but may bring habits you'll have to retrain. A new hire needs training and state paperwork before working alone, but learns your methods from day one. Customer service, driving and sales jobs are good places to find new techs. Budget for training and exam costs either way.
Who should train techs on a new product?
Someone licensed in that category should go over the label, the safety data sheet and the gear it calls for before the product goes on a truck. That's usually the certified operator in charge or a technical manager. HR sets up the session, collects sign-offs and files them in each tech's record. Field supervisors then check those label directions on ride-alongs.
How early should a pest control company hire for the busy season?
In winter. A new tech needs training and state paperwork, and in some states an exam, before running a route alone, so a tech hired in April may not help much until summer. Post tech and CSR openings early in the year, schedule ride-alongs for finalists, and set start dates for any summer sales team before the first warm week.
