A property preservation HR manager hires and trains new techs, supervisors and office staff, runs background checks, and keeps pay and training records ready for client audits. Most hires are techs who work alone in empty houses and carry a lender's keys.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, building services companies · BLS, May 2025
Serve as a strategic HR leader in the property preservation sector by managing talent acquisition, onboarding, compliance, and culture development. Ensure the integration of effective HR practices that support operational excellence and employee satisfaction.
2. Essential Duties and Responsibilities
Oversee full-cycle recruitment and hiring initiatives to ensure the best fit for the organization.
Develop and execute comprehensive onboarding programs to facilitate seamless employee integration.
Ensure adherence to all applicable federal, state, and industry-specific employment regulations.
Foster a positive and inclusive company culture that supports team collaboration and growth.
3. Key Tasks / Daily Activities
Screen resumes, conduct interviews, and coordinate candidate selection processes.
Facilitate new employee orientation sessions and manage related documentation.
Monitor HR compliance activities and update internal policies as required.
Collaborate with department managers to address workforce planning and developmental needs.
4. Key Performance Indicators (KPIs)
Recruitment-to-hire time: Maintain an average time of <30 days.
New hire retention rate: Achieve >90% retention after six months.
Employee onboarding satisfaction: Attain >4.5 stars on post-orientation feedback surveys.
Compliance audit error rate: Keep error rate at <2% during internal and external reviews.
5. Required Qualifications and Skills
Bachelor’s degree in Human Resources, Business Administration, or a related field.
Minimum of 3 years of HR experience within a fast-paced environment.
Solid understanding of employment laws, HR best practices, and regulatory requirements.
Excellent communication, organizational, and interpersonal skills.
6. Preferred Experience
Prior experience in home services, property preservation, or real estate management industries.
Proven track record in managing HR functions in similarly regulated industries.
Experience in optimizing HR processes and fostering an engaging company culture.
Demonstrated ability to manage diverse teams and multi-location workforce challenges.
7. Physical Requirements
Ability to occasionally lift up to 10 lbs.
Primarily office-based work with a sedentary environment.
Minimal physical exertion required for daily tasks.
Flexibility to work extended hours during peak periods, if needed.
8. Work Environment and Schedule
Typical work hours: Monday through Friday, 8:00 AM to 5:00 PM.
Occasional travel to property sites may be required.
On-call duties for urgent HR matters may be expected.
Collaborative, supportive, and fast-paced working environment.
9. Compensation and Benefits
Salary range: $70,000 to $90,000 per annum, based on experience.
Comprehensive Health, Dental, and Vision insurance coverage.
401(k) retirement plan along with additional fringe benefits.
10. Company Culture and Overview
A dynamic, inclusive culture that embraces innovation and teamwork.
A growth-focused environment offering continuous professional development opportunities.
Commitment to high levels of both customer and employee satisfaction through transparent communication.
Regular team-building events and recognition programs that celebrate success and foster collaboration.
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
Crews work alone in empty houses, and they hold a lender's keys. Much of HR here is about who gets those keys and how they are paid.
Illinois limits how convictions count
Unless another law allows it, an Illinois employer can count a conviction against a hire in only two cases. It must have a substantial relationship to the job, or the hire must pose an unreasonable risk to property or people. The law lists factors to weigh, such as time since the conviction and proof of rehabilitation. Before a final no, the person gets a written notice and at least 5 business days to respond. Theft may relate to a job with keys to empty houses, but weigh each case. Source: Illinois General Assembly: 775 ILCS 5/2-103.1, conviction record.
Some techs must stop at the shop first to pick up a trailer, tools or the day's orders. Under federal rules, the drive from that pickup point to the first house is work time. Drives between houses count too. Count that time in each tech's hours, or techs paid by the order can fall short of minimum wage or overtime pay. Source: eCFR: 29 CFR 785.38, travel that is all in the day's work.
Cleanouts can turn up needles
If techs can reasonably be expected to contact blood on the job, such as from a used needle, OSHA's bloodborne pathogens standard applies. You then need a written plan to limit exposure, and training. You must also offer the hepatitis B vaccine within 10 working days of first assigning that work. Stock sharps boxes and gloves that resist punctures, and say what crews should leave for a specialist. Source: eCFR: 29 CFR 1910.1030, bloodborne pathogens.
How much property preservation services HR managers make
The closest BLS group for property preservation services 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.
Most are paid a salary plus a bonus once a year. Next to BLS data for HR managers in building services, the template's range runs low. It is closer to HR specialist pay, so check what nearby employers offer.
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 property preservation 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
Running hiring, onboarding and personnel files without close supervision
Working knowledge of background checks, I-9s and wage and hour rules
Ease talking with field crews as well as managers
Records that hold up when a client asks for proof
Experience with staff spread across several locations
Teach these on the job
Each client's vendor rules on background checks and training
Preservation terms the crews use on orders
Illinois, Indiana or other state rules you haven't used yet
Your piece-rate and hourly pay plans
Safety programs for cleanouts, ladders and power tools
An HR or payroll system with onboarding, an applicant tracking system, a background check vendor, and a training log you can show a client on request. A shared folder of current client manuals keeps training up to date.
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 · Vendor worker injuries
A helper working for one of our field vendors is hurt at a property and asks us for help. How do you sort out who is responsible?
A strong answer: Makes sure they get care, checks the vendor agreement and the vendor's workers' comp certificate, reviews whether the person is really the vendor's worker, and involves our insurer.
Behavioral · Multi-site onboarding
Tell me about an onboarding program you built for field techs who work far from the office.
A strong answer: Describes safety and photo training before solo work, ride-alongs, sign-offs, check-ins in the first weeks and how early turnover or quality changed.
The template's targets are examples. Review last year's hiring and turnover, then set targets that fit your seasons and clients.
Recruitment-to-hire time
Count the days between opening a job and an accepted offer, role by role. Field tech hires and office hires run on different clocks, so track them apart.
New hire retention rate
Follow each hire by start date and note who leaves early and why, split by role and crew. Exit reasons point to fixes in pay, training or the first week.
Employee onboarding satisfaction
A short survey after orientation asking whether the new hire knew their first week's tasks, had their gear and knew who to call from a house.
Compliance audit error rate
Errors found in personnel files, background check records, I-9s and training logs during your own checks or a client's vendor audit, against files reviewed.
Career path
Recruiter at a staffing agency or field services firmFills field roles in volume and learns to check references fast.
HR generalistHandles onboarding, files and leave for one location.
HR managerRuns hiring, policies and files across every crew and the office.
HR director or vice president of peopleLeads HR across several states and sits on the leadership team.
Other roles in a property preservation services business
What do we need before running a background check on a tech?
Under federal law, give a notice on a separate page and get the person's signed OK before you order the report. If the report could cost them the job, first hand over the report you relied on, plus the federal FCRA rights summary. Then look up the fair-chance rules for the state and city. Also read each client's vendor agreement, since some name the kind of check they want.
How much does a property preservation services 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 belongs in a new preservation tech's first week?
Start with the client manuals they'll work under. Then cover how to enter and leave a house, what to do if someone is inside, and how to report damage. Add sharps, ladders, and vehicle and trailer rules. Have a lead tech ride with each new hire for the first week of orders, and record each topic in the training log.
Is the HR manager job physical at all?
Barely. Lifting here means boxes of files or training binders. Long days come with hiring pushes before a new client starts, or after a serious incident. Site trips mean a visit to the shop or a house to meet crews or look into a report. Describe these as tasks in the ad.
Who makes a good first HR manager for a preservation company?
Look for someone who has hired field crews in volume, at a facilities, landscaping or restoration company. They should have run background checks under fair-chance rules. Ask how they'd prepare a tech who starts Monday to work alone by Friday.
