A commercial remodeling HR manager hires and onboards office staff and field crews, keeps pay and leave rules right for crews on every shift, and handles employee concerns. They also keep the hiring, training and leave files that clients and auditors ask to see.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, commercial building contractors · BLS, May 2025
The HR Manager is responsible for leading the recruitment, onboarding, compliance, and staff relations efforts for our commercial remodeling division to foster a productive and compliant workplace environment.
2. Essential Duties and Responsibilities
Oversee the full-cycle recruitment and hiring process, ensuring alignment with company standards and industry best practices.
Develop and execute comprehensive onboarding programs to integrate new hires effectively.
Ensure company compliance with all relevant local, state, and federal employment laws and regulations.
Manage staff relations by addressing employee concerns, conducting performance reviews, and fostering a positive work environment.
3. Key Tasks / Daily Activities
Coordinate and schedule interviews with potential candidates while maintaining an organized recruitment pipeline.
Facilitate daily onboarding sessions and provide training to new and existing staff members.
Monitor and update HR policies to ensure ongoing compliance and relevance in a dynamic industry environment.
Serve as a primary point of contact for employee inquiries, conflict resolution, and HR-related communications.
4. Key Performance Indicators (KPIs)
New Hire Retention Rate: Achieve a retention rate of at least 90% within the first year of employment.
Onboarding Completion Rate: Ensure 100% of new employees complete onboarding within the first 30 days.
Employee Satisfaction Rating: Maintain an average satisfaction score of 4.5 or higher on internal surveys.
Compliance Audit Pass Rate: Achieve a 100% pass rate during internal and external compliance audits.
5. Required Qualifications and Skills
Bachelor’s degree in Human Resources, Business Administration, or a related field.
Minimum of 3 years of HR management experience in a dynamic environment.
Excellent interpersonal, communication, and organizational skills.
Proficiency with HRIS systems and Microsoft Office Suite.
6. Preferred Experience
Experience working in the construction, commercial remodeling, or home services industry.
Prior exposure to fast-paced operational environments with a focus on regulatory compliance.
Demonstrated ability in change management and process improvement.
Background in conflict resolution and effective employee relations.
7. Physical Requirements
Ability to lift up to 20 pounds occasionally during in-office tasks.
Prolonged periods sitting at a desk and working with computer equipment.
Navigating a standard office environment with occasional visits to job sites.
8. Work Environment and Schedule
Typical work hours are Monday through Friday, 8:00 AM to 5:00 PM.
Occasional overtime may be required to meet project or compliance deadlines.
Minimal travel to job sites or industry events is expected.
A professional office setting with modern facilities and collaborative workspaces.
9. Compensation and Benefits
Annual salary range of $60,000 - $80,000 depending on experience.
Eligibility for performance-based bonuses and incentives.
Comprehensive benefits package including Health, Dental, and Vision insurance.
401(k) plan with company matching contributions.
Additional fringe benefits including paid time off and professional development opportunities.
10. Company Culture and Overview
At [INSERT COMPANY NAME HERE], we foster a culture of innovation, inclusivity, and continuous growth where every team member is empowered to succeed.
We are committed to maintaining a collaborative environment that inspires creativity and drives operational excellence.
Our mission is to build lasting relationships with our employees and customers while ensuring a positive impact on the communities we serve.
Join us to advance your career in a company that values integrity, dedication, and the drive to excel.
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
Much of the work here happens after the client's business closes. That changes how crews are paid, how leave adds up and how HR reaches people it rarely sees in daylight.
Night premiums go into the overtime rate
Crews that remodel stores and offices after closing often earn a night premium. Federal wage rules count night shift differentials in the regular rate. So overtime is figured on base pay plus the premium, not base pay alone. Check that your payroll setup does this for every night worker who earns overtime. Source: eCFR: 29 CFR 778.207, other types of contract premium pay.
Maryland's sick leave law covers nonunion crews
Maryland's sick and safe leave law leaves out construction workers only when a real union contract waives it in clear terms. Even then, that exception doesn't cover jobs such as janitors or building security officers. The law also skips people who usually work under 12 hours a week. So a nonunion remodeling crew in Maryland earns this leave, and HR has to track it. Source: Maryland Code, Labor and Employment § 3-1303.
Maryland job posts must show the pay range
When the work happens at least partly in Maryland, every public or internal posting must list the wage range plus a general summary of benefits and any other pay offered. An applicant who never saw a posting gets the same facts before pay is discussed, or any time they ask. That applies to an ad for night carpenters as much as one for a project manager. Source: Maryland Code, Labor and Employment § 3-304.2.
Client sites bring their own conduct rules
Banks, medical offices and stores often require crews to wear badges, stay out of certain rooms and keep phones away from customers or patients. Fold those rules into onboarding and the handbook. Then a supervisor can point to a written policy when a client asks for someone to be taken off their job.
Onboarding has to reach the night crew
A carpenter hired for nights may never see the office while it's open. Bring new night hires in for onboarding before their first shift, during office hours. Keep forms on a system that works on a phone, and ask supervisors to cover the site rules again on the first night.
How much commercial remodeling HR managers make
The closest BLS group for commercial remodeling HR managers is human resources managers. Human resources managers who work for commercial and industrial builders earned a median of $151,040 a year ($72.61 an hour) in May 2025, according to the Bureau of Labor Statistics. That’s about the same as the $149,280 median for human resources managers in all industries. About 990 of the 220,660 human resources managers in that survey work for commercial building contractors.
Salary plus a performance bonus is typical. BLS figures for HR managers at commercial building contractors run well above the template's range, even at the low end. The template's numbers look more like BLS pay for HR specialists, so decide which job you are filling.
Commercial building contractors
$151,040$151,040 median Middle half $124,720–$187,220 10th–90th $102,880–$236,090
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
Commercial building contractors
$102,880
$124,720
$151,040
$187,220
$236,090
All industries
$88,200
$111,110
$149,280
$199,290
$267,810
BLS doesn’t publish pay for commercial remodelers on their own. These figures cover nonresidential building construction, 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
Working knowledge of overtime, regular rate and shift premium rules
Explaining policies to crews in plain words
Careful, private records for hiring, leave and discipline
Interviewing both office staff and tradespeople
Settling complaints between workers, supervisors and clients
Teach these on the job
Your HR and payroll software
Maryland's sick and safe leave and pay range rules
Each big client's site and badge rules
Your trade titles and what each crew role does
How your night shifts are staffed
HR here runs on a payroll and HR platform such as ADP Workforce Now, Paycom or Paylocity, with a mobile clock-in app for crews. Before you buy, have the vendor run a sample night crew through overtime and sick leave accrual.
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.
A healthcare client requires background checks for everyone entering their building. How do you handle that lawfully?
A strong answer: Runs checks only after a conditional offer where fair-chance laws require, uses written disclosure and consent under the Fair Credit Reporting Act, applies consistent job-related criteria with an individual review, and follows the adverse-action steps.
Behavioral · Onboarding
Tell me about an onboarding program you built that got new field hires working safely in client buildings faster.
A strong answer: Explains the steps (paperwork, building rules, safety training, shadowing), who was involved, and how they measured time to productive work.
The template's goals are a draft to start from. Your own turnover, survey and audit history should set the final numbers.
New Hire Retention Rate
Count last year's hires still on payroll at their one-year mark, split by office and field and by day and night shift. Exit interview notes show why the rest left.
Onboarding Completion Rate
Track each new hire's checklist in the HR system, from tax and I-9 forms to the handbook and site rules. Report anyone not finished by the deadline to their supervisor.
Employee Satisfaction Rating
Run a short, anonymous survey through a phone link so night crews can answer too. Compare scores by crew and by office team, and share what changes as a result.
Compliance Audit Pass Rate
List each internal or outside audit, such as payroll, I-9 or leave records, and log every finding that needed a fix. Check the fixed items again at the next review.
Career path
Recruiter at a staffing agency that places tradespeopleLearns how construction workers are found, hired and onboarded.
HR generalistHandles hiring papers, leave and employee questions.
HR managerOwns hiring, pay rules, leave and employee relations for the company.
Vice president of peopleLeads HR for a larger or multi-office construction company.
Should HR or the field leaders decide who works nights?
Field leaders assign the crews, since they know the jobs. HR writes the rules they assign by: how night work is offered, how it rotates, what premium it pays and how someone asks to move to days. Written rules keep the choices consistent and make it easier to answer a worker who feels passed over.
How much does a commercial remodeling HR manager make?
Human resources managers who work for commercial and industrial builders earned a median of $151,040 a year ($72.61 an hour) in May 2025, according to the Bureau of Labor Statistics. The middle half earned between $124,720 and $187,220 a year. Pay also depends on your local market, experience and bonus terms.
How should HR record hours for a shift that crosses midnight?
Federal records rules define a workday as a fixed period of 24 hours in a row and a workweek as a fixed, repeating run of seven workdays. Payroll records must show hours worked each workday and each workweek, plus the regular rate in any week with overtime. Pick start times for both that keep a night shift from splitting in confusing ways, and use them every week.
When does a commercial remodeler need a full-time HR manager?
Usually when payroll or leave mistakes start costing real money, or when supervisors spend hours a week on hiring papers. Night crews, jobs in more than one state and big clients with site rules all add work. Until then, an HR generalist with an outside adviser can cover it. Hire the manager before the first lawsuit, not after.
What would an HR manager here actually lift?
Boxes of onboarding packets or sample safety gear headed to a job site, file boxes going into storage, and chairs or a projector for a training session. That's what the template's 20-pound line covers. Heavier things move on a cart. Say so in the ad, and applicants can judge the line for themselves.
