A remodeling HR manager hires and onboards designers, project managers, carpenters and office staff, and keeps their training records and certificates current. They handle employee concerns, write the policies for working inside clients' homes, and make sure the field team's safety training is on file.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, residential builders and remodelers · BLS, May 2025
Serve as the strategic HR leader for a remodeling company, driving recruitment, onboarding, and employee relations initiatives that support business growth and operational excellence. Develop and implement HR policies and practices that foster an inclusive and productive work environment. Collaborate closely with management to ensure alignment between HR strategy and overall company goals.
2. Essential Duties and Responsibilities
Oversee a comprehensive recruitment process, including job postings, candidate screening, interviewing, and hiring decisions.
Develop and implement engaging onboarding programs that facilitate smooth transitions for new hires.
Manage employee relations by addressing concerns, resolving conflicts, and fostering a positive workplace culture.
Ensure compliance with employment laws and industry-specific regulations in the remodeling sector.
Collaborate with leadership to continuously improve HR policies and performance management systems.
3. Key Tasks / Daily Activities
Coordinate daily recruitment activities, including scheduling interviews and conducting reference checks.
Facilitate timely new hire orientation sessions and training programs.
Maintain accurate employee records and update HR systems regularly.
Monitor and address employee queries and concerns on a day-to-day basis.
4. Key Performance Indicators (KPIs)
Time-to-fill open positions: within 30 days.
New hire retention rate: 95% after 6 months of employment.
Employee satisfaction rating: greater than 4.7 out of 5 stars.
Annual compliance training completion rate: 100%.
5. Required Qualifications and Skills
Bachelor’s degree in Human Resources, Business Administration, or a related field.
Minimum of 5 years of HR experience, including managerial responsibilities.
Demonstrated expertise in recruitment, onboarding, and employee relations.
Strong interpersonal, communication, and conflict resolution skills.
6. Preferred Experience
Experience working in the remodeling or home services industry.
Proven track record in change management and process improvements.
Familiarity with HR software systems and analytics tools.
Experience in talent development and retention strategies in a dynamic, fast-paced environment.
7. Physical Requirements
Ability to work in a standard office environment.
Occasional lifting of office equipment or documents (up to 15 lbs).
Frequent use of computer and telephone during daily tasks.
Ability to sit for extended periods while performing administrative duties.
8. Work Environment and Schedule
Typical work hours: Monday to Friday, 8:00 AM to 5:00 PM.
Occasional travel to off-site remodeling project locations.
On-call duties may be required during peak project periods.
Collaborative office setting with opportunities for remote work flexibility.
9. Compensation and Benefits
Salary range: $70,000 - $90,000 per year, commensurate with experience.
Eligibility for performance-based bonuses.
Comprehensive Health, Dental, and Vision insurance plans.
401k plan with company matching contributions.
10. Company Culture and Overview
Our company fosters a culture of innovation, teamwork, and continuous growth in the remodeling industry. We are committed to empowering our employees with professional development opportunities and a supportive, inclusive work environment. By investing in our team’s success, we strive to be the employer of choice for those looking to contribute to a dynamic, customer-focused organization.
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
Most of your people work in someone else's house, around kids, pets and old paint. That shapes who you hire, what you check and which records you keep.
Lead-safe certificates run out
EPA's lead renovation rule relies on certified renovators. A certificate lasts five years from the first course or a hands-on refresher, but only three years from a refresher without hands-on training. Let it lapse and the renovator retakes the first course. Renovators must also have copies of their first and latest course certificates at the work site. Track every expiry date and book refreshers early. Source: eCFR: 40 CFR 745.90, renovator certification and responsibilities.
Fall training needs a signed record
Remodelers work from ladders, on second-floor additions and over open stairwells. OSHA's construction rule requires a written certification record for fall protection training. It lists the worker, the date or dates trained, and a signature from whoever trained them or from the employer. Keep each record in the personnel file where you can find it fast. Source: eCFR: 29 CFR 1926.503, fall protection training.
Background checks for people who enter homes
Homeowners hand your crews their door codes, so you may want background checks. Federal law says to tell the candidate in writing, in a document of its own, and to get their signed permission first. If the report leads you to say no, first send them a copy of it plus the FCRA rights summary the screening company gave you. Fair-chance laws in some states and cities add more steps. Source: FTC: Background checks, what employers need to know.
Designers and carpenters learn in different places
A new designer needs time in the showroom and with your cabinet and tile lines before meeting clients. A new carpenter needs days beside a lead, learning your dust walls, floor protection and cleanup routine. Build two onboarding tracks, and ask the leads what each new hire missed.
Trade partners aren't on HR's roster
The plumbers, electricians and tile setters you subcontract don't belong in your handbook, onboarding or training calendar. Operations vets them as businesses. Keep HR's files and policies to the people on your payroll, and ask your lawyer before you treat any sub like staff.
How much remodeling HR managers make
The closest BLS group for remodeling HR managers is human resources managers. Human resources managers who work for residential builders and remodelers earned a median of $133,790 a year ($64.32 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 330 of the 220,660 human resources managers in that survey work for residential builders and remodelers.
Expect a salary, often with a bonus for hiring and retention goals. Pay data from BLS for this industry runs well above the template's range, so test it against local offers.
Residential builders and remodelers
$133,790$133,790 median Middle half $104,040–$168,860 10th–90th $86,570–$206,460
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
Residential builders and remodelers
$86,570
$104,040
$133,790
$168,860
$206,460
All industries
$88,200
$111,110
$149,280
$199,290
$267,810
BLS reports remodelers and home builders together. 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
Hiring for both design-sales and field roles, with a different interview plan for each
Clean records: I-9s, certificates and training sign-offs
Fair, calm handling of complaints from staff and about staff
Knows the federal rules on overtime, leave and background checks
Earns the trust of leads and carpenters on site visits
Teach these on the job
EPA lead renovation and OSHA training record rules
Your payroll and HR software
Your state's wage and posting rules
Your job titles and who reports to whom
Your workers' compensation carrier's claim steps
Payroll and HR usually run in Gusto, ADP, Paychex or a similar system. Add an applicant tracking tool and a certificate tracker that warns you before a renovator certificate or training record expires. Name them in the ad.
Remodeling 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 · Recruiting skilled trades
You need two lead carpenters, and the last three job ads drew few qualified applicants. Walk me through your plan.
A strong answer: Confirms must-haves with production, checks pay against the local market, writes specific ads, works referrals and trade schools, speeds up the interview, and adds a skills test.
Behavioral · Coaching managers on performance
Tell me about a time you helped a production manager or lead carpenter deal with a crew member's performance problem that had gone on too long.
A strong answer: Helped the manager set clear expectations, document and give feedback, set a timeline, and follow through on the outcome.
Your own hiring history and turnover should decide these goals; the template's are placeholders.
Time-to-fill open positions
From the day leadership okays a hire to the day an offer letter comes back signed, count the days. Keep field and office roles on separate lines.
New hire retention rate
Of the people hired in a period, count who are still employed at the template's checkpoint, split by role. Ask each person who leaves why.
Employee satisfaction rating
Run a short anonymous survey with the same questions each time, and compare field crews with office staff. Read the comments on scheduling, pay and how leads treat people.
Annual compliance training completion rate
List every required training for each role, such as fall protection and lead-safe refreshers, and count finished records against required ones at year end.
Career path
Office managerHandles hiring paperwork and payroll questions at a smaller remodeler.
HR generalistRuns recruiting, onboarding and records for a growing company.
HR managerOwns hiring, policy and employee relations for every department.
Director of human resourcesLeads HR across several locations or brands.
Who handles a homeowner's complaint about a carpenter's behavior?
The project manager calms the homeowner and gets the facts about the job. HR takes the employee side: talks with the crew member and the lead, writes down what each says, and decides on coaching, a warning or a move to another job. Keep both versions in one file and close the loop with the project manager.
How much does a remodeling HR manager make?
Human resources managers who work for residential builders and remodelers earned a median of $133,790 a year ($64.32 an hour) in May 2025, according to the Bureau of Labor Statistics. The middle half earned between $104,040 and $168,860 a year. Pay also depends on your local market, experience and bonus terms.
Can a remodeler hire people who work for its trade partners?
Read your subcontract agreements first. Some include no-hire clauses, and even without one, poaching can cost you a good tile setter or electrician as a partner. If a sub's worker asks you for a job, talk with the sub's owner before you make an offer.
How should a remodeling HR manager interview a designer?
Have them talk you through one kitchen they designed: the client's problem, the layout choices and what went over budget. Then hand them a simple floor plan and ask where the cabinets, sink and range would go. You'll learn how they listen and whether they think about cost, not just looks.
Which remodeling tasks does the HR manager's 15-pound limit cover?
Carrying a box of new hire packets, training binders, a projector or a case of safety glasses to a crew meeting at the shop. Site visits mean walking a job with a lead or dropping off paperwork, not doing the work. The sitting and computer lines describe the office side of the day.
