A security systems HR manager brings in installers, service techs, salespeople and office staff, works to keep them, and runs pay rules, policies and employee records. Much of the job turns on trust inside customers' buildings, how door-to-door reps are paid, and what a rep or tech may do after leaving.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, security systems companies · BLS, May 2025
Lead and oversee the HR functions for the Security & Low Voltage division to ensure the recruitment of top talent, adherence to policies, and the cultivation of a vibrant workplace culture. Collaborate with management to align HR initiatives with overall business strategies, ensuring sustained growth and operational excellence.
2. Essential Duties and Responsibilities
Recruit, interview, and select qualified candidates tailored to the specialized needs of the Security & Low Voltage industry.
Enforce company policies, procedures, and compliance standards.
Develop and implement HR programs that foster employee engagement, retention, and professional development.
Act as a strategic partner to manage employee relations, conflict resolution, and performance improvement processes.
3. Key Tasks / Daily Activities
Screen resumes and conduct initial candidate interviews to fill immediate staffing needs.
Coordinate with department heads to understand workforce requirements and schedule training sessions.
Monitor and review HR metrics, ensuring compliance with both internal policies and external regulatory bodies.
Provide daily support to employees on HR-related questions and issues, boosting overall organizational morale.
4. Key Performance Indicators (KPIs)
Time-to-Fill Vacant Positions: <45 days.
Employee Turnover Rate: <10% annually.
Policy Compliance Rate: 100%.
Employee Satisfaction Rating: >4.5 stars as measured by quarterly surveys.
5. Required Qualifications and Skills
Bachelor’s degree in Human Resources, Business Administration, or a related field.
Minimum of 5 years of HR experience, with exposure to technical industries preferred.
Excellent communication, interpersonal, and conflict resolution skills.
Proficient with HRIS software and Microsoft Office Suite.
6. Preferred Experience
Experience working within the home services or technical security and low voltage industry.
Prior involvement in large-scale recruitment efforts and staff training programs.
Background in operational policy development and compliance monitoring.
Proven track record in managing diverse teams in dynamic work environments.
7. Physical Requirements
Ability to work in an office environment with occasional visits to operational sites.
Capable of conducting on-site interviews which may require light physical activity.
Must be able to sit or stand for extended periods.
Minimal heavy lifting required.
8. Work Environment and Schedule
Standard work hours: Monday to Friday (8:30 AM to 5:00 PM).
Occasional extended hours during peak recruitment periods.
Limited travel required to corporate or operational sites.
Occasional on-call duties during emergencies or policy rollout implementations.
9. Compensation and Benefits
Salary Range: $70,000 - $90,000 per year based on experience.
Eligibility for performance-based bonuses.
Comprehensive Health, Dental, and Vision insurance.
401k retirement plan with company matching.
Additional fringe benefits include paid time off, wellness programs, and continuous training opportunities.
10. Company Culture and Overview
Our company fosters a culture of innovation, continuous improvement, and employee-focused development.
We are dedicated to supporting our team through robust professional growth opportunities and a collaborative environment.
We believe in empowering our employees with the tools and resources needed to succeed individually and collectively.
Join a dynamic organization where your contributions drive significant impact in the home services industry.
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, policy and employee relations follow the same basics everywhere. Here, techs hold customers' codes and keys, sales and service staff know the account list, and the systems run all night.
Oklahoma allows a customer non-solicit, not a noncompete
Monitoring accounts pay every month, so a rep or tech who leaves can take recurring income along. In Oklahoma, a former employee who agreed not to compete may still work in the same or a similar business. What the agreement can still stop is soliciting the former employer's established customers. Contract terms that conflict with the statute are void, and lawmakers passed changes to this section in 2024, so have a lawyer draft your agreement to the current text. Source: Oklahoma Statutes, 15 O.S. 219A: noncompetition agreements (OSCN).
Oregon noncompetes come with conditions
Oregon voids a noncompete unless conditions are met. Among them: the employee does exempt salaried work, the written offer mentions it at least two weeks before the first day or it comes with a real promotion, the employer has a protectable interest, and the leaver gets a signed copy within 30 days. Pay at termination must top a threshold adjusted each year, unless the employer agrees in writing to pay the leaver while the ban lasts. The term can't pass 12 months. Customer non-solicits fall outside these rules. Source: Oregon Revised Statutes chapter 653, including ORS 653.295 on noncompetition agreements.
Door-to-door reps and the outside sales rule
Residential alarm sales are sometimes made by reps going door to door. Federal rules treat an outside sales employee as exempt from minimum wage and overtime when the primary duty is making sales or getting contracts and that work is customarily and regularly done outside the employer's offices. No salary test applies. A rep who mostly sells by phone from the office doesn't fit, and state rules can differ. Source: eCFR: 29 CFR 541.500, outside sales employees.
A paid working interview shows the craft
A resume says little about how a tech dresses cable or treats a customer's home. Put finalists on payroll for a short session with a lead tech at a practice wall or rack in your shop, not in a customer's building. Watch how they set up a ladder, label and tie off cable, and protect the floor, with the lead playing the customer while they explain the work. Ask the lead for a yes or no the same day.
Exit steps protect customers
When a tech or office worker leaves, shut off their logins to the monitoring center's dealer portal, the video and app platforms and the field software that day. Collect keys, fobs and building badges. List the customer sites where they held a code, so the office can ask those customers to change it. Write the checklist once and run it every time.
How much security systems HR managers make
The closest BLS group for security systems HR managers is human resources managers. Human resources managers who work for security systems companies earned a median of $129,710 a year ($62.36 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 100 of the 220,660 human resources managers in that survey work for security systems companies.
Salaried; a hiring or retention bonus is possible. The template's band is a long way below the BLS median for HR managers in security systems companies, and even its bottom is below the lowest tenth. A company this size may be hiring closer to the HR specialist level, so compare both.
Security systems companies
$129,710$129,710 median Middle half $98,640–$173,870 10th–90th $76,850–$222,600
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
Security systems companies
$76,850
$98,640
$129,710
$173,870
$222,600
All industries
$88,200
$111,110
$149,280
$199,290
$267,810
BLS doesn’t publish pay for low-voltage contractors on their own. These figures cover security systems services, 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
Recruiting installers and service techs from electrical, IT and cable backgrounds
Clear, consistent employee relations, kept in writing
Sound grasp of overtime, on-call and commission pay rules
Careful handling of background reports and consent forms
Plain talk with techs in the field and leaders in the office
Teach these on the job
The alarm and low-voltage license rules in your states
Your list of software logins to shut off at exit
Your commission and on-call pay plans
Your HRIS and onboarding steps
Which trade certifications your techs pursue
The job runs on an HRIS with payroll, an applicant tracking system and a shared tracker for techs' licenses and certifications. Applicants will want those names, and to know whether staff logins to the monitoring and video platforms sit with HR or with operations.
Security systems 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 · Hiring within licensing rules
Your state requires alarm technicians to hold a license with a background check, and a strong candidate's license is still pending. What do you do?
A strong answer: Checks what work state rules allow while it's pending, follows FCRA and fair-chance rules on any background check the company runs, gets advice where unclear, and keeps them out of licensed work until approved.
Behavioral · Fast hiring without lowering the bar
Tell me about a time you had to staff up quickly for a big commercial project without lowering the bar. What did you do?
A strong answer: Kept structured interviews and work samples, sped up scheduling and checked early results of the hires.
The template's goals are a sketch. Review last year's hiring and exits, then set role-group goals together with the COO.
Time-to-Fill Vacant Positions
Use your applicant tracking system to measure the days from an approved opening to a signed offer. Report techs, sales and office roles on their own lines.
Employee Turnover Rate
Divide exits in the period by average headcount from payroll. Split early exits from later ones, and voluntary exits from involuntary ones.
Policy Compliance Rate
Each quarter, pull a set of employee files and check for signed policies, consent forms, license copies and finished exit checklists. Count the files with nothing missing.
Employee Satisfaction Rating
Ask field and office staff the same few anonymous questions every quarter. Read the comments by crew and act on the top theme.
Career path
Recruiter or HR coordinatorFills tech and office openings and runs onboarding paperwork.
HR generalistHandles leave, pay questions and employee files across crews.
HR managerLeads recruiting, policy and staff relations company-wide.
HR directorSets people strategy across branches or acquired dealers.
What do the standing and light activity lines mean for this HR manager?
The template says the HR manager may sit or stand for long stretches and hold on-site interviews with light activity. In practice that's standing at a job fair table, touring a project with a field supervisor to meet a candidate or give an orientation, and bringing new-hire folders to a branch. Put those duties in the ad; anyone needing a change can raise it as an accommodation.
How much does a security systems HR manager make?
Human resources managers who work for security systems companies earned a median of $129,710 a year ($62.36 an hour) in May 2025, according to the Bureau of Labor Statistics. The middle half earned between $98,640 and $173,870 a year. Pay also depends on your local market, experience and bonus terms.
Which backgrounds suit trainee security techs?
People who have pulled wire or set up devices in other trades often learn fast: electrician's helpers, cable TV and satellite installers, IT staff who have run cable, and military communications veterans. Ask about tidy cabling, ladder work and how they handled a customer in their home. A careful habit matters more than knowing one brand of panel.
Should a rep's commission come back if the customer cancels early?
Some companies do this, but write it into the signed plan before any sale counts. The plan should say which cancellations trigger a chargeback, over what window, and how the amount is recovered. States limit deductions from earned pay in different ways, so have a wage lawyer review the plan for each state where reps work.
How should HR handle a tech who posts photos from a customer's site?
Set the rule before it happens. The policy should bar posting or sharing customer addresses, floor plans, camera views, panel locations and codes, on any platform. Train it at onboarding and at each yearly refresher, and keep a signed copy. When a post turns up, have it removed, tell the customer if their information was exposed, and follow your discipline steps.
