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Remote Home Depot Investigator Jobs (NOW HIRING)

EVERGREEN

National Account Sales Manager

Richmond, VA · Remote

$100K - $300K/yr

This is a remote position with approximately 25% of travel required. Travel includes visits to our ... The Home Depot * Tractor Supply Company * Target Corporation * Sam's Club * Aldi * Barnes & Noble ...

EVERGREEN

National Account Sales Manager

Richmond, VA · On-site +1

$100K - $300K/yr

This is a remote position with approximately 25% of travel required. Travel includes visits to our ... The Home Depot * Tractor Supply Company * Target Corporation * Sam's Club * Aldi * Barnes & Noble ...

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Remote Home Depot Investigator information

See salary details

$32K

$75.3K

$131K

How much do remote home depot investigator jobs pay per year?

As of Sep 4, 2026, the average yearly pay for remote home depot investigator in the United States is $75,325.00, according to ZipRecruiter salary data. Most workers in this role earn between $52,500.00 and $98,500.00 per year, depending on experience, location, and employer.

What does a Remote Home Depot Investigator do?

A Remote Home Depot Investigator is responsible for investigating cases of theft, fraud, and policy violations that occur within Home Depot stores or in relation to their operations, but performs these duties remotely. They review surveillance footage, analyze transaction data, and collaborate with in-store personnel to gather evidence and resolve cases. Their goal is to protect company assets, ensure compliance with company policies, and support legal proceedings when necessary. This role often involves preparing detailed reports and may require communicating with law enforcement or legal teams.

What are the key skills and qualifications needed to thrive as a Remote Home Depot Investigator?

To thrive as a Remote Home Depot Investigator, you need a strong background in loss prevention, analytical skills, and knowledge of investigative techniques, typically supported by experience in retail security or criminal justice. Familiarity with surveillance systems, case management software, and data analysis tools is essential for effectively identifying and resolving potential theft or fraud. Excellent communication, discretion, and critical thinking skills help investigators collaborate with teams and handle sensitive information. These abilities are crucial for minimizing loss, protecting company assets, and maintaining a safe retail environment.

What are the primary challenges faced by a Remote Home Depot Investigator, and how can new hires prepare for them?

One of the main challenges for a Remote Home Depot Investigator is efficiently gathering and analyzing data from multiple sources while working off-site. Since the position involves investigating potential fraud, theft, or policy violations, you'll need to develop strong communication skills to coordinate with in-store personnel and other remote teams. Staying organized, understanding Home Depot's internal systems, and keeping up with investigative best practices will help you succeed. Proactively seeking feedback and utilizing available training resources can also ease the transition for new investigators.

What is the difference between Remote Home Depot Investigator vs Remote Loss Prevention Associate?

AspectRemote Home Depot InvestigatorRemote Loss Prevention Associate
CredentialsBackground in investigations, security, or law enforcementSecurity or retail experience, sometimes certifications in loss prevention
Work EnvironmentRemote, primarily investigative and analytical tasksRemote or on-site retail environment, focusing on theft prevention
Employer & IndustryHome Depot, retail industryRetail stores, including Home Depot or similar retailers

The Remote Home Depot Investigator focuses on conducting investigations related to theft, fraud, and policy violations remotely, often analyzing data and interviewing suspects. In contrast, a Remote Loss Prevention Associate typically works to prevent theft and monitor store activities, sometimes remotely but often on-site. Both roles require security knowledge, but the Investigator emphasizes investigative skills, while the Associate emphasizes prevention tactics.

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Remote Home Depot Investigator jobs near you
Infographic showing various Remote Home Depot Investigator job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 74% Full Time, 22% Part Time, and 3% Contract. Highlights an 79% Physical, 1% Hybrid, and 20% Remote job distribution, with an average salary of $75,325 per year, or $36.2 per hour.

District Human Resources Manager (Hudson Valley, NY Market)

Home Depot

Hudson, NY • On-site, Remote

Full-time

Re-posted 24 days ago

Key responsibilities

  • Support store and district leaders in recruitment, selection, and onboarding processes for associates and leaders.

  • Lead associate relations efforts by managing workplace culture initiatives, addressing issues, and handling investigations.

  • Partner with district leadership to align people strategies with business goals and support change initiatives.

Home Depot rating

7.4

Company rating: 7.4 out of 10

Based on 6,486 frontline employees who took The Breakroom Quiz

5th of 39 rated national retailers

Job description

With a career at The Home Depot, you can be yourself and also be part of something bigger.
Candidates must live within Hudson Valley, NY market, or nearby areas, as this multi-site role supports multiple locations.
Position Purpose:
The District Human Resources Manager (DHRM) is a key business partner responsible for driving talent readiness, associate engagement, compliance, and organizational effectiveness across a district of 6-13 stores. The DHRM aligns people strategies with business goals and Company Values, leading efforts in talent management, leadership development, associate relations, and workforce planning to build strong teams and sustain a positive, inclusive, and high-performing culture.
Key Responsibilities:
  • 10% Recruitment, Selection & Onboarding - Support Associate Support Department Supervisors (ASDS) selection and development, ensuring readiness for future leadership opportunities. Partner with store and district leaders to ensure quality and consistency in hiring and assimilation of both internal and external talent. Support hourly and salaried hiring initiatives, including local job fairs, internal development forums, and community partnerships. Oversee the onboarding experience for new leaders, ensuring timely system access, mentoring, and engagement in district learning plans.
  • 40% Associate Relations & Workplace Culture - Lead HR Town Halls and follow-up on action items from both townhalls and Voice of Associate survey results, ensuring accountability for progress and improvement. Partner with store leadership to foster engagement, recognition, and communication across teams. Serve as a trusted advisor and first responder for associate relations issues, workplace incidents, and investigations, partnering closely with AR and Legal as needed. Manage the accommodation process for stores in their district by partnering with associates, leaders, and centralized resources to ensure timely documentation, consistent communication, and compliant return-to-work and accommodation plans that support associate wellbeing and business continuity. Manage Salesforce case investigations effectively, ensuring timely investigative documentation creation and retention, root-cause analysis, and fair resolution.
  • 15% Change Leadership & Business Partnership - Promote and model Company Values and leadership behaviors, reinforcing a culture of inclusion, high-performance and customer focus. Actively participate in district operations and store walks to provide real-time HR insights and coaching. Partner with district leadership to align people strategies with business goals, driving results through talent, engagement, and organizational effectiveness. Support change initiatives such as new store openings, closings, restructurings, and strategic realignments.
  • 15% Learning, Training & Performance Enablement - Leverage Salesforce, Workday and other HR tools to identify associate and leader skill gaps, and reinforce accountability for development outcomes. Monitor and assess the execution and impact of training plans for both hourly and salaried associates. Facilitate and model a culture of continuous learning, ensuring that coaching and skill development are embedded in daily operations. Partner with store leaders to ensure timely and effective performance management, including feedback delivery, code calibration, and development planning.
  • 15% Operational Excellence & Collaboration - Maintain readiness and partnership protocols for labor relations and emergency response events. Participate in district meetings and business reviews as a key HR advisor and thought partner. Partner with the HR Service Center to ensure accuracy and consistency in staffing, transactions, and associate records. Leverage AI-enabled HR tools and people analytics (e.g., workforce trends, engagement, attendance, associate relations case drivers) to surface insights, anticipate risk, prioritize actions, and coach leaders on data-backed decisions that improve associate experience, compliance, and district performance.
  • 5% Talent Strategy & Leadership Development - Champion an inclusive, welcoming, and respectful workforce, leveraging local partnerships to continue building the most highly regarded culture in retail. Drive salaried succession planning and talent pipeline development through consistent talent planning and leadership evaluation. Partner with leaders to create individual development plans and facilitate meaningful career growth discussions.

Direct Manager/Direct Reports:
  • DHRM position reports to a Regional HR Director.
  • 6-13 ASDSs have a dotted-line reporting relationship to the DHRM.

Travel Requirements:
  • Typically requires overnight travel 20% to 50% of the time.

Physical Requirements:
  • Requires intermittent periods during which continuous physical exertion is required, such as walking, standing, stooping, climbing, lifting material or equipment, some of which may be heavy or awkward.

Working Conditions:
  • Typically located in a comfortable indoor area. There may be regular exposure to mild physical discomfort from factors such as dust, fumes or odors, temperature extremes, loud noise, strong drafts, or bright lights.

Minimum Qualifications:
  • Must be eighteen years of age or older.
  • Must be legally permitted to work in the United States.

Preferred Qualifications:
  • No additional qualifications

Minimum Education:
  • The knowledge, skills and abilities typically acquired through the completion of a high school diploma and/or GED.

Preferred Education:
  • The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.

Minimum Years of Work Experience:
  • 5

Preferred Years of Work Experience:
  • No additional years of experience

Minimum Leadership Experience:
  • 5

Preferred Leadership Experience:
  • No additional years of leadership experience

Certifications:
  • None

Competencies:
  • Communicates Effectively
  • Decision Quality
  • Plans and Aligns
  • Develops Talent
  • Decision Quality
  • Plans & Aligns
  • Manages Conflict
  • Drives Engagement
  • Drives Results
  • Collaborates
  • Manages Ambiguity

For California, Colorado, Connecticut, Rhode Island, Nevada, New York City, Ithaca (NY), Westchester County (NY), and Washington residents:
The pay range for this position is between $120,000.00 - $130,000.00

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About Home Depot

Sourced by ZipRecruiter

The Home Depot is the world’s largest home improvement specialty retailer, operating a vast network of warehouse-format stores across the United States, Canada, and Mexico. Founded in 1978, the company has established itself as the primary resource for building materials, lawn and garden products, and home décor. Its business model caters to two distinct customer bases: Do-It-Yourself (DIY) homeowners and "Pro" customers, such as professional contractors and tradespeople. Beyond product sales, the company offers an extensive suite of services, including professional installation and one of the largest tool rental operations in North America.

Industry

Retail, manufacturing and personal services

Company size

10,000+ Employees

Headquarters location

Atlanta, GA, US

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