Home Depot ramps seasonal hiring and highlights associate benefits

Home Depot is emphasizing seasonal hiring drives and a suite of associate supports as it prepares for higher store and distribution demand. The company’s corporate newsroom and associate-facing portals detail recruiting plans, on-the-job training supports and a summary of benefits designed to help both hourly and salaried employees navigate work, family and education needs.

The hiring announcement highlights spring and other seasonal recruiting efforts that will expand store and distribution headcount. Alongside recruitment, Home Depot is promoting training and on-the-job supports intended to accelerate onboarding for seasonal and new permanent associates. Those operational investments are aimed at getting staffed locations up to full capacity faster while reducing the lag that can drive service gaps and overtime for existing associates.

The company also outlines programs that affect pay and time-off planning, caregiver logistics and career development. Key employee programs described on corporate and HR pages include tuition reimbursement, backup dependent care, and eligibility for paid family leave. Financial benefits and retirement resources are available through the company’s 401(k) offerings and a program referenced as FutureBuilder. Both the corporate site and the associate portals myTHDHR and LiveTheOrangeLife serve as the primary points for benefits enrollment, tuition reimbursement details and related policy information. These portals also list associate help and contact numbers for benefits questions and claims.

For workers, the combined hiring and benefits message has immediate and practical implications. Job seekers have clear seasonal entry points and training supports that can shorten time to full productivity. Current associates may see relief from staffing pressure if seasonal hiring lowers reliance on excessive overtime. Access to tuition reimbursement and FutureBuilder can make it easier for associates to pursue upskilling and internal mobility without absorbing full education costs. Backup dependent care and paid family leave eligibility directly affect scheduling stability for parents and caregivers, reducing last-minute call-outs and the personal stress that can erode retention.

At the store and district level, managers should expect an uptick in onboarding work as seasonal hires arrive, including scheduling training blocks and ensuring new associates complete benefit enrollment through myTHDHR or LiveTheOrangeLife. HR teams remain the go-to resource for eligibility questions and for guiding associates through benefit claims and enrollment windows.

As the hiring season progresses, associates and applicants should monitor the company’s portals for application details, training schedules and enrollment deadlines. The combination of seasonal recruiting and reinforced benefit resources aims to smooth short-term staffing needs while supporting longer-term retention and career development across Home Depot’s workforce.