Home Depot emphasizes associate career mobility and workplace supports

Home Depot’s careers and culture page presents a clear, associate-centric outline of the company’s workplace priorities and the resources available to hourly and salaried employees. The materials emphasize internal career mobility, training and e-learning tools, nondiscrimination and accommodation policies, and programs designed to support associates across life stages.

The page notes that most store leaders are promoted from hourly roles, underscoring the company’s stated focus on upward movement from the sales floor into supervisory and management positions. That upward-mobility narrative is paired with descriptions of formal and informal training pathways—classroom instruction, digital learning modules and on-the-job coaching—intended to help associates build the skills needed for promotion.

Home Depot also highlights Team Depot volunteer programs as a cultural touchpoint that connects community service with team-building and leadership development. For many associates, participation in Team Depot can provide networking opportunities and real-world project experience that complement internal training.

On workplace protections and supports, the site lays out the company’s nondiscrimination policy and directs associates to official channels for requesting accommodations or HR assistance. Benefits information and HR support are centralized through the myTHDHR portal, which the company positions as the primary access point for payroll, benefits enrollment, workplace policies and formal HR requests. The careers page frames these resources as part of an integrated support system for employees navigating life events, caregiving responsibilities, disability accommodations and other needs.

For workers, the page functions as an official reference on where to go for career development and workplace protections. Clear signposting of promotion pathways and training opportunities can affect retention and morale, offering visible routes to advancement for hourly associates. Meanwhile, centralized HR and accommodation processes aim to make it easier for employees to resolve pay, schedule, benefits and accessibility issues without escalating conflicts in stores.

How those resources operate day to day remains a practical concern for associates: actual access to training, the timeliness of HR responses through myTHDHR, and the consistency of accommodation determinations are the factors that will determine whether the company’s stated priorities translate into improved career outcomes.

For associates, the careers and culture page is a roadmap: use it to identify training options, explore internal openings, and contact HR through myTHDHR when you need accommodations or benefits guidance. Management and shop-floor supervisors who want to retain talent will need to ensure those pathways and supports work in practice.