A concrete and masonry HR manager staffs finishing and masonry crews for the pour season and brings laid-off workers back each spring. They run the heat illness program, set up the silica medical exams the safety plan calls for, and make sure long pour days are paid right.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, structure and exterior contractors · BLS, May 2025
The HR Manager is responsible for driving the recruitment, training, compliance, and staff relations processes within our Concrete & Masonry division. This role plays a vital part in ensuring that our teams are equipped with the necessary skills, aligned with company policies, and committed to delivering exceptional service while upholding industry standards.
2. Essential Duties and Responsibilities
Develop and implement HR strategies and initiatives tailored to the Concrete & Masonry industry.
Oversee and manage the full-cycle recruitment process, from candidate sourcing to onboarding.
Facilitate training programs and performance management systems to enhance staff skills and productivity.
Ensure adherence to all relevant labor laws, industry regulations, and company policies.
3. Key Tasks / Daily Activities
Manage daily HR operations, including employee relations and issue resolution in the Concrete & Masonry teams.
Coordinate with management to schedule and conduct regular training and safety sessions.
Maintain accurate and up-to-date HR records, including recruitment, training, and compliance documentation.
Conduct regular check-ins with employees to foster engagement and address any concerns promptly.
4. Key Performance Indicators (KPIs)
Employee turnover rate: less than 10% annually.
Training completion rate: achieve 100% completion within scheduled timeframes.
Compliance audit score: maintain a score of 95% or higher.
Time-to-fill open positions: under 45 days on average.
5. Required Qualifications and Skills
Bachelor’s degree in Human Resources, Business Administration, or a related field.
A minimum of 5 years of progressive HR experience, preferably within the construction or home services industries.
Strong knowledge of labor laws, HR compliance, and industry-specific regulations.
Excellent interpersonal, organizational, and communication skills.
6. Preferred Experience
Prior HR management experience in the Concrete, Masonry, or related construction sectors.
Demonstrated proficiency in using HR software and applicant tracking systems.
Experience managing teams in unionized or highly regulated environments.
A proven track record of driving employee engagement and organizational change initiatives.
7. Physical Requirements
Ability to occasionally lift up to 25 pounds for handling documentation.
Adaptability to work in a fast-paced office environment.
Occasional visits to job sites requiring the use of safety gear and moderate physical activity.
Ability to stand or walk for extended periods during site inspections.
8. Work Environment and Schedule
Standard work hours from 8:00 AM to 5:00 PM, Monday through Friday.
Occasional evening or weekend meetings may be required.
Minimal travel between the office and job sites.
Flexible work arrangements may be considered based on performance needs.
9. Compensation and Benefits
Salary range: $70,000 - $90,000 USD annually.
Eligibility for performance-based bonuses.
Comprehensive Health, Dental, and Vision insurance.
401k plan with company match.
Additional fringe benefits including paid time off and professional development opportunities.
10. Company Culture and Overview
We foster a culture committed to excellence, continuous improvement, and employee empowerment.
Our inclusive environment encourages diversity, collaboration, and open communication among all team members.
We support and invest in professional growth opportunities to help you achieve your career goals.
Join a team of industry experts dedicated to innovation and high-quality service in the home services sector.
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 the company works outside on crews that finish concrete or lay block. The work swells in spring and slows in the cold, and HR plans hiring, heat, medical exams and pay around that.
Call last year's crews first
In cold markets, finishing and masonry crews shrink over the winter and fill back up in spring. HR keeps a recall list through the layoff: phone numbers, who does stamped work, block or stone, and who wants to come back. That list gets called before any ad goes up. New finisher ads go out ahead of the builders' spring start dates, and mason openings follow the wall backlog.
A heat plan before summer
OSHA's heat rule is still only proposed, so state rules matter. Nevada is one example. Employers there with more than 10 employees do a one-time written job hazard analysis that lists job classes where most workers face heat for over 30 minutes of any hour, not counting breaks. Where it finds risk, the safety program must cover water, rest for anyone showing signs of heat illness, ways to cool down, a named person watching conditions, training and emergency steps. Source: Nevada Legislature: Approved regulation R131-24AP, heat illness (filed November 15, 2024).
What a silica exam file holds
The COO decides who is in the silica medical program, and HR runs the paperwork. OSHA's rule has the employer give the clinic a copy of the standard plus each worker's silica duties, exposure levels and protective gear. The opinion the company gets back lists only the exam date, that the exam met the rule and any respirator limits, unless the worker allows more in writing. Keep the worker's name, each opinion and what you sent the clinic for the length of employment plus 30 years. Source: eCFR: 29 CFR 1926.1153, Respirable crystalline silica (construction).
Long pour days and the workweek
A big slab can keep a crew out twelve hours, and then rain cancels two days. Federal overtime is counted by the workweek, and a short week can't be averaged against a long one. Time a crew spends waiting on site for a late truck is work time. So is the drive from the shop to the job when the crew must report there first to load up. HR puts those rules in the time policy and teaches leads to log them. Source: eCFR: 29 CFR 778.104, Each workweek stands alone.
How much concrete & masonry HR managers make
The closest BLS group for concrete & masonry HR managers is human resources managers. Human resources managers who work for foundation, structure, and building exterior contractors earned a median of $121,660 a year ($58.49 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 180 of the 220,660 human resources managers in that survey work for structure and exterior contractors.
The template offers a salary with a yearly bonus. Its top sits below what three in four HR managers in this industry group earn, by the BLS figures here. If the job also covers safety records or payroll, budget nearer the middle of this chart.
Structure and exterior contractors
$121,660$121,660 median Middle half $91,530–$161,230 10th–90th $70,690–$179,890
All industries
$149,280$149,280 median Middle half $111,110–$199,290 10th–90th $88,200–$267,810
$0k$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
Structure and exterior contractors
$70,690
$91,530
$121,660
$161,230
$179,890
All industries
$88,200
$111,110
$149,280
$199,290
$267,810
BLS doesn’t publish pay for concrete and masonry contractors on their own. These figures cover foundation, structure and building exterior contractors, 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
Has hired finishers, masons and laborers for seasonal construction crews
Keeps a recall list current through the winter layoff
Writes safety programs in plain words that crew leads follow
Knows how hours worked are counted for hourly field crews
Keeps medical records apart from personnel files
Teach these on the job
Your crew types and pay ladder for finishers and masons
Your silica plan and the clinic that runs exams
Heat rules in each state where your crews work
How your leads record truck waits and shop loading time
Any union agreements your crews work under
Crews clock in on their phones at the site through the payroll and HR system, and a punch that records where it happened settles most questions about shop loading and truck waits. HR also keeps a due-date list that warns weeks ahead of each silica exam and heat class, and runs spring postings through an applicant tracking system.
Concrete & masonry 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 finishers
You need [three] experienced concrete finishers before the season starts, and the good ones are already working. What do you do?
A strong answer: Checks pay against the market, uses referrals and trade programs, builds a path to promote laborers, adds a hands-on skills test, and moves fast on offers.
Behavioral · Building career paths
Tell me about a training path you built that moved people up in a trade.
A strong answer: Describes the skill steps, how progress was checked, pay steps, and how many people moved up.
Count seasonal layoffs and recalls the same way every year, or turnover and time-to-fill won't compare. Agree on targets with the COO after one full cycle.
Employee turnover rate
Departures over twelve months against average headcount, with crews and office on separate lines. A seasonal layoff the worker returns from isn't turnover; a recall the worker turns down is.
Training completion rate
Heat, silica and other assigned trainings finished by their due dates, out of all assigned, from the training log. Heat training counts only if it was done before the first hot stretch.
Compliance audit score
A quarterly self-audit of sample files: Forms I-9, exam opinions, training sign-offs and time records from the longest pour weeks. Score items in order against items checked.
Time-to-fill open positions
Calendar days from a signed-off opening until the hire clocks in for the first time, with finishers, masons, laborers and office reported apart. Compare spring openings with last spring's.
Career path
Payroll or HR assistantKeeps crew time records and the winter recall list.
HR managerOwns seasonal hiring, the heat and exam programs, and pay rules.
Director of people and safetyTakes on several branches, benefit plans and workers' comp claims.
Why should returning crews ease back into hot work?
Bodies adjust to heat over days, and a crew back from winter starts unadjusted. Nevada OSHA's guidance, for example, recommends easing new workers into hot work over 7 to 14 days, and workers back from three or more days off over three days. Build that into the first warm weeks: shorter stints in the sun, more breaks and lighter tasks early. Recalled crews and new hires both count.
How much does a concrete & masonry HR manager make?
Human resources managers who work for foundation, structure, and building exterior contractors earned a median of $121,660 a year ($58.49 an hour) in May 2025, according to the Bureau of Labor Statistics. The middle half earned between $91,530 and $161,230 a year. Pay also depends on your local market, experience and bonus terms.
Does the template's union line matter for a concrete company?
It can. Some concrete and masonry crews work under a union agreement, and some companies are open shop. If yours is union, the agreement may set how you hire, what you pay, which benefits you fund and how apprentices move up, and the HR manager has to know it as well as the law. If you're open shop, HR sets those rules itself and should keep them in writing.
What does the template's line about long site inspections mean?
That template line stays word for word. For an HR manager here, it describes crossing a few busy job sites on foot, around footings, stakes and wet concrete, in a hard hat and safety boots, and carrying files or training gear up to 25 pounds. Describe those site tasks in your ad, and say how applicants can request an accommodation.
How can you test an HR candidate for a concrete company?
Hand them one crew's week: a twelve-hour pour Monday, two rain days, an hour waiting on a late truck and a crew that met at the shop to load. Ask them to total the paid hours and overtime for each worker. Then ask what they'd tell a lead who wrote the truck wait off as a break.
