An electrical HR manager hires electricians, apprentices and office staff, and checks each new hire's license before day one. They keep the apprentice hour records that count toward a license later. They also run onboarding, guide managers through write-ups and complaints, and keep the employee handbook current.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, electrical contractors · BLS, May 2025
Serve as a strategic HR partner within the Electrical segment of our home services operations, ensuring strong recruitment, robust employee relations, and strict adherence to compliance standards. Drive initiatives that foster a positive workplace culture and align with our company's growth objectives. Collaborate with senior management to enhance operational effectiveness through people-focused strategies. Support the overall business by developing and implementing progressive HR practices that cater to the specialized needs of the Electrical industry.
2. Essential Duties and Responsibilities
Oversee full-cycle recruitment efforts including job postings, candidate screening, selection, and onboarding.
Manage employee relations by resolving conflicts, addressing grievances, and ensuring a supportive work environment.
Ensure compliance with federal, state, and local employment laws, as well as industry-specific regulations.
Develop and implement HR policies and procedures that align with the company's objectives and industry best practices.
Partner with management to deliver performance management initiatives and career development programs.
3. Key Tasks / Daily Activities
Facilitate daily recruitment activities, including sourcing and interviewing potential candidates.
Respond to employee inquiries and concerns, providing timely and empathetic solutions.
Conduct regular audits of HR practices and processes to ensure compliance.
Maintain accurate and confidential personnel records and HR databases.
Collaborate with department heads on workforce planning and strategic talent management.
4. Key Performance Indicators (KPIs)
Recruitment Cycle Time: Achieve an average time-to-fill position of less than 30 days.
Employee Retention Rate: Maintain an annual retention rate of at least 90%.
Compliance Adherence: Ensure 100% adherence to company and legal compliance standards.
Employee Satisfaction: Reach an employee satisfaction rating of greater than 4.5 stars on internal surveys.
5. Required Qualifications and Skills
Bachelor’s degree in Human Resources, Business Administration, or a related field.
Minimum of 5 years of HR management experience, preferably within a home services or electrical industry environment.
Strong knowledge of employment laws and regulations relevant to the Electrical sector.
Excellent interpersonal, communication, and conflict resolution skills.
Proficiency in HRIS systems and Microsoft Office Suite.
6. Preferred Experience
Experience working in the home services or electrical industries.
Previous exposure to fast-paced operational environments with multi-site management.
Demonstrated experience in leading recruitment and vendor management initiatives.
Familiarity with performance management systems and HR analytics.
7. Physical Requirements
Ability to sit and work at a computer for extended periods.
Occasional lifting of files, documents, or office supplies up to 20 pounds.
Flexibility to work in a standard office environment with occasional site visits.
Capacity to move around various operational settings as needed.
8. Work Environment and Schedule
Standard office hours with flexibility during peak hiring periods or for critical issue resolution.
On-call support may be required for urgent employee relations or compliance issues.
Minimal travel between office locations or job sites as required.
A collaborative and supportive work environment that champions diversity and inclusion.
9. Compensation and Benefits
Competitive salary range of $70,000 - $90,000 USD per annum, commensurate with experience.
Performance-based bonus opportunities.
Comprehensive Health, Dental, and Vision insurance packages.
401(k) plan with company matching contributions.
Additional fringe benefits such as paid time off and professional development opportunities.
10. Company Culture and Overview
Our company is committed to fostering a collaborative, innovative, and inclusive work environment where every team member is valued.
We invest in our employees’ growth through continuous training and clear career pathways.
Our culture emphasizes integrity, excellence in customer service, and a commitment to community and sustainable practices.
We are dedicated to empowering our team to excel in a dynamic industry while making impactful contributions to the communities we serve.
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
What makes HR at an electrical contractor different
Any HR manager recruits, onboards and settles workplace problems. At an electrical contractor, some states license even the newest apprentice, a landmark labor case came from this trade, and crews work in hot attics with tools they often buy themselves.
A new apprentice may wait weeks for a license
Texas requires a license for electrical work, with some exemptions, and that includes brand-new apprentices. Online applicants who report no convictions are issued a temporary license automatically. Anyone with a conviction sends a questionnaire, and the state's review can take one to six weeks. HR builds that wait into start dates, so a new hire isn't sitting at the shop unable to work. Source: Texas TDLR: Apprentice electrician license.
Apprentice tool lists meet wage rules
Electricians often bring their own hand tools, and many shops give new apprentices a list to buy. Federal wage law treats required tools a worker pays for like money handed back to the employer: in any week, that cost can't drop pay below the minimum wage and overtime owed. California goes further in construction: the employer supplies required tools, though a worker paid at least twice the state minimum wage may be asked to bring the hand tools the trade uses. HR writes the tool policy to match. Source: 29 CFR 531.35: Free and clear payment, including tools of the trade (Cornell LII).
Union organizers may apply for your jobs
A Supreme Court case about an electrical contractor, NLRB v. Town & Country Electric, held that paid union organizers can still count as employees under federal labor law. The NLRB says employers may not refuse to hire or consider applicants because of their union membership, activities or sympathies. HR trains foremen and hiring managers on these rules, union shop or not, and keeps notes that show why each applicant was or wasn't hired. Source: NLRB v. Town & Country Electric, 516 U.S. 85 (1995) (Cornell LII).
Hot attics can fall under indoor heat rules
Electrical crews pull wire in attics and in new houses before the air conditioning runs. In California, a space under a roof and closed in on every side counts as indoors, so a hot attic can fall under the indoor heat rule once it reaches 82 degrees. Open framing falls under the outdoor rule. Each calls for a written plan, training for workers and supervisors, and cool drinking water, plus shade outdoors or a cool-down area indoors. HR keeps the plans and training records current. Source: Cal/OSHA: Title 8 section 3396, heat illness prevention in indoor places of employment.
How much electrical HR managers make
The closest BLS group for electrical HR managers is human resources managers. Human resources managers who work for electrical contractors earned a median of $132,980 a year ($63.93 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 490 of the 220,660 human resources managers in that survey work for electrical contractors.
Expect a salary and a performance bonus; the template offers both. In a shop of this size the job may also take on payroll or workers' comp claims, so check nearby job ads for HR roles that carry those duties.
Electrical contractors
$132,980$132,980 median Middle half $101,520–$169,990 10th–90th $82,270–$208,020
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
Electrical contractors
$82,270
$101,520
$132,980
$169,990
$208,020
All industries
$88,200
$111,110
$149,280
$199,290
$267,810
BLS reports residential and commercial electrical contractors together. 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 for licensed trades, from apprentices to master electricians
Spots employment and labor law problems before they turn into claims
Keeps license copies, apprentice hours, I-9s and training logs in order
Stays calm and even when a write-up or a hard talk is due
At ease on a job site talking with crews and foremen
Teach these on the job
Your state's electrical license classes and how to apply
How your apprenticeship partners track hours and classes
Electrical job titles, crew setup and pay steps
Your safety meetings and the training calendar
The HR and payroll systems you already run
Most of the job runs through a payroll and HR system and an applicant tracker. You also need one place to log apprentice hours by supervising electrician, whether that's the HR system, your apprenticeship program's portal or a shared tracker.
Electrical HR manager interview questions
They have their own page: 6 questions that test this job, what strong and weak answers sound like, and a work exercise to run with your finalists.
Set targets from last year's hiring and turnover. Treat the template's figures as a first draft, and adjust them for your market and for how many apprentices you bring on.
Recruitment Cycle Time
Count the days each opening stays unfilled, from sign-off until the hire actually starts. Look at licensed electricians, apprentices and office jobs one at a time, and flag starts held up by a license review.
Employee Retention Rate
Employees still on payroll at year-end divided by headcount at the start, from your HR system. Look at first-year apprentices on their own, and use exit interviews to learn why people left.
Compliance Adherence
Run a checklist audit each quarter: I-9s, license checks, apprentice hour logs, required posters, training records and injury logs. Count the items that pass, and set a date to fix each miss.
Employee Satisfaction
Survey everyone anonymously each spring and fall, outside your busiest weeks, and chart the average. Report field crews and office staff apart, and tell employees one change you made because of the last survey.
Career path
Recruiter or HR coordinatorFinds candidates, sets up interviews and handles new-hire paperwork.
HR managerRuns hiring, apprentice records, onboarding and employee relations.
HR directorLeads HR for several shops after the company adds locations.
What is the HR manager's job at an electrical contractor?
They recruit electricians, apprentices and office staff, run onboarding and keep personnel files. They check each new hire's license, track apprentice hours, and back up managers when an employee needs a warning or files a complaint. In a shop this size they often handle workers' comp claims too. They also keep hiring practices and policies current with federal and state law.
How much does an electrical HR manager make?
Human resources managers who work for electrical contractors earned a median of $132,980 a year ($63.93 an hour) in May 2025, according to the Bureau of Labor Statistics. The middle half earned between $101,520 and $169,990 a year. Pay also depends on your local market, experience and bonus terms.
How do you check an electrician's license?
Search for the person on your state licensing board's website by name or license number. Save a copy with the hire date, note when the license expires, and check again at renewal. If a license lapses or is suspended, take the person off work that needs a license until it's fixed.
Can an electrical contractor hire an apprentice with a criminal record?
It depends on the record and the state. Texas looks at convictions one case at a time when someone applies for a license. If a screening company runs your check, federal credit reporting law applies. First the applicant gets a written notice as a separate document and signs a consent. If the report may cost them the job, send them a copy and the FTC's summary of their rights before you decide. State and local fair-chance laws can add steps of their own.
At an electrical contractor, who owns safety: HR or operations?
Usually HR supports safety rather than owning it. The COO or field supervisors set the safety rules and check job sites. HR keeps the training records and the injury log, files workers' comp claims, and makes sure new hires finish safety training before their first job. Write down who does what.
What goes in a job ad for an electrical HR manager?
Say who the role answers to and how many workers and shops it covers. Note whether it also runs payroll, workers' comp or apprentice paperwork. List your HR and payroll systems. Mention on-call duty for injuries and urgent staff problems. Say whether the role finds electricians itself or works with outside recruiters.
