A fence company HR manager hires the installers and laborers that spring installs depend on, and keeps their records straight as headcount rises and falls. They set what summer helpers under 18 may do, file each yard's injury summary on time, and write the pay rule for crews sent home on rain-out mornings.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, specialty trade contractors · BLS, May 2025
Annual pay: 10th percentile $85,770, middle half $105,760 to $164,500, 90th percentile $199,980. Source: BLS Occupational Employment and Wage Statistics, May 2025, specialty trade contractors.
Reports to
Chief Operating Officer
Department
Human Resources
Schedule
Office hours, longer in peak hiring · Standard office hours with site meetings and visits, and longer days when spring hiring or urgent staffing needs peak
Also called
Human resources manager · People manager · HR and safety manager · Personnel manager
Fence company HR manager job description template
This is our Role Blueprint, word for word. Replace the highlighted fields and adjust the example targets and pay to fit your company.
Responsible for overseeing the recruitment, onboarding, and compliance processes for the fence installation division. Drives a positive workplace culture that fosters employee growth and operational excellence. Plays a key role in aligning HR strategies with company goals to support business success.
2. Essential Duties and Responsibilities
Develop and execute recruitment strategies to attract qualified candidates.
Coordinate comprehensive onboarding processes for new hires.
Ensure adherence to all local, state, and federal employment laws and industry regulations.
Collaborate with management to instill and maintain a positive organizational culture.
Maintain accurate employee records and monitor HR metrics for continuous improvement.
Support performance evaluations and employee development initiatives.
3. Key Tasks / Daily Activities
Manage daily recruitment schedules, including screening, interviewing, and candidate follow-ups.
Conduct onboarding sessions and process necessary documentation for new hires.
Liaise with the fence installation team to identify staffing needs and coordinate timely responses.
Monitor and enforce compliance with company policies and industry standards.
Provide day-to-day support and guidance in employee relations matters.
4. Key Performance Indicators (KPIs)
Recruitment Time-to-Fill: Less than 30 days.
Employee Retention Rate: Greater than 90%.
Compliance Audit Pass Rate: 100%.
New Hire Satisfaction Rating: Over 4.5 stars out of 5.
5. Required Qualifications and Skills
Bachelor’s degree in Human Resources, Business Administration, or a related field.
Minimum of 3 years of HR management experience.
Excellent interpersonal, communication, and organizational skills.
Proficient in HR software, Microsoft Office suite, and data management techniques.
6. Preferred Experience
Prior HR management experience within the home services or construction industries.
Experience in recruiting for skilled labor positions, specifically in fence installation or related trades.
Demonstrated success in employee training and performance management initiatives.
Familiarity with industry-specific compliance and regulatory standards.
7. Physical Requirements
Ability to occasionally lift up to 20 pounds.
Frequent use of computer and other standard office equipment.
Capability to travel between job sites and the central office as needed.
Occasional site visits requiring extended periods of standing or walking.
8. Work Environment and Schedule
Standard office hours with occasional extended hours based on project and staffing needs.
On-site meetings and inspections at fence installation locations as required.
Minimal exposure to outdoor elements during scheduled site visits.
Flexibility to promptly address urgent staffing and operational requirements during peak periods.
9. Compensation and Benefits
Salary range: $60,000 - $80,000 USD per year.
Performance-based bonus opportunities.
Comprehensive Health, Dental, and Vision insurance coverage.
401(k) plan with employer contributions, paid time off, and additional fringe benefits.
10. Company Culture and Overview
We are a growth-oriented, customer-focused company revolutionizing the home services industry.
Our team values innovation, collaboration, and continuous improvement in every aspect of our work.
We cultivate an inclusive environment that supports personal and professional development.
Ample opportunities for career advancement and leadership training are provided to empower our employees.
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
A fence company's headcount climbs in spring and, in colder markets, drops when the ground freezes. Most of its people work outdoors with augers, saws and loaders, and HR's rules follow that swing.
Summer helpers and the skid steer
Under federal child labor rules, most construction work is off limits before age 16. At 16 and 17, helpers still may not run, ride or help operate a skid steer or skid-steer loader, may not run or assist on a circular saw or an abrasive cut-off saw, whatever it cuts, and may not drive on public roads, except in a few narrow cases at 17. HR writes the teen task list with the field supervisor before the first summer start. State rules can be stricter. Source: U.S. Department of Labor: Fact Sheet #43, child labor in nonagricultural occupations.
A busy May decides next year's OSHA filing
Fence contractors count as construction, so OSHA's online injury reporting rule reaches them. The count that matters is each location's highest headcount during the prior calendar year. If that peak landed anywhere from 20 to 249, the yard submits its Form 300A numbers to OSHA electronically by March 2. A yard that runs 14 people in January and 26 in May is in. HR tracks headcount by yard every month, so the spring peak, not the winter roster, sets the filing. Source: OSHA: 29 CFR 1904.41, electronic submission of injury and illness records.
Rain-outs at the yard
When crews meet at the yard, they may learn there that rain or frozen ground has wiped out the day. Some states require pay for showing up. In Rhode Island, for example, an employer that asks or lets a worker report at the start of a shift, then gives under three hours of work, owes at least three hours at the regular rate. Shifts set shorter than three hours are allowed only when both sides agree to them. HR writes the rain-out policy with your state's rule in hand. Source: Rhode Island General Laws 28-12-3.2: Wages for failure to furnish shift work.
Light duty that's real work
After a back strain or a hand cut, an installer may not dig or carry posts for a while. A fence yard has real work that fits many restrictions: assembling wood gates on a bench, pulling and staging tomorrow's material, counting hardware, or riding along to check finished fences. HR keeps that list ready, matches tasks to the doctor's limits in writing, and checks your state's workers' comp rules first.
How much fence company HR managers make
The closest BLS group for fence company HR managers is human resources managers. Human resources managers who work for specialty trade contractors earned a median of $126,750 a year ($60.94 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 1,500 of the 220,660 human resources managers in that survey work for specialty trade contractors.
A salary and performance bonus, by the template's terms. Its best offer would land below the bottom tenth of BLS's pay spread for HR managers in the specialty trades. That points to a first HR manager stepping up from a generalist job. To hire someone who already runs HR for a contractor, plan to pay above the range.
Specialty trade contractors
$126,750$126,750 median Middle half $105,760–$164,500 10th–90th $85,770–$199,980
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
Specialty trade contractors
$85,770
$105,760
$126,750
$164,500
$199,980
All industries
$88,200
$111,110
$149,280
$199,290
$267,810
BLS counts too few human resources managers at other specialty trade contractors for a steady figure, so these figures cover specialty trade contractors. 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 for seasonal outdoor crews, where most hiring lands in a few weeks
Writes task limits for helpers under 18 before their first day
Keeps injury logs by location and knows when a yard must file
Turns a doctor's restrictions into a written light-duty assignment
Explains pay rules to crew leads in plain words
Teach these on the job
Fence crew roles, from laborer to master installer
Which machines and saws each crew runs
Your state's show-up pay and child labor rules
Your yard and job site safety routines
Your HR and payroll system
Day to day, HR works in the payroll software, a hiring app that can handle the spring wave of applicants, and OSHA's online portal for the yearly summary. Keep one more list: each helper under 18, with the tasks and machines the field supervisor has cleared them for.
Fence company 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 installers
You need [6] fence installers before spring, and local competitors are hiring too. What do you do?
A strong answer: Starts early, uses referrals and past seasonal staff, posts clear pay and schedule details, runs a short hands-on check and moves fast on offers.
Behavioral · Training programs
Tell me about a training program you set up for field employees, such as auger or tool safety. How did you know it worked?
A strong answer: Names the program, how it was taught and checked in the field, and results such as fewer injuries or faster ramp-up.
Read these by role, since a laborer seat and a master installer seat fill, and stay filled, at very different rates.
Recruitment Time-to-Fill
Calendar days between the go-ahead to hire and the person's first paid shift, split into laborer, installer, office and sales seats. An opening posted in winter and filled before the first busy week counts as on time.
Employee Retention Rate
Who stays through the season and who comes back the next spring, by crew. A winter layoff where the ground freezes isn't turnover if the person returns when called.
Compliance Audit Pass Rate
Once a year, self-audit each yard's personnel files, I-9s, injury logs, teen task lists and posters. Score it as items that passed over items reviewed, and fix every miss before the busy season.
New Hire Satisfaction Rating
A short survey at day 30: did the first week match the job ad, did the crew lead show them the work, and did they have the gear they needed? Read the results by crew lead.
Career path
Recruiter for a construction staffing agencyFills laborer and trade seats and learns what field hires care about.
HR generalistHandles onboarding, personnel files and leave for a contractor.
HR managerHires seasonal crews and owns teen rules, injury filings and pay policy.
Director of peopleLeads HR, safety records and benefits across several fence yards.
Almost never. Under federal rules a 17-year-old may not tow at work, and a crew truck usually pulls the auger or skid steer trailer. Without a trailer, a truck over 6,000 pounds in gross vehicle weight is still off limits, the driving stays in daylight and within 30 miles, and it may use up to one-third of a workday and one-fifth of a workweek. Weigh the truck you have in mind against that limit, and read your state's rules as well.
How much does a fence company HR manager make?
Human resources managers who work for specialty trade contractors earned a median of $126,750 a year ($60.94 an hour) in May 2025, according to the Bureau of Labor Statistics. The middle half earned between $105,760 and $164,500 a year. Pay also depends on your local market, experience and bonus terms.
Can a fence company test an installer before hiring?
A short skills check at the yard shows more than an interview: setting a post plumb in a practice hole, or squaring and hanging a gate on a test frame. Give every finalist for the job the same check, keep it to the work itself, and pay for the time if they do productive work on a real job. Ask your employment lawyer how your state treats tryouts.
What keeps fence installers from leaving in July?
Clear steps more than pep talks. Post a pay step for each skill a laborer adds, such as posts set to a line, gate hanging, chain-link work or aluminum on slopes. Promote crew leads who teach, and coach the ones who yell. Keep hours steady through a wet week where you can, and tell people the winter plan before they start shopping for one.
What does a fence HR manager do on site?
Walking a long fence line with a crew lead after an injury, carrying new-hire packets or safety gear to a yard, and standing through a morning safety talk. That is what the template's lines on a 20-pound lift and long site visits on foot cover, and those lines stay as written. Put these tasks alongside them, and tell candidates who handles accommodation requests.
