A flooring HR manager hires installers and helpers, builds the training that turns helpers into installers, and works to keep them once they're skilled. The job sits close to the crews, with briefings at the warehouse, staffing checks on job sites, and the exam and training records tile work brings.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, building finishing contractors · BLS, May 2025
Oversee all HR functions for the flooring installers team, ensuring effective hiring, comprehensive training, compliance with staffing policies, and a collaborative team culture. Drive continuous improvement in employee engagement and operational efficiency within the home services sector.
2. Essential Duties and Responsibilities
Manage the recruitment, hiring, onboarding, and retention of flooring installers.
Coordinate and deliver ongoing training and development programs tailored to the team’s needs.
Ensure compliance with labor laws, company policies, and industry regulations.
Partner with leadership to foster a positive and inclusive team culture across the organization.
3. Key Tasks / Daily Activities
Conduct daily briefings and performance check-ins with flooring installers.
Monitor scheduling, attendance, and job site staffing needs to ensure optimal coverage.
Facilitate training sessions and workshops to enhance installer skills and safety protocols.
Address employee concerns and mediate workplace conflicts to maintain team harmony.
4. Key Performance Indicators (KPIs)
Recruitment Turnaround Time: Achieve an average of less than 30 days from posting to hire.
Training Completion Rate: Reach 100% of installers completing mandatory training sessions within prescribed timelines.
Employee Satisfaction Rating: Secure a satisfaction score of >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 3 years’ experience in HR management, ideally within the home services or construction industries.
Excellent interpersonal, communication, and conflict resolution skills.
Proficiency in HR software and Microsoft Office Suite.
Strong understanding of labor law and workplace compliance protocols.
6. Preferred Experience
Experience working in the flooring, construction, or home services industry.
Proven track record of developing and implementing effective training programs.
Familiarity with unionized environments and experience in collective bargaining is an asset.
Previous experience with performance management systems and employee engagement initiatives.
7. Physical Requirements
Ability to occasionally lift up to 25 lbs.
Flexibility to work in both office settings and job site environments (which may include exposure to various weather conditions).
Capability to conduct on-site visits requiring moderate physical activity.
Occasional use of personal protective equipment when visiting job sites.
8. Work Environment and Schedule
Standard work hours: Monday through Friday, 8 AM to 5 PM.
Occasional travel to different job sites and training locations as required.
Flexibility to work extended hours during high-demand periods or special projects.
Occasional on-call availability for urgent staffing issues.
9. Compensation and Benefits
Salary Range: $70,000 - $90,000 USD per annum.
Eligibility for performance-based bonuses.
Comprehensive benefits package including Health, Dental, and Vision coverage.
401(k) plan with company match.
Additional fringe benefits such as paid time off and professional development opportunities.
10. Company Culture and Overview
At [INSERT COMPANY NAME HERE], we pride ourselves on creating a supportive, growth-oriented work environment that values innovation and employee success.
Our culture is built on collaboration, comprehensive learning, and a shared commitment to exceeding customer expectations, making every team member an integral part of our journey towards excellence.
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 staff install floors in homes, new houses and stores, and many start as helpers with no trade skills yet. HR's work goes where they go: the warehouse at dawn, then the job sites.
Indoor tile cutting can start silica exams
Tile setters who cut with handheld saws indoors need respirators under OSHA's silica table. Once a worker's respirator days will reach thirty in a year, the company must make free medical exams available. The first comes within 30 days of that assignment, and repeats at least every three years. HR counts each tile setter's indoor saw days from the schedule and books the exams. The table needs no respirator at a stationary wet saw, so HR also shows operations where one would end the count. Source: 29 CFR 1926.1153: Respirable crystalline silica in construction (eCFR).
Wyoming voids most noncompetes, not training repayment
Helpers trained for months sometimes leave to work as subs. In Wyoming, a noncompete signed on July 1, 2025 or later is void if it limits a worker's right to be paid for skilled or unskilled labor. The exceptions include executives and managers, trade secrets and the sale of a business. A written deal may still recover training costs: up to all of it for a worker with under two years of service, then smaller shares through the fourth year. Have a lawyer draft it before training starts. Source: Wyoming 2025 Enrolled Act 87 (SF0107): covenants not to compete.
Morning pickup is when crews can be reached
Many installers see the office only at the warehouse pickup, if at all. The template asks HR for daily briefings, so hold them there while crews load. Take a few minutes on one topic, such as a new adhesive's data sheet, a knee pad swap or next week's open jobs. Keep them short and count them as paid time. Check-ins and complaints that need privacy get a set time when crews come back in the afternoon.
A written path from helper to installer
Helpers learn by carrying cartons and tearing out old floors, and some never get further unless someone plans it. HR writes the steps for each floor type, from underlayment and cuts to a full room alone, with the lead installer signing off each one. Tie a pay step to each sign-off, and pay for an outside certification when a helper is ready. Helpers who know what earns the next raise have a reason to stay.
How much flooring HR managers make
The closest BLS group for flooring HR managers is human resources managers. Human resources managers who work for building finishing contractors earned a median of $119,610 a year ($57.51 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 150 of the 220,660 human resources managers in that survey work for building finishing contractors.
BLS counts few HR managers at finishing contractors like flooring firms, and most of those it counts earn more than the template's salary ceiling. Decide whether you want a training-minded generalist or a seasoned manager, price that job locally, and tie the bonus to installers kept and sign-offs finished on schedule.
Building finishing contractors
$119,610$119,610 median Middle half $97,340–$166,420 10th–90th $83,370–$197,330
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
Building finishing contractors
$83,370
$97,340
$119,610
$166,420
$197,330
All industries
$88,200
$111,110
$149,280
$199,290
$267,810
BLS doesn’t publish pay for flooring contractors on their own. These figures cover building finishing 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 and kept installers or other trade crews paid by the piece
Turns what lead installers teach into written steps, each with its own sign-off
Knows a silica exam gives the company only a short opinion: the date, that it met the rule, and any respirator limits
Holds a short warehouse briefing that installers actually listen to
Has settled a pay dispute with a piece-rate installer using the job's tickets and time records
Teach these on the job
Your floor types and the skills each one takes
Which crews cut tile and stone indoors, and how often
Training repayment agreements and each hiring state's limits on them
Your piece rate sheet and how pay steps work
The HR system and the phone app leads use to sign off training
Beyond the HR and payroll system, the job needs a hiring tool for installer ads and a training log that leads can sign from a phone on the job. Add a running count of indoor handheld-saw days for each tile setter, pulled from the install schedule, so nobody passes the exam line unnoticed.
Flooring 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 more installers, but most experienced ones work as independent subcontractors. What do you do?
A strong answer: Reviews whether roles should be employees under the legal tests, offers a strong employee path, builds an apprentice program, and supports industry training.
Behavioral · Building skills
Tell me about a time you got more installers to complete a certification or training.
A strong answer: Removed barriers like time or cost, tied it to pay steps, and tracked completion.
Once a year of hire and exit records is in, set targets with the COO, and count installers by floor type, helpers and office staff apart.
Recruitment Turnaround Time
Count days from posting the ad to the new hire's first paid day. Keep helpers apart from installers, and installers apart by floor type, so one hard-to-fill tile opening doesn't hide quick helper hires.
Employee Retention Rate
Share of last year's payroll still here today, by group. Ask every installer who leaves where they're going: their own crew, a store program, a competitor or out of the trade.
Training Completion Rate
Count required sessions and helper sign-offs finished by their deadlines, then divide by everything assigned that period. Nothing counts until the signed record is filed.
Employee Satisfaction Rating
Score installers, helpers and office apart. Read installers' scores next to how many of their days were cut short or moved that quarter, since a thin schedule drags morale down.
Career path
HR coordinatorRuns new-hire packets and the training log for installers and helpers.
HR managerRuns installer hiring and the helper-to-installer sign-offs.
Head of peopleSets pay bands and training standards across branches as the company grows.
Ask your distributor reps and the stores you install for who is looking for steady work. Installers working alone as subs sometimes want a regular paycheck and benefits, more so when builder work slows. For helpers, look at people who already do hands-on work, such as warehouse or moving crews, and teach the trade from there.
How much does a flooring HR manager make?
Human resources managers who work for building finishing contractors earned a median of $119,610 a year ($57.51 an hour) in May 2025, according to the Bureau of Labor Statistics. The middle half earned between $97,340 and $166,420 a year. Pay also depends on your local market, experience and bonus terms.
Who owns installer training, HR or the lead installer?
Both, with different jobs. HR writes the steps, schedules classroom topics such as silica and safety data sheets, and keeps the sign-offs. Lead installers teach on live jobs and sign each step. The field supervisor spot-checks a new installer's rooms before HR records a pay step. Write the split down, so no step stalls between two people.
Which two cases test a flooring HR finalist?
First, a Wyoming helper with eighteen months of training wants to leave for a sub crew, and the company wants its training money back. Second, a tile setter has used a handheld saw indoors most days this month and has never had a silica exam. A strong finalist asks whether a signed training agreement exists, and when it was signed, before naming any amount. They book the exam and ask operations how many more cutting days are coming.
In the ad, how should the HR template's site visits and 25-pound limit read?
Visits, mostly. HR walks half-built houses in cold or wet weather on staffing checks, stands through sessions at the warehouse, and hauls new-hire packets or a case of knee pads for a class, up to 25 pounds. Where a builder asks, HR wears safety glasses and boots. Leave the template's lines as written, list these tasks right after them, and say who takes accommodation requests.
