A framing and carpentry HR manager hires framers, helpers and trim carpenters, and writes down which jobs a helper under 18 may do on a lot. They make sure each crew gets safety training in the language it works in. Once headcount crosses OSHA's lines, they file the company's injury records online.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, structure and exterior contractors · BLS, May 2025
Annual pay: 10th percentile $70,690, middle half $91,530 to $161,230, 90th percentile $179,890. Source: BLS Occupational Employment and Wage Statistics, May 2025.
Reports to
Chief Operating Officer
Department
Administration
Schedule
Weekdays 8 to 5, site visits, on call · Monday to Friday, 8 AM to 5 PM in the office, with visits to job sites and on-call duty during critical project phases
Also called
Human resources manager · HR and safety manager · Personnel manager · HR director
Framing and carpentry 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 all human resources functions within the framing and carpentry division, ensuring effective hiring, training, staff relations, and labor compliance to support overall company growth and operational excellence.
2. Essential Duties and Responsibilities
Manage the full-cycle recruiting process for framing and carpentry positions.
Develop and implement comprehensive training programs for new and existing staff.
Oversee employee relations, conflict resolution, and performance management.
Ensure strict adherence to labor compliance and industry-specific safety standards.
3. Key Tasks / Daily Activities
Conduct daily screenings of candidate applications and coordinate interviews.
Facilitate onboarding sessions and staff training workshops.
Maintain and update employee records and manage HR documentation.
Address employee inquiries and resolve conflicts promptly.
Monitor compliance reports and update practices as required by labor regulations.
4. Key Performance Indicators (KPIs)
Time-to-hire: <30 days per position.
Employee retention rate: >90%.
Compliance error rate: 0%.
Employee satisfaction rating: >4.5 stars.
5. Required Qualifications and Skills
Bachelor’s degree in Human Resources, Business Administration, or related field.
Minimum of 3 years’ experience in human resources, preferably within the construction or home services industry.
Strong knowledge of labor laws, compliance regulations, and HR best practices.
Excellent communication, interpersonal, and leadership skills.
Proficiency in HRIS systems and Microsoft Office suite.
6. Preferred Experience
Previous experience in the framing, carpentry, or broader home services industry.
Familiarity with managing unionized personnel and related labor agreements.
Experience with safety training programs in construction environments.
Demonstrated project management and team leadership experience.
7. Physical Requirements
Ability to perform desk-based computer work and review detailed documentation.
Occasional lifting of materials and files up to 15 lbs.
Comfortable working in both office settings and on-site environments.
Capability to traverse construction sites as needed.
8. Work Environment and Schedule
Office-based work environment with periodic visits to framing and carpentry job sites.
Typical work hours: Monday to Friday, 8:00 AM - 5:00 PM.
Occasional travel to various job sites may be required.
On-call duties during critical project phases.
9. Compensation and Benefits
Salary Range: $65,000 - $85,000 USD per year.
Performance-based bonus opportunities.
Health, Dental, and Vision insurance packages.
401k plan with company match.
Paid time off and holiday pay.
10. Company Culture and Overview
Join a growing, innovative company dedicated to excellence in the home services industry.
Be part of a collaborative team that values diversity, integrity, and continuous learning.
Enjoy professional development opportunities and a clear path for career advancement.
Work in a supportive environment that champions work-life balance and celebrates success.
Experience a culture that is driven by a shared commitment to customer satisfaction and quality craftsmanship.
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
Framers work on roof decks, near cranes and with nailers, often in a first language other than English, and a busy year can put more people on the payroll than the owner expects. Each of those shapes what HR writes down.
Teen helpers stay off nailers, roofs and lifts
Federal child labor rules put most of a framer's day off limits to 16- and 17-year-olds. One order covers powered tools that cut or nail lumber, handheld ones included, so no nail guns or saws. Another covers roof work, naming roof sheathing, trusses and joists. A third bars running, riding, working from or helping with forklifts, skid steers, scissor lifts and boom lifts, so treat the telehandler the same way. Registered apprentices and student-learners may do the first two under set conditions, never the third. Source: 29 CFR 570 Subpart E: Hazardous Occupations Orders for ages 16 and 17, including Orders 5, 7 and 16 (eCFR).
Training counts only if crews understand it
OSHA's 2010 training policy says crews must be trained in words and a language they can follow. If leads give crew instructions in Spanish, fall protection training must be in Spanish too. Handing written sheets to someone who can't read them doesn't count. HR keeps sign-in sheets that show the language of each session. It also lines up a bilingual trainer before hiring outruns the training. Source: OSHA: Training standards policy statement, April 28, 2010.
At 100 workers, OSHA gets every injury report
Framing contractors sit in an industry group OSHA lists for its most detailed online filing. An establishment that had 100 or more employees at any point during the previous calendar year sends in its full injury log and each incident report by March 2. That's on top of the yearly summary. Worker names and doctor details stay off. Seasonal and temporary workers count toward the 100, so HR checks the number every January. Source: 29 CFR 1904 Subpart E: Electronic submission, with the Appendix B industry list (eCFR).
When a lead brings a crew
Experienced leads often come with their own framers. If those framers will work your lots as your employees, hire each one: an application, a Form I-9 and a W-4, their own timecard and their own check. Federal rules expect payroll records for every employee, with each day's hours, pay and deductions. A lead who pays helpers out of one big check leaves those records empty. If the crew stays a subcontractor instead, the CFO's insurance and tax paperwork applies. Source: 29 CFR 516.2: Payroll records for each employee (eCFR).
How much framing and carpentry HR managers make
The closest BLS group for framing and carpentry 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 puts HR on salary, with performance bonuses. BLS figures show that at foundation, structure and exterior contractors, fewer than one HR manager in ten makes as little as the template's starting salary, so expect to pay above its range for someone with construction experience. A bonus tied to how many first-year framers stay fits the work.
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 framing 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 framers, trim carpenters and helpers for a trade that works for home builders
Writes a task list for helpers under 18 and gets leads to follow it
Runs or arranges safety training in the language each crew works in
Keeps OSHA injury logs and knows where first aid ends
Brings a whole crew on as employees without skipping anyone's paperwork
Teach these on the job
Your crane day roles and who may run the telehandler
The site orientations each builder requires
Your comp carrier's claim steps
Your pay ladder from helper to lead
Any union agreement your apartment work falls under
Crews sign new-hire forms and read pay stubs in an HR and payroll app on their phones, set to their own language. HR also keeps a training log that records each session's language and a list of workers under 18 with their allowed tasks. Ask finalists how they ran a safety class for a crew whose lead spoke little English.
Framing and carpentry 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 · Staffing a new contract
You need to staff two new framing crews for a builder contract that starts in six weeks. What's your plan?
A strong answer: Promotes ready carpenters to lead, uses referrals and trade programs, checks pay against the market, adds a skills test, and plans safety onboarding.
Behavioral · Building training
Tell me about a training program you built for carpenters or helpers.
A strong answer: Describes the skills covered, such as layout, plan reading and nail gun safety, how they checked learning with hands-on sign-offs, and what changed in errors or promotions.
Split each of these by job: helpers, framers, leads, trim carpenters and office. A helper who quits in week two and a lead who leaves after years tell different stories.
Time-to-hire
Count the days between a seat opening on the crew board and the new hire's first lot, and note any lot starts that ran a framer short meanwhile. Report lead seats apart from framer and helper seats.
Employee retention rate
Out of last year's hires, how many are still here, read lead by lead. A lead whose crew turns over much faster than the others needs a talk, a helper or a raise.
Compliance error rate
Errors found by outside eyes: OSHA, the comp auditor, a builder's safety audit or an I-9 review. Keep a list of each finding, what caused it and the date it was closed.
Employee satisfaction rating
Ask in each crew's own language, on paper or by text, and let people answer without a name. Watch the gap between crews more closely than the company average.
Career path
Payroll and HR clerk at a home builderLearns new-hire paperwork, timecards and the trades on a builder's sites.
Office managerHandles new-hire packets and personnel files for the crews.
HR managerHires crews, sets teen limits and keeps training and injury records.
Vice president of human resourcesAdds benefits strategy, a second market or a panel shop crew.
It depends on the care. OSHA's first aid list, which doesn't make a case recordable, includes cleaning a wound, a bandage or butterfly strip, a tetanus shot, and pulling out a foreign object with tweezers or other simple means. Stitches, a nail that has to be cut out, or prescription medicine make it recordable, as do days away or restricted work. The list is complete, and who gives the care doesn't change it.
How much does a framing and carpentry 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.
How can HR help grow lead framers?
Write down the steps from helper to framer to lead, with the skills each step needs, such as laying out walls from the plans or running a crane day, and who signs off. Raise pay at each sign-off. Then HR can show the CEO who is close to leading a crew before a new builder community is promised.
How should HR handle a builder banning a framer from its sites?
Get the builder's reason and any photos in writing, then hear the framer's side and the lead's. If the framer broke your own rule, such as working untied on a deck edge, apply your discipline policy the way you would for anyone. If not, a move to another builder's lots may be fair. Keep the file either way, since the same builder may ask what you did.
What do the template's site lines mean for a framing HR manager?
The lines on 15-pound lifts, office and site work, and getting around construction sites stay as written. For this job they mean walking a lot over lumber and cords to see where someone got hurt, climbing temporary stairs to watch a training session on a second-floor deck, and carrying a box of harnesses or sign-in binders. Add those duties to the posting and say who handles accommodation requests.
