A gutter company HR manager hires and onboards installers, helpers and office staff, keeps personnel and training files, and writes pay and leave policies. They check that crew pay plans, teen hiring and other labor practices follow federal and state law, and they help crew leads keep good installers.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, structure and exterior contractors · BLS, May 2025
The HR Manager plays a crucial role in recruiting, onboarding, and retaining skilled staff for our gutter installation company. By ensuring compliance with labor laws and fostering a positive company culture, this role directly impacts employee satisfaction and operational efficiency, ultimately contributing to the company's growth and reputation.
2. Essential Duties and Responsibilities
Develop and implement recruitment strategies to attract top talent in the gutter installation industry.
Oversee the onboarding process to ensure a smooth transition for new hires, using tools like BambooHR or similar.
Ensure compliance with all relevant labor laws and regulations to protect the company and its employees.
Foster a positive company culture through regular engagement initiatives and feedback mechanisms.
Maintain accurate employee records and manage HR systems effectively.
Coordinate training and development programs to enhance employee skills and career growth.
Manage employee relations and resolve conflicts to maintain a harmonious workplace.
Conduct regular audits of HR policies and procedures to ensure best practices.
Collaborate with management to align HR strategies with business goals.
3. Key Tasks / Daily Activities
Conduct daily reviews of job applications and coordinate interviews with hiring managers.
Facilitate weekly onboarding sessions for new employees.
Monitor compliance and update HR policies as necessary.
Conduct bi-weekly employee feedback sessions to gauge satisfaction and address concerns.
Prepare monthly reports on HR metrics and present findings to the executive team.
Organize quarterly team-building activities to strengthen company culture.
Provide ongoing support and guidance to employees regarding HR-related queries.
Update employee records and manage HR software systems daily.
Review and approve payroll in collaboration with the finance department.
4. Key Performance Indicators (KPIs)
Employee retention rate: ≥ 85% annually.
Time-to-fill open positions: ≤ 30 days.
Onboarding satisfaction score: ≥ 4.5/5.0.
Compliance audit pass rate: 100%.
Employee engagement score: ≥ 75% in internal surveys.
30/60/90-day ramp expectations: Achieve 70% of KPIs by 30 days, 85% by 60 days, and full KPI targets by 90 days.
5. Required Qualifications and Skills
Bachelor's degree in Human Resources, Business Administration, or related field.
Minimum 3 years of HR management experience.
Proficiency in HR software such as BambooHR, ADP, or similar.
Strong understanding of labor laws and regulations.
Excellent communication and interpersonal skills.
Proven ability to manage multiple tasks and prioritize effectively.
Strong problem-solving and conflict resolution abilities.
6. Preferred Experience
Experience in the construction or home services industry.
SHRM-CP or PHR certification.
Experience with employee training and development programs.
Familiarity with performance management systems.
7. Physical Requirements
Ability to sit for extended periods while working at a computer.
Occasionally required to lift files or office supplies up to 20 pounds.
Travel to job sites as needed for employee engagement and compliance checks.
8. Work Environment and Schedule
Typical work hours are Monday to Friday, 8 AM to 5 PM.
Occasional evening or weekend work may be required for special events or projects.
Primarily office-based with occasional site visits.
9. Compensation and Benefits
Competitive salary based on experience, with performance bonuses tied to KPI achievements.
Payouts contingent on maintaining high quality standards (e.g., CSAT and low callbacks).
Benefits include health insurance, retirement plan, paid time off, and professional development opportunities.
10. Company Culture and Overview
At [INSERT COMPANY NAME HERE], we pride ourselves on accountability, craftsmanship, and customer delight. We are committed to creating a safe and inclusive environment where employees can grow and thrive. Join us in building a company that values integrity and excellence in every gutter installation project we undertake.
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
Gutter crews are small, often paid by output and working at the roof edge all day. That changes a few parts of the HR job.
Gutter work counts as roof work for teens
Federal child labor rules name gutter and downspout work in the hazardous order for roofing, so a 16- or 17-year-old summer hire can't hang gutters. The order also covers ground jobs in roofing operations, such as roofing helpers and materials handlers, so get advice before putting a teen on a crew that works beside roofers. Narrow exemptions exist for registered apprentices and student-learners. Source: eCFR: 29 CFR 570.67, roofing occupations (Hazardous Order 16).
Per-foot pay still earns overtime
If installers earn a rate per foot, a week over 40 hours still owes overtime. The federal method: add up everything earned that week, piece pay included, then divide by the hours worked. The result is the regular rate, and each hour past 40 earns an extra half of it. That only works if crews track their hours, so set up time tracking before the busy season. Source: eCFR: 29 CFR 778.111, pieceworkers.
Write down the path from helper to master
Helpers want to know what it takes to run the gutter machine, lead a two-story job or become a master installer. Work with the master installers to list the skills at each step and the raise that comes with it. A written path gives crews a reason to stay and gives HR a fair basis for promotions.
Know what other shops offer
Expect good installers to hear from other gutter shops, roofers and siding crews when work picks up. Hold short stay talks with crew members before the rush and ask what would keep them. Check what local competitors post for installers once a year, and share the raise path with anyone who asks.
How much gutter installation HR managers make
The closest BLS group for gutter installation 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.
Salary plus a bonus based on the HR KPIs, and the template also links payouts to customer scores and callbacks. Weigh retention and time-to-fill more heavily, since HR affects customer scores only through who gets hired.
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 gutter installers 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
Working knowledge of federal and state wage, hour and child labor rules
Running hiring from job ad to first day without losing candidates
Plain, respectful talk with installers on a job site
Careful, confidential recordkeeping
HR software such as BambooHR or ADP, as the template asks
Teach these on the job
Gutter crew roles and what each one does
How your crews are paid and clock their hours
Your safety training schedule and records
Iowa and Indiana posting and pay rules, or those of your states
Your onboarding checklist for crews and office
BambooHR or ADP, as the template names, plus a phone app crews can clock in with if they're paid by the foot. Say in the ad which systems HR runs and whether HR approves payroll, which the template's daily duties include.
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 · Handling an injury the worker doesn't want reported
An installer's ladder slides on a wet driveway and they hurt their wrist, but they tell the supervisor they don't want to file anything. What does HR do?
A strong answer: Makes sure they get care, explains workers' comp and that reporting won't count against them, reports the claim to the carrier as required, logs it on the OSHA 300 log if recordable and fixes the cause, such as levelers.
Behavioral · Handling performance problems
Tell me about a time you helped a supervisor handle an installer who kept breaking safety rules, such as carrying long sections near power lines.
A strong answer: Documented, found out why, applied the policy the same way for everyone, gave clear warnings and followed through.
The template's targets are a sketch. Build your own from past hires and exits, and track crews and office apart.
Employee retention rate
Count employees on payroll at the start of the year who are still there at the end. Report crews and office apart, and note planned layoffs you rehire from.
Time-to-fill open positions
Measure from the day a job is approved to the day the new hire accepts. Keep installer, helper and office roles on separate lines.
Onboarding satisfaction score
Ask each new hire a few short questions at the end of the first month about training, gear and pay setup. Read the comments by role.
Compliance audit pass rate
Use a written checklist covering I-9s, required postings, training records and the rules for teen workers, and count the items that pass on the first look.
Employee engagement score
Run the same anonymous survey each time, in each language spoken on your crews, then compare results by crew and by office team.
30/60/90-day ramp expectations
At each check-in, review open roles filled, files audited and policies updated, and ask crew leads whether HR answers their questions faster.
Career path
Recruiter at a skilled trades staffing agencyFills trade jobs and learns how installers look for work.
HR managerOwns hiring, policy and employee files for the gutter company.
Director of people for a multi-branch companyRuns HR across several locations or service lines.
The lifting covers boxes of files, onboarding packets or gear for new hires. The site visits mean driving to houses where crews are working to drop off paperwork, give a short training talk or check in with a crew lead. HR stays on the ground and doesn't do ladder work.
How much does a gutter installation 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.
Is SHRM or PHR certification worth requiring for gutter company HR?
No law requires it, and the template treats it as a plus, not a must. A certification shows the person has studied federal employment law, which helps when there's no in-house lawyer. Experience with field crews matters as much, so weigh both, and consider covering the exam fee if a strong hire doesn't have it yet.
Who should run crew hiring, HR or the operations manager?
HR runs the process: the ad, the first calls, scheduling, references, the offer and the paperwork. The operations manager or a master installer judges the skill, using whatever hands-on check the crews trust. The manager who will lead the new hire makes the final call.
Should a gutter HR manager also approve payroll?
The template says yes, working with finance. In practice HR checks new hires, rate changes, terminations and overtime before payroll runs, while the bookkeeper processes it. Keeping the two jobs apart means one person sets the rates and another cuts the checks, which catches mistakes early.
