A commercial roofing HR manager hires roofers, sheet metal workers, drivers and office staff. They keep personnel, training and driver files in order, and handle injury claims, pay policies and the extra hiring rules on federal and public jobs.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, foundation, structure, and building exterior contractors · BLS, May 2025
Manage all human resources functions for our commercial roofing division while ensuring regulatory compliance and fostering a strong team culture. Drive recruitment strategies that attract top talent and support organizational growth. Partner with management to optimize workforce planning, labor compliance, and employee relations.
2. Essential Duties and Responsibilities
Develop and implement recruitment policies and procedures to attract top industry talent.
Ensure compliance with local, state, and federal labor laws and regulations.
Cultivate a positive work environment that nurtures professional growth and team spirit.
Collaborate with senior management to align HR strategy with business objectives.
3. Key Tasks / Daily Activities
Oversee the full-cycle recruitment process including candidate sourcing, interviewing, and hiring.
Monitor and audit labor compliance and coordinate necessary training initiatives.
Update and maintain employee records while addressing any HR-related inquiries.
Facilitate effective communication between staff and management to resolve issues promptly.
4. Key Performance Indicators (KPIs)
Recruitment cycle time: achieve less than 30 days per hire.
Employee turnover rate: maintain a rate under 10%.
Compliance audit score: secure a 100% compliance rating.
Bachelor’s degree in Human Resources, Business Administration, or a related field.
Minimum of 5 years of HR experience with a strong understanding of labor laws and compliance.
Excellent interpersonal, communication, and organizational skills.
Proficient in using HR information systems and recruitment software.
6. Preferred Experience
Prior experience within the commercial roofing, construction, or related home services industry.
Demonstrated success managing HR functions for mid to large-sized organizations.
Experience implementing employee retention and team-building initiatives.
Familiarity with HRIS platforms and modern recruitment management systems.
7. Physical Requirements
Ability to perform work primarily in an office environment with periodic site visits.
Mobility to transition between office spaces and active job sites as necessary.
Capable of lifting up to 25 lbs on occasion.
Capacity to stand for extended periods during recruitment events or training sessions.
8. Work Environment and Schedule
Standard work schedule of 40 hours per week with occasional overtime as needed.
Office-based role with periodic travel to commercial roofing sites.
Minimal travel requirement for training, recruitment, or compliance audits.
On-call availability during critical HR incidents or compliance reviews.
9. Compensation and Benefits
Salary range: $70,000 - $90,000 USD per year, commensurate with experience.
Potential eligibility for performance-based bonuses.
Comprehensive Health, Dental, and Vision insurance packages.
401(k) plan with company match along with additional fringe benefits.
10. Company Culture and Overview
We value innovation, collaboration, and continuous improvement in all aspects of our work.
Our organization fosters a supportive, inclusive environment where professional growth is paramount.
We are dedicated to upholding integrity and excellence in every project we undertake.
Join us to be part of a team that celebrates success and empowers each member to level up their career.
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 changes for HR at a commercial roofing company
Crews drive heavy trucks, travel to out-of-town buildings and work on federal and public projects. Each of those brings its own records, deadlines and state rules.
North Dakota injury reports go to WSI within seven days
In North Dakota, workers' comp runs through the state's Workforce Safety and Insurance (WSI). Once a worker reports an injury, the employer has seven days to file a first report with WSI. Failing to file counts as an admission that the injury may be covered. Set up a path so foremen call the office the same day someone gets hurt. Source: North Dakota Century Code 65-05-01.4: employer's first report of injury.
A federal subcontract can bring E-Verify
A roofing subcontract on a federal building worth more than 3,500 dollars can carry the E-Verify clause. If the company isn't enrolled yet, it has 30 days from award to sign up. Its E-Verify checks must begin within 90 days of enrolling, and each new hire must be run through it by the third business day after starting. That covers every new hire, not only those on the federal job. Source: FAR 52.222-54: Employment eligibility verification.
Truck drivers need a Clearinghouse check
Some roofers run dump trucks or boom trucks that need a commercial license. For those drivers, HR must check FMCSA's drug and alcohol Clearinghouse before a new driver's first run. The driver has to give specific consent. Each of these drivers gets checked again at least once a year. Source: eCFR 49 CFR 382.701: Drug and Alcohol Clearinghouse queries.
Out-of-town roofs raise travel-time questions
A school reroof three hours away means crews stay overnight. Under federal wage rules, overnight travel during normal work hours counts as work time, even on a Saturday. Time spent as a passenger outside those hours usually doesn't count. Write a travel policy before the first out-of-town job so every crew is paid the same way. Source: eCFR 29 CFR 785.39: travel away from home community.
The closest BLS group for commercial roofing 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 foundation, structure, and building exterior contractors.
Salaried, with a possible bonus. Across specialty trade contracting, BLS shows more than half of HR managers earning above this range's top figure; it is nearer what HR specialists make. Budget higher for someone who has run HR alone.
Foundation, structure, and building 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
Foundation, structure, and building 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 counts too few human resources managers at roofing contractors for a steady figure, so these figures cover foundation, structure, and building exterior 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
Five or more years of HR work, including wage and leave rules
Keeps training and driver files ready for an audit
Talks with crews in the yard, not only by email
Runs hiring from posting to offer for field and office roles
Handles injury claims and return-to-work steps with care
Teach these on the job
The roof systems your crews install and how to test for them
Workers' comp rules in your states, such as WSI in North Dakota
Federal contract clauses that reach subcontractors
Your travel, per diem and overtime policies
Your HRIS and applicant tracking setup
Most companies this size handle HR in their payroll software, for example Paycom, Paylocity or ADP. Add an applicant tracking system and a tracker for training cards and evaluations. List your systems, and who runs payroll, in the ad.
Commercial roofing 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 · Handling a GC site ban
A GC's safety manager bans one of your roofers from their sites after an argument. The roofer says it wasn't their fault. What do you do?
A strong answer: Gets facts from both sides and witnesses, documents, decides on discipline separately from the GC's ban, reassigns if needed and avoids anything that looks like retaliation.
Behavioral · Filling hard-to-fill field roles
Tell me about a time you had to find experienced single-ply or torch-down roofers for a growing backlog. What worked?
A strong answer: Specific sources such as referrals, trade schools, apprenticeship programs and manufacturer training, changes to the hiring process and the results.
Use the template's targets as examples. Look at last year's hires, exits and audits, and choose targets that match your busy and slow seasons and the COO's plans.
Recruitment cycle time
For each hire, track how long it took from approval of the opening to an accepted offer. Keep field and office roles separate, since crew openings rise and fall with the season.
Employee turnover rate
Divide exits over the year by average headcount. List seasonal layoffs apart from quits and firings so the figure shows real losses.
Compliance audit score
Each quarter, audit I-9s, training records, driver files, postings and payroll practices with a checklist. Score items passed against items checked.
Employee engagement survey rating
Run a short anonymous survey once or twice a year in the languages spoken on your crews. Compare field and office results side by side.
Career path
Payroll specialist at a construction firmLearns crew payroll, certified payroll and union or prevailing wage rates.
HR generalistHandles hiring, onboarding and employee files for a contractor.
HR managerOwns hiring, compliance and staff relations companywide.
Director of human resources and riskAdds insurance, claims and safety programs across several locations.
What crew records will a GC want before work starts?
Usually a crew roster and proof of required training, such as fall protection or OSHA outreach cards. Some sites also want badge or access forms. Send only what the contract or site rules require. Leave Social Security numbers and medical details out of anything you share. Keep one current packet per crew so the office can send it fast.
How much does a commercial roofing 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.
Who should own the driver file for the company's trucks?
HR should. The file holds license copies, Clearinghouse consents and results, and drug and alcohol test records where the law requires them. The dispatcher only needs a short list showing each person's approved trucks. That keeps private records in fewer hands and puts one person in charge of renewal dates.
How can a commercial roofer fill crew openings faster?
Keep a ready ad for each crew role, written by roof system, so TPO welders and torch-down roofers don't land in one pile. Hold yard interviews on short notice. Let the foreman who will lead the new hire sit in on the interview. Make offers within a day or two, before the candidate takes another job.
What do the template's site visit, standing and lifting lines mean for an HR manager?
They mean tasks like walking a job site to check postings and talk with crews. They also cover standing at a hiring event table or through a yard training session, and carrying training gear or a box of hard hats of up to 25 pounds. Include them in the ad, and treat requests for accommodation like any other role's.
