A roofing HR manager staffs crews, sales and the front desk for the busy season and the rush after storms, then works to keep good people through winter. They keep fall protection training records, set the rules for in-house and subcontracted crews, and handle hiring papers, workers' comp claims and staff issues.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, foundation, structure, and building exterior contractors · BLS, May 2025
Serve as the strategic HR leader for our roofing operations, ensuring the recruitment of high-caliber staff, maintaining strict compliance with industry standards, and cultivating a positive, inclusive workplace culture.
2. Essential Duties and Responsibilities
Recruit and onboard new employees with a focus on hiring top talent for the roofing industry.
Develop, implement, and monitor HR policies and procedures to ensure regulatory compliance.
Foster a positive and engaging workplace culture that promotes employee satisfaction and retention.
Manage employee relations, performance reviews, and conflict resolution effectively.
Ensure the organization adheres to all employment laws and industry-specific compliance requirements.
3. Key Tasks / Daily Activities
Conduct daily candidate screenings, interviews, and coordination with hiring managers.
Monitor compliance with HR policies and legal regulations through routine audits.
Facilitate regular employee check-ins and engagement initiatives.
Coordinate with department leaders to address staffing needs and workforce planning.
4. Key Performance Indicators (KPIs)
Employee retention rate: Achieve a retention rate of >90%.
Recruitment turnaround time: Fill vacancies in <30 days on average.
Compliance audit success rate: Maintain a 100% pass rate on all audits.
Employee satisfaction survey: Achieve a rating of >4.5 stars.
5. Required Qualifications and Skills
Bachelor’s degree in Human Resources, Business Administration, or a related field.
Minimum of 5 years of HR experience, preferably within the home services industry.
Strong interpersonal and communication skills, with a proven ability to lead and motivate teams.
Proficiency in HRIS systems and modern recruitment software.
Excellent organizational skills and attention to detail.
6. Preferred Experience
Experience in the roofing or construction industry.
Proven track record in employee recruitment, retention, and performance management.
Previous experience managing compliance processes in a regulated industry.
Background in developing and implementing strategic HR initiatives.
7. Physical Requirements
Ability to lift up to 15 lbs for occasional file handling.
Frequent use of computers and prolonged periods of sitting.
Occasional travel required to visit roofing sites and attend industry meetings.
Comfortable working in both office environments and outdoor settings.
8. Work Environment and Schedule
Standard office hours with the possibility of extended hours during peak periods.
Occasional on-call duties during critical project phases, requiring flexibility.
Regular office-based work with scheduled visits to roofing job sites.
Minimal travel required for training sessions and industry events.
9. Compensation and Benefits
Salary range: $70,000 - $90,000 per year, commensurate with experience.
Performance-based bonus opportunities.
Comprehensive health benefits including Medical, Dental, and Vision coverage.
401(k) plan with company match.
Generous paid time off and professional development opportunities.
10. Company Culture and Overview
We uphold a culture of innovation, collaboration, and respect that drives our success.
Committed to continuous improvement, we empower our employees to excel in a supportive environment.
Our focus on exceptional customer service and quality workmanship is reflected in our daily operations.
We value the contributions of each team member and encourage professional growth and development.
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
Hiring, training and employee relations are the core of HR anywhere. At a roofing company, most of the team works on roofs, the workload rises and falls with the weather, and some crews may not be employees at all.
Fall protection training needs a record
Under OSHA's construction rules, most roofing on homes at six feet or higher must be protected by a safety net, a guardrail or personal fall arrest gear. Anyone at risk of a fall must be trained by a competent person, and the written record must show who was trained and when, signed by the trainer or the employer. Retraining is due when the work site or the gear changes, or a worker's skills fall short. HR keeps that file current and ready for an inspector. Source: OSHA: 29 CFR 1926.503, fall protection training requirements.
Train crews in words they understand
OSHA's policy is that safety training must use a language and vocabulary the workers understand. Handing out a manual isn't enough for someone who can't read it. If some of your roofers are more at home in Spanish or another language, run the class in that language, or bring a trainer who speaks it, and use pictures and hands-on practice with the harness. Source: OSHA: Training standards policy statement (April 28, 2010).
Employees, subs, or both
If you run in-house crews and sub crews side by side, the line matters. The IRS looks at the whole relationship, and mostly at who has the right to direct and control the work, to decide whether a worker is an employee. The more you control how and when a crew works, the more it looks like a job. HR works out the line with the owner, the CPA and, when in doubt, an employment lawyer. Either side can ask the IRS to decide with Form SS-8. Source: IRS: Independent contractor (self-employed) or employee?.
Hiring follows the weather
In much of the country, roofing slows in winter, and a single hailstorm can book every crew for weeks or months. HR keeps in touch with roofers and laborers who applied before, starts hiring ahead of spring, and plans the winter: who stays on for repairs, who is laid off, and how recalls work. If crews travel to storm areas, write the lodging and travel pay rules down before the first trip.
Some states have heat rules
California requires every outdoor employer, construction included, to have written heat illness procedures and to train all employees and supervisors on them. Check whether your state has a rule of its own. HR often writes the plan with the field team, sets the water, shade and rest steps, books the training before summer, and keeps the records. Source: Cal/OSHA: Outdoor heat illness prevention.
How much roofing HR managers make
The closest BLS group for 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.
Usually salaried, with a yearly bonus some owners link to safety results, retention, or how fast crews get staffed.
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
Recruiting hourly trade workers, not only office staff
Working knowledge of wage, hour, and safety recordkeeping rules
Clear, fair talks about attendance, safety, and discipline
Organized files: I-9s, training records, and workers' comp claims
Ease talking with crews at the shop before they roll out
Teach these on the job
Roofing roles, crew setup, and how crews are paid
OSHA fall protection terms and your safety program
Your subcontractor agreements and insurance requirements
Your HR, payroll, and training software
Seasonal staffing patterns in your market
Expect payroll software with HR features, such as Paylocity, Paycom or ADP, hiring software to post jobs and track applicants, and a training log that shows each worker's fall protection date. Say which ones you use, and whether payroll and the sub files are part of the job.
Roofing HR manager interview questions
They have their own page: 6 questions that test this job, what strong and weak answers sound like, and a work exercise to run with your finalists.
Build your targets from past seasons rather than the template's numbers, and check them with the CEO each quarter, since storms and winter swing every one of them.
Employee retention rate
Take the roster from a year ago and count how many of those people still work for you. Report crews, sales and office apart, and count planned winter layoffs who come back in spring as kept.
Recruitment turnaround time
Track days from the go-ahead to hire until the new roofer, laborer or office hire works a first shift, from your hiring software. Watch crew openings in spring and after storms, when every day counts.
Compliance audit success rate
List the audits you face, such as workers' comp premium audits, I-9 self-audits, insurer safety visits and OSHA inspections. Record each result, and close every finding by a set date.
Employee satisfaction survey
Twice a year, send an anonymous survey in each language your crews read, and track the average score. Compare crews, sales and office, and read the comments.
Career path
Recruiter or HR generalistFills crew and office openings and gets new hires through their first-week paperwork.
HR managerStaffs the crews, keeps the fall protection file, and handles injury claims and staff issues.
HR and safety directorAdds safety leadership and runs people programs for several branches.
They hire roofers, laborers, sales reps and office staff, and get them through onboarding and safety training. They keep I-9s, training records and personnel files in order, run workers' comp claims with the insurer, and coach managers through reviews and discipline. At a roofing company they also set the rules for sub crews and plan hiring around the season.
How much does a 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.
Is a license required to run a roofing company?
That's up to each state. Minnesota requires a license for contractors who do roofing on homes, and roofing subcontractors there must sign up for the state's contractor registration program. Florida requires contractors, roofing contractors included, to be certified or registered. Check your state's rules and those of each town where you pull permits, and keep a copy of each license and registration the company and its subs depend on.
Who trains roofers on fall protection?
OSHA says the training must come from a competent person, someone qualified to teach fall hazards and the fall protection systems your crews use. At many roofing companies that's a safety lead or a senior foreman. HR books the classes, keeps the signed records, and tracks who needs retraining after new equipment or when someone shows they haven't kept the skills. New hires should get it before their first roof.
What paperwork does HR need from a sub crew?
Collect the sub's W-9, current certificates of liability and workers' comp insurance, and any license or registration your state or city requires. Ask for proof of the crew's fall protection training. Put that, along with the scope, payment terms and safety rules, in a written agreement before the first roof.
How can a roofing company keep good roofers through the winter?
Plan winter work before fall ends. Repairs, small jobs, truck and shop upkeep, and training days can keep your best people on payroll. When layoffs can't be avoided, tell people early, give a recall date if you can, and stay in touch. A roofer who knows the call is coming in spring is less likely to sign on with a competitor.
