A weatherproofing HR manager hires and keeps the installers, sales reps and office staff the company needs. They run onboarding, pay rules, respirator and training records, and staff problems, and they keep the company's policies in line with federal and state job laws.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, building finishing contractors · BLS, May 2025
Lead the HR function for the weatherproofing division, ensuring a strategic approach to hiring, compliance, and staff relations. Develop and implement HR policies that promote a healthy work environment and sustainable workforce growth. Work closely with management to align HR initiatives with overall business objectives in the home services industry.
2. Essential Duties and Responsibilities
Oversee the complete recruitment lifecycle, from sourcing to onboarding, ensuring the selection of high-caliber candidates.
Ensure strict compliance with local, state, and federal employment laws and company policies.
Manage employee relations, addressing staff concerns and resolving workplace issues in a timely manner.
Develop and implement performance management systems and employee development initiatives.
Collaborate with senior leadership to design and execute HR strategies that support business growth and operational efficiency.
3. Key Tasks / Daily Activities
Review and update job postings and recruitment materials to attract top talent.
Conduct interviews, coordinate background checks, and oversee the onboarding process.
Maintain accurate employee records and HR databases for efficient reporting and audit readiness.
Address employee inquiries and resolve routine HR concerns to maintain a positive work environment.
4. Key Performance Indicators (KPIs)
Time-to-fill open positions: ≤ 45 days per hire.
Employee retention rate: ≥ 90%.
Compliance audit score: 100% with no significant findings.
Employee satisfaction rating: > 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 5 years of experience in human resources management.
Strong knowledge of employment laws, HR systems, policies, and practices.
Excellent interpersonal, communication, and conflict resolution skills.
6. Preferred Experience
Experience within the home services or weatherproofing industry.
Prior role in managing HR functions for a multi-disciplinary team.
Familiarity with HR information systems and talent management software.
Evidence of driving process improvements in recruiting and employee relations.
7. Physical Requirements
Ability to work in an office setting while occasionally touring job sites.
Capacity to travel to regional offices or project sites as needed.
Must be able to use a computer for extended periods.
Occasionally lift or move standard office equipment, up to 20 lbs.
8. Work Environment and Schedule
Standard work hours are Monday through Friday, 9:00 AM to 5:00 PM.
Some flexibility required during peak project periods or when addressing urgent HR issues.
Minimal travel required for site visits and recruitment events.
On-call duties may be expected in the event of emergency staffing situations.
9. Compensation and Benefits
Salary range: $70,000 - $90,000 per annum, commensurate with experience.
Annual performance-based bonuses available.
Comprehensive Health, Dental, and Vision insurance plans.
401(k) retirement plan with employer match along with other fringe benefits.
10. Company Culture and Overview
At [INSERT COMPANY NAME HERE], we foster a culture of innovation, teamwork, and continuous learning.
Our commitment to quality service in the weatherproofing industry drives us to invest in our employees’ growth and success.
We believe in rewarding performance and encouraging professional development to help our team members level up and achieve their career goals.
Join a dedicated team that values integrity, excellence, and a customer-centric approach in every 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
What makes HR at a weatherproofing company different
Crews here work with foams, sealants and fibers, and most sales happen in customers' homes. Both add rules HR has to track.
Respirator users need a medical evaluation first
When a foam or sealant job calls for a respirator, OSHA's respirator rule, which 1926.103 applies to construction, requires a medical evaluation first. It comes before the worker is fit tested or told to wear one. Workers in tight-fitting facepieces are fit tested before first use, again with any new facepiece, and at least yearly. HR tracks those dates and makes sure each new hire is cleared and fitted before joining a crew that wears respirators. Source: eCFR: 29 CFR 1910.134, Respiratory protection (medical evaluation and fit testing).
In-home sales reps may count as outside sales
The federal overtime exemption for outside sales covers people who sell away from the company's own locations. Under 29 CFR 541.502, that includes selling door to door at the customer's home. Phone and online sales don't qualify unless they only support in-person calls. A rep who runs kitchen-table estimates may qualify. A rep who sells mostly by phone from your office likely won't. State overtime rules can be stricter, so have a lawyer check the full test first. Source: eCFR: 29 CFR 541.502, Outside sales employees: away from the employer's place of business.
Vermont keeps criminal history off the first application
Vermont law bars most employers from asking about criminal history on the first application form. They may ask in an interview, or once the person is otherwise qualified. If you run background checks on people who work in homes, federal law adds two steps first: a written disclosure that stands alone and the person's signed OK. Fair-chance rules differ in other states and some cities. Source: Vermont Statutes: 21 V.S.A. section 495j, Criminal history records in employment applications.
Hire before the cold weather arrives
Calls for sealing and insulation tend to climb as heating season nears. New installers need time to learn the work, so start hiring and training in late summer. Then crews are full when the calls come. Track which ad sources brought people who stayed all season, and spend there next year.
How much weatherproofing HR managers make
The closest BLS group for weatherproofing 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.
Usually paid a salary and a yearly bonus. BLS figures for HR managers in this industry run well above the template's range, which falls mostly below even their low end. Check local pay before you post.
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 weatherproofing 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
Solid grasp of federal and state wage, leave and hiring rules
Audit-ready training and certification records
Recruiting hourly field workers and commissioned sales reps
Fair, written-down handling of complaints
Clear writing for policies, offer letters and handbooks
Teach these on the job
What your crews install and how each crew works
Your safety program and who owns each part of it
Your HR and payroll software
How your sales reps are paid and classified
Local job boards and trade schools in your service area
Expect payroll and HR software like ADP, Paychex or Gusto, plus an applicant tracking tool. List them in the ad and note whether training and respirator records live in the same system.
Weatherproofing 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 in a tight market
You need [6] new technicians before peak season and applicants are scarce. What do you do?
A strong answer: Starts early, uses referrals, trade schools and clear job ads with pay ranges, moves candidates through quickly, and considers training entry-level hires.
Behavioral · Investigating safety complaints
Tell me about a time a field worker reported being pushed to skip safety steps or keep an injury quiet. How did you look into it?
A strong answer: Acted promptly, protected the worker from retaliation, interviewed the lead, crew and witnesses, checked records, documented, fixed the safety practice and applied discipline consistently.
Take the template's targets as examples. Find your own baseline first, and report installers, sales reps and office staff on their own, since their turnover differs.
Time-to-fill open positions
Count calendar days from the approved job request to the accepted offer. Report it by role, since installer, sales and office openings fill at different speeds.
Employee retention rate
Track how many people on staff when the year starts are still with you when it ends, and count busy-season hires apart.
Compliance audit score
Run a yearly self-audit of I-9 forms, required posters, pay records and safety training files, and log each finding with the date it was fixed.
Employee satisfaction rating
Run a short anonymous survey on a set schedule, report crew and office results separately, and tell staff what will change because of it.
Career path
RecruiterWrites job ads, books interviews and handles new-hire paperwork.
HR generalistHandles benefits, leave and everyday employee questions.
HR managerRuns hiring, policies, employee relations and HR compliance.
HR directorSets people strategy across branches and advises the leadership team.
What tasks sit behind the HR template's site, travel and lifting lines?
Walking a job site with a crew lead, driving to a branch office or hiring event, long stretches at a computer, and lifting a file box or monitor now and then. List them in the posting and work out accommodations with any applicant who needs one.
How much does a weatherproofing 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.
Should weatherproofing sales reps be employees or contractors?
Job titles don't settle it. IRS guidance sorts the facts into three groups: behavioral control, financial control and the relationship itself. The first asks whether the company directs what the worker does and how. Reps who follow your prices, scripts, schedule and training often look like employees on that test. The Labor Department and your state each use their own tests, so ask an employment lawyer before you pay anyone as a contractor.
How should HR recruit sales reps and installers at the same time?
Treat them as separate hires. Sales candidates respond to ads about earnings, leads and training; installer candidates care about steady hours, safety gear and a path to lead. Run separate ads, interview steps and onboarding plans for each, and keep their hiring numbers apart.
How should the HR manager work with the operations manager?
HR owns hiring steps, records and policies; operations owns the crews' daily work and site safety. Meet weekly on open roles, new hires' first weeks and any discipline in progress, so a crew lead never lets someone go without HR knowing first.
