A window and door HR manager recruits installers, in-home sales reps and office workers, and tracks the safety training and lead-safe certificates crews must hold. They also run onboarding, answer pay and conduct questions, and watch who leaves and why through the busy install months.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, building finishing contractors · BLS, May 2025
Responsible for overseeing the end-to-end HR functions specifically for our Windows & Doors division, ensuring efficient hiring processes, labor compliance, and fostering strong staff relations. Plays a critical role in aligning HR initiatives with operational goals to support business growth and employee satisfaction.
2. Essential Duties and Responsibilities
Manage the full recruitment cycle including job postings, interviewing, and selecting top talent for the Windows & Doors sector.
Ensure compliance with all labor laws and internal policies to minimize risk exposure for the company.
Develop and implement effective employee relations strategies to promote staff engagement and retention.
Collaborate with senior management to design and execute performance management and development initiatives.
3. Key Tasks / Daily Activities
Oversee candidate sourcing and screening to fill open positions efficiently.
Monitor and update HR policies in accordance with regulatory changes and industry standards.
Act as a point of contact for employee inquiries, mediating disputes and fostering a positive work environment.
Prepare and present regular reports on recruitment metrics, employee turnover, and compliance status.
4. Key Performance Indicators (KPIs)
Time-to-Fill Positions: ≤ 45 days.
Employee Turnover Rate: < 10% annually.
Compliance Audit Score: 100% on internal and external audits.
Employee Satisfaction Rating: ≥ 4.5 stars in quarterly surveys.
5. Required Qualifications and Skills
Bachelor’s degree in Human Resources, Business Administration, or related field.
Minimum of 5 years of experience in HR management, preferably within the home services industry.
Excellent knowledge of labor laws and HR best practices.
Strong interpersonal, communication, and conflict-resolution skills.
6. Preferred Experience
Prior experience working in the home services or construction industries, with a focus on windows and doors.
Demonstrated success in managing HR functions in a fast-paced, dynamic environment.
Experience with HR information systems (HRIS) and Microsoft Office suite.
Proven track record of developing innovative employee engagement strategies.
7. Physical Requirements
Ability to work in a standard office environment with occasional visits to work sites.
Capable of sitting or standing for extended periods while performing daily responsibilities.
Ability to lift or move light documents and office supplies as required.
Occasional travel may be required to support regional recruitment events.
8. Work Environment and Schedule
Typical work hours are Monday through Friday, 8:00 AM - 5:00 PM.
Some overtime may be required during peak hiring seasons or project deadlines.
Occasional travel for recruitment events or site visits is expected.
A positive office culture is maintained along with an emphasis on work-life balance.
9. Compensation and Benefits
Base salary range: $75,000 - $90,000 USD annually, commensurate with experience.
Eligibility for performance-based bonuses.
Comprehensive benefits package including Health, Dental, and Vision insurance.
401(k) retirement plan with company matching contributions.
Additional fringe benefits such as paid time off and professional development opportunities.
10. Company Culture and Overview
We are a growth-oriented organization committed to fostering a positive and inclusive work environment.
Our culture emphasizes personal and professional development, with ample opportunities for advancement.
We believe in teamwork, accountability, and a dedication to providing exceptional customer satisfaction.
Our mission is to build long-term relationships with employees and customers by delivering quality service and support.
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
Most hires are installers and in-home sales reps. The field work comes with training rules, and HR keeps the records that prove each person was trained.
Renovator certificates expire
Crews on pre-1978 homes work under a certified renovator, and EPA's rule ties that certificate to refresher courses. A refresher with hands-on training keeps it for five years. One without hands-on keeps it for three, and the next refresher must then include hands-on. Miss the date and the person retakes the full first course, so keep each expiry date on the HR calendar. Source: eCFR: 40 CFR 745.90, Renovator certification and dual certification.
Fall training needs a signed record
Installers set units on second floors, from ladders and beside open edges. Under OSHA's construction rule, each worker exposed to fall hazards gets training. A written record names the worker and the training dates, and the trainer or the employer signs it. Retrain when the work or the gear changes enough to make the old lesson stale, or when a worker's use of the gear shows a gap. Source: eCFR: 29 CFR 1926.503, Fall protection training requirements.
In-home reps may be outside sales
A salesperson who closes window deals in customers' living rooms may be exempt from federal minimum wage and overtime. This is the outside sales exemption. It fits when making sales is the main duty and the rep is usually away from the office doing it. The salary test doesn't apply to them. Sales made by phone from a fixed site don't count, so appointment setters who book by phone don't qualify. State law can differ. Source: eCFR: 29 CFR 541.500, General rule for outside sales employees.
Wyoming comp starts with the state
In Wyoming, workers' comp runs through the Department of Workforce Services. The department says employers covered by the act must apply and get a statement of coverage before starting work in the state, and a business that works there or hires a Wyoming resident must register. A company sending crews into Wyoming from a nearby state should set this up before the first job. Source: Wyoming Department of Workforce Services: Workers' Compensation, new employers.
How much windows & doors HR managers make
The closest BLS group for windows & doors 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.
A salary is standard here, with a performance bonus on top. According to BLS, most HR managers in building finishing make more than the template's range, which fits that industry's HR specialist pay better. Check your local market before posting.
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 window and door installers 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
Recruiting installers and helpers from trade schools, job boards and referrals
Keeping training records and certificate dates without gaps
Knowing when a pay or leave question needs the employment lawyer
Handling conflicts between the sales and install teams fairly
Writing clear policies on tools, vehicles and conduct in customers' homes
Teach these on the job
Your HRIS and payroll system
EPA's renovator training rules
OSHA construction training records
Your commission and bonus plans
State labor rules for each market you serve
HR runs on an HRIS or payroll system with onboarding and document storage, an applicant tracking system or job board account, and a shared calendar for certificate and refresher dates. A sign-in sheet or app for crew safety talks feeds the training file.
Windows & doors 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 · Worker classification
The owner wants to add [5] installers as 1099 subcontractors to save money, but they'd drive company trucks and work set hours. What do you advise?
A strong answer: Explains misclassification risk under federal and state tests for control, tools and schedule, recommends W-2 employees or true independent businesses with their own insurance, and involves employment counsel.
Behavioral · Handling terminations
Tell me about a time you helped a manager end the employment of a long-time installer. How did you prepare?
A strong answer: Reviewed documentation and past cases for consistency, checked legal risk, planned the conversation and logistics such as final pay and company property, and treated the person with dignity.
The template's targets are a rough sketch. Ground yours in the past year of hiring, departures and audit findings, and look at installers and office staff separately.
Time-to-Fill Positions
Measure from the day a position is approved until the chosen candidate says yes, split by role. Installers, sales reps and office staff fill at different speeds, so look at each on its own.
Employee Turnover Rate
Take the year's departures over the average headcount. Track exits within the first few months on their own, since those point to hiring or onboarding gaps.
Compliance Audit Score
Run a checklist audit each quarter against I-9 files, required posters, training records and certificates, and count the items that pass. Fix each miss and note the date.
Employee Satisfaction Rating
Use one anonymous survey for crews and office alike, and read each crew's results on their own so a problem in one crew isn't hidden in the company average.
Career path
HR assistant or payroll clerkHandles new-hire paperwork, payroll changes and training sign-in sheets.
HR generalistRecruits installers and reps and keeps policies current.
HR managerOwns hiring, employee relations and the company's training records.
Director of human resourcesLeads HR across branches as the company opens new markets.
Does a required lead refresher class count as work time?
For non-exempt staff, yes in almost every case. Federal wage rules allow unpaid training only when all four tests are met: it's after hours, attendance is voluntary, the class isn't directly related to the work, and nothing productive gets done. A refresher the company requires for window work fails those tests, so count the class as hours worked, including toward overtime. If the worker pays the course fee, check that it doesn't drop that week's pay below minimum wage.
How much does a windows & doors 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.
Which trades do good window installers come from?
Carpenters, trim carpenters, siding installers and remodelers bring the most carry-over: reading level and square, cutting trim, and keeping water out with flashing and sealant. Glaziers and garage door installers can fit too. Have the lead installer spend part of the interview with each finalist, since that's who will teach them.
A homeowner complains about how an installer behaved. What does HR do?
Take the complaint in writing, get the lead installer's account the same day, and keep that installer off the house while you look into it. Write a short in-home conduct policy that covers smoking, music, language and bathroom use, teach it at hire, and enforce it evenly.
What does a normal week look like against the HR template's physical lines?
Mostly desk work and meetings, with time on your feet at a recruiting table or touring a job site with a field supervisor. The lifting is light: file boxes and onboarding packets. When an applicant asks, describe these tasks and ask whether they'd need an accommodation to do them.
