An MEP contractor puts electricians, plumbers, pipe fitters and HVAC crews into buildings that other people are building. Every site has a different schedule, a different main contractor and a different gang, so people and attendance move constantly.
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Share your requirementsAn MEP contractor installs the services inside a building: cabling and panels, water supply and drainage, fire fighting lines, ducting and chillers. Work arrives in phases from the main contractor, so a crew may be on three sites in one stretch and idle the next. Skilled fitters sit beside daily-wage helpers, and both report to a site engineer who is also chasing drawings and material. Wages are tied to measured work or to days, and arguments over both are common. Some of the same pressures appear in HR for construction contractors, and the wider construction and real estate hub covers the sector.
These are the places the people side of this kind of business tends to give way. The rest of this page works through them.
HR here has to work for each of these groups, not only the office. The set-up below is written with all of them in mind.
GullyHR runs talent acquisition for permanent roles in MEP contractors. For each role we agree the job description with you, find and screen candidates against it, and support the offer through to joining. Tell us the role and the number of people, and we start there.
We recruit permanent employees. We do not supply contract or temporary staff.
Every business interviews, but few have a written process that works the same way for every role and every interviewer. GullyHR designs yours, from the role brief to the offer, trains your managers to run it, and can run it for you on the roles you hand us.
We agree what the role must deliver, the must-have and nice-to-have skills, and how each will be scored.
Screening call, assessment, interview rounds and decision points, sized to the role and the number of people you hire.
Structured questions for each role family and a rating guide, so two interviewers judge the same answer the same way.
A short briefing for your managers on what to ask, what to avoid and how to give a clear yes or no.
Who approves, how the offer is made, and how candidates are kept informed from first call to joining.
A gang shifts from one site to another on a phone call, and the joining date, site and rate are noted later, if at all.
Good fitters and electricians have their own contacts, and a rival contractor with a steady site can pull a whole gang away.
Some people are paid by quantity done and some by the day, so two people on one floor can earn very differently and compare notes.
One engineer handles drawings, material, billing and people, so crew problems are dealt with late and informally.
Each main contractor has its own gate rules and induction, and the MEP firm's own people get a patchy or repeated briefing.
A crew waiting for civil work or a clear floor sits idle, and the owner still has to decide who is paid and for what.
Helpers learn by watching, and the firm has no clear way to say when one becomes a skilled hand.
Start with the topics that matter most here: Employee Administration; Compensation, Payroll and Benefits; Health, Safety and Wellbeing. Then work through the rest. Each topic is written for construction and real estate, not in general.
Records, attendance, leave and the day-to-day HR that must simply work.
Salary structure, payroll inputs and a month that closes on time.
Induction, records, incident reporting and follow-through.
How many people, in which roles, by when, and what they will cost.
Structure, reporting lines and who is allowed to decide what.
Requisition to joining, the same way every time.
A first day that is the same for the fifth joiner as the first.
Goals, reviews and ratings that hold up in a conversation.
Training planned from need rather than from the calendar.
Named backups for the roles that cannot be vacant.
Communication, recognition and the conditions people actually work in.
Two routes, one for complaints, one for conduct, kept separate.
Policies a manager can apply, and obligations with owners and dates.
Who leaves, when, why, and which of them mattered.
Resignation to relieving letter, in a defined order.
Records that survive people, and approvals that do not queue.
A short monthly pack management actually reads.
An HR function that runs the same way every month.
The pieces a MEP contractors business puts in place, in an order that makes each easier. Open any card for the detail.
One list of who is on which site, since when, in which trade and at what rate, updated the day a crew moves.
One list of who is on which site, since when, in which trade and at what rate, updated the day a crew moves. The attendance and shift process gives it a daily form.
A short scale for electrician, plumber and HVAC hands with a sample task at each step, so pay reflects skill and not only who asked first.
A short scale for electrician, plumber and HVAC hands with a sample task at each step, so pay reflects skill and not only who asked first. See pay benchmarks.
What changes when a gang moves site: travel, lodging, rate, who informs whom and by when.
What changes when a gang moves site: travel, lodging, rate, who informs whom and by when. It removes most phone-call disputes.
Say plainly what a gang leader is responsible for, including attendance, quality and the hands under the leader, and recognise it in pay.
Say plainly what a gang leader is responsible for, including attendance, quality and the hands under the leader, and recognise it in pay.
A firm-level safety and conduct briefing every new hand gets once, before any main contractor's gate induction.
A firm-level safety and conduct briefing every new hand gets once, before any main contractor's gate induction. The onboarding process holds it.
Five things to look at weekly on each site: headcount, absentees, safety talk done, pending payments and new joiners.
Five things to look at weekly on each site: headcount, absentees, safety talk done, pending payments and new joiners.
Before changing anything, find out what is true today. Work through the checks using a recent operating period. The time needed depends on the records you hold; note missing evidence and use the findings to choose a priority.
Share your requirementsConfirm with a qualified professional. What applies to you depends on your business, your state and your arrangements, and it changes. This page describes practice. It does not state a legal position.
The services below fit this kind of business best. Each starts by recording where you stand, and every later report compares against that. We do not promise outcomes.
Daily attendance by site and trade that stays accurate when crews are moved.
A portable induction and a first-day routine for hands joining a running site.
Rate structures that treat measured work and daily wages fairly across trades.
Joining, transfer and exit records that follow a worker from site to site.
Start with a free conversation, or see the paid HR Diagnostic.
Understand the business, its workforce, current processes and HR challenges.
Find the missing, weak, inconsistent or person-dependent processes.
Create the structure, processes, policies, SOPs, dashboards and systems needed.
Help HR and department managers actually adopt the new system.
Digitise repetitive and approval-based workflows where it is worth doing.
Track hiring, attendance, employee cost, performance, training and attrition.
Strengthen the people-management system continuously, not once.
From the GullyHR blog: one on HR in construction and real estate, and one on each of the topics this page points to.
Site engineers, supervisors, crews and sales teams leave for different reasons. How to ask what shaped their decision and act on it between projects.
8 min readRead article
Payroll says one joining date, the personal file says another and the manager remembers a third. How to establish a single trustworthy employee record and keep it that way.
7 min readRead article
Simple variable pay structures for product and engineering teams: four options, why individual metrics backfire, a build plan and a one page outline to adapt.
6 min readRead article
A shift, weekly and monthly safety routine for rubber plants that names who checks platen guards, mill trip bars, autoclave doors, burst-test cages and slings, and who acts on near misses.
7 min readRead articleMore on the GullyHR blog.
Plan the next site early, tell the gang leader what is coming and keep a small retainer of work or pay for the best. People leave when the gap is silent, not only when it is long.
Yes, with a visible grade scale. Write what a helper must show before moving up, and tie it to a sample task. It gives helpers a reason to stay and stops pay quarrels.
The worker's name, trade, from site, to site, date, rate, travel and lodging arrangement and the person who agreed it. One page, signed by the engineer and the gang leader.
Run your own short briefing first, then attend theirs. Keep a record of both against each name, so you know who has been briefed when a gate asks.
Give them a short weekly people checklist and a coordinator in the office who chases records. They should spend minutes on people matters each day, not hours.
We would ask for your site list and headcount by trade, then see how a transfer is recorded and how two similar fitters are paid. A trade grade scale with a one-page transfer rule is a sensible first piece, and scope is written down for your sign-off.
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Tell us your industry, team size and the issue you want to address. Bring one example of where work gets delayed or ownership is unclear, and the deadline or decision you are working towards.
