HR Management Solutions for Construction and Real Estate
Build HR for a workforce that moves — between sites, between projects, and between your payroll and a contractor's.
Construction and real estate businesses run two different workforces at once: a corporate and sales organisation that behaves like an office, and a site workforce that mobilises, works to a project schedule and demobilises.
- Plan
- Hire
- Onboard
- Manage
- Develop
- Perform
- Engage
- Retain
- Exit
- Improve
When HR processes are weak, you may see
- Site manpower not matching schedule
- Contractor labour with no central record
- Site attendance disputes
- Safety incidents poorly documented
- Sales incentive disputes
- Engineer and site staff turnover
- Mobilisation delays on new projects
- No consolidated headcount across projects
- Statutory records scattered by site
We help construction and real estate businesses build HR that works across corporate, sales and site, and travels from project to project.
Who we work with
Adapted to project type, number of active sites, and the mix of own staff, contractor labour and sales teams.
- Real Estate Developers
- Builders
- Construction Companies
- Infrastructure Companies
- Civil Contractors
- Interior Design Companies
- Architecture Firms
- MEP Contractors
- Property Management Companies
- Facility Management Companies
- Real Estate Agencies
- Property Consultants
What the HR system covers
Most businesses take a few of these at a time, in an order decided by what is costing them most. Open any area to see what it includes.
Corporate, Site and Sales Structure
Three organisations under one company.
What this coversHide
Corporate, Site and Sales Structure
Three organisations under one company.
What this coversHideThe commonest structural failure is leaving unsettled whether a site in-charge reports to the project or to a function head at head office.
- Corporate structure
- Project and site structure
- Sales organisation
- Site in-charge authority
- Matrix reporting rules
- Roles and responsibilities
- Approval matrix
- Position levels
Project Manpower Planning
People planned against the schedule, not the budget line.
What this coversHide
Project Manpower Planning
People planned against the schedule, not the budget line.
What this coversHide- Manpower against project schedule
- Role requirements by project phase
- Mobilisation plan
- Demobilisation plan
- Redeployment between projects
- Peak-requirement planning
- Skill requirements by trade
- Contractor vs own staff mix
- How many people does this phase need?
- When do they mobilise and demobilise?
- Where do they go when this project ends?
Site and Technical Recruitment
Hiring for projects that start and finish.
What this coversHide
Site and Technical Recruitment
Hiring for projects that start and finish.
What this coversHideSite and technical
- Project Managers
- Site Engineers
- Civil Engineers
- MEP Engineers
- Supervisors
- Surveyors
- Quantity Surveyors
- Safety Officers
- Store Keepers
- Draughtsmen
Corporate and sales
- Sales Managers
- Pre-sales
- CRM
- Architects
- Planning
- Procurement
- Contracts
- Finance
- Legal
- HR
- Admin
- Project-based requisition
- Approval against project budget
- Technical evaluation
- Document and qualification verification
- Offer management
- Mobilisation and joining
- Project-linked deployment
Contractor Labour Records
The largest workforce on site is usually not yours.
What this coversHide
Contractor Labour Records
The largest workforce on site is usually not yours.
What this coversHide- Contractor register
- Labour register by contractor
- Site headcount by contractor
- Gate entry and attendance
- Induction and safety records
- Age and document verification
- Invoice vs attendance reconciliation
- Contract renewal tracking
- Site-wise consolidation
Site Attendance
Attendance where there is no office and no fixed gate.
What this coversHide
Site Attendance
Attendance where there is no office and no fixed gate.
What this coversHide- Site attendance capture
- Mobile or biometric marking
- Multi-site attendance
- Missed punch regularisation
- Overtime sanction
- Weekly off and site working
- Leave approval on site
- Attendance cut-off
- Payroll input from sites
Safety and Incident Management
Documented safety on a physical, high-risk workplace.
What this coversHide
Safety and Incident Management
Documented safety on a physical, high-risk workplace.
What this coversHide- Safety induction for site entry
- Job-specific safety training
- PPE issue and records
- Toolbox talks
- Incident and near-miss reporting
- Accident investigation
- Corrective action tracking
- Safety audit records
- Emergency procedures
Sales Team Incentives
The commission scheme, written down before the dispute.
What this coversHide
Sales Team Incentives
The commission scheme, written down before the dispute.
What this coversHideSales incentive disputes in real estate are almost always about a rule nobody wrote: what happens on cancellation, on a shared lead, or when the person has left.
- Incentive scheme design
- Booking vs collection linkage
- Cancellation treatment
- Shared-lead rules
- Payout timing
- Approval route
- Incentive on exit
- Dispute resolution
- Scheme communication
Payroll Across Projects
One payroll, many cost centres.
What this coversHide
Payroll Across Projects
One payroll, many cost centres.
What this coversHide- Salary structure by grade
- Project cost allocation
- Site allowance
- Travel and lodging
- Overtime
- Reimbursements
- Advances and recovery
- Payroll cut-off
- Payslips
- Full-and-final settlement
Performance by Role Type
Different measures for site, sales and corporate.
What this coversHide
Performance by Role Type
Different measures for site, sales and corporate.
What this coversHideSite
- Schedule adherence
- Quality and rework
- Safety observance
- Manpower control
- Material wastage
- Documentation
Sales
- Bookings
- Collections
- Site visits
- Conversion
- Lead response time
- Customer complaints
Mobilisation and Redeployment
What happens to a team when a project ends.
What this coversHide
Mobilisation and Redeployment
What happens to a team when a project ends.
What this coversHide- Project closure planning
- Redeployment list
- Skills available for next project
- Transfer process and letters
- Relocation support
- Retention of critical site staff
- Demobilisation clearance
- Bench between projects
Project HR Dashboard
Headcount and cost, by project.
What this coversHide
Project HR Dashboard
Headcount and cost, by project.
What this coversHide- Headcount by project and site
- Own staff vs contractor
- Manning vs schedule
- Attendance and absenteeism
- Overtime cost
- Employee cost by project
- Open vacancies
- Attrition by project
- Safety incidents
- Contractor compliance status
- Sales-team productivity
Construction and Real Estate HR maturity assessment
Each area is scored on the same five-level scale, so management can see where HR stands today and what to improve first.
Request a construction HR audit- 1
No defined process
Activities happen differently each time.
- 2
Informal, person dependent
Processes exist but depend heavily on individual employees.
- 3
Documented
Processes and responsibilities are written down.
- 4
Implemented and measured
Processes are followed and performance is measured.
- 5
Automated and continuously improved
Technology-enabled, measured and improved deliberately.
What you receive
Depending on the engagement. Scope and sequence are agreed after the audit.
- HR Audit
- HR Gap Analysis
- HR Improvement Roadmap
- Organisation Structure
- Manpower Plan
- Job Descriptions
- KRA and KPI Framework
- Competency Framework
- Recruitment Process
- Onboarding Framework
- Attendance and Leave Process
- Performance Management System
- Training Framework
- Employee Engagement Framework
- Retention Plan
- HR Policy Manual
- Employee Handbook
- HR SOPs
- HR Forms
- HR Templates
- HR Calendar
- HR Dashboard
- HR MIS
- HR Automation Roadmap
- HRMS Implementation Framework
Our HR transformation approach
- 1
Assess
Understand the business, its workforce, current processes and HR challenges.
- 2
Identify gaps
Find the missing, weak, inconsistent or person-dependent processes.
- 3
Design
Create the structure, processes, policies, SOPs, dashboards and systems needed.
- 4
Implement
Help HR and department managers actually adopt the new system.
- 5
Automate
Digitise repetitive and approval-based workflows where it is worth doing.
- 6
Measure
Track hiring, attendance, employee cost, performance, training and attrition.
- 7
Improve
Strengthen the people-management system continuously, not once.
Build an HR function that supports project delivery
A strong HR function in construction and real estate helps the business:
- Man projects to schedule
- Mobilise new sites faster
- Bring contractor labour into view
- Document safety properly
- Settle sales incentives without dispute
- Retain critical site staff
- Redeploy teams between projects
- See headcount and cost by project
- Standardise across sites
- Support new project starts
Build a better HR system for your projects
Whether you are running one project or several, we can help build HR that works across corporate, sales and site.
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