Roll forming units pass steel coil through sets of rollers to make roof sheets, purlins, shutters and door frames. Runs are fast, but roll changes, coil handling and length checks rest on a few skilled hands.
Not sure what you need? Tell us about your business in six short steps and we will come to the first meeting prepared.
Share your requirementsA roll forming unit feeds steel or aluminium coil through paired rollers that bend it stage by stage into roof sheets, purlins, studs, shutters and frames. The line decoils, forms, punches or notches, shears to length and stacks. Each profile needs its own roll set, and a changeover means swapping and aligning rollers, which takes skill and time. Orders come from builders, dealers and project contractors, with length and quantity fixed by the site, and delivery pressure rises around construction peaks. Overhead cranes, razor edges and long sheet stacks add handling risk for a small crew. Related reading: manufacturing HR.
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 roll forming units. 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.
Aligning a new roll set needs a trained eye, and a good setter can halve the time a poor one takes.
Heavy coils, crane slings and sharp edges are handled by helpers who may get little training.
Site requirements keep shifting the run lengths, and frequent changes wear out the crew and cause counting errors.
Razor edges and long sheets injure hands and backs, and glove use and lifting habits vary from person to person.
A bad cut length is found only at the building, and the operator takes the blame, though the order sheet may have been wrong.
Demand surges before the monsoon or a handover date, and a small crew runs long hours.
Start with the topics that matter most here: Health, Safety and Wellbeing; HR Strategy and Workforce Planning; Compensation, Payroll and Benefits. Then work through the rest. Each topic is written for manufacturing, not in general.
Induction, records, incident reporting and follow-through.
How many people, in which roles, by when, and what they will cost.
Salary structure, payroll inputs and a month that closes on time.
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.
Records, attendance, leave and the day-to-day HR that must simply work.
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 roll forming units business puts in place, in an order that makes each easier. Open any card for the detail.
A short sheet per profile listing the alignment checks, and a grade for setters who can change over alone.
A short sheet per profile listing the alignment checks, and a grade for setters who can change over alone. See pay benchmarking.
A practical course on crane signals, slings and edges, with sign-off before working alone.
A practical course on crane signals, slings and edges, with sign-off before working alone. It belongs under health and safety.
One sheet with length, count and profile, checked by dispatch before the line starts, so length errors are caught at source.
One sheet with length, count and profile, checked by dispatch before the line starts, so length errors are caught at source.
Review confirmed orders with sales each month and arrange temporary hands and overtime early, using workforce planning.
Review confirmed orders with sales each month and arrange temporary hands and overtime early, using workforce planning.
Move stacking between jobs, check gloves and aids at each shift start, and replace worn gear without argument.
Move stacking between jobs, check gloves and aids at each shift start, and replace worn gear without argument.
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.
Grades and pay for roll setters and line operators that reflect changeover skill.
Coil handling and sharp-edge routines that protect the crew in daily work.
Plans hands and overtime for the peak construction months instead of reacting to them.
Clear duties across the line, dispatch and order desk, so every length error has an owner.
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 manufacturing, and one on each of the topics this page points to.
Why the best operator can struggle as shift supervisor, what it costs the line, and a practical way to choose, prepare and back new supervisors in any kind of plant.
7 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 article
How a D2C founder can decide which digital marketing work to hire for, which to buy from an agency, and which to split, with a worksheet and a five step plan.
6 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 articleMore on the GullyHR blog.
Write a sheet for each profile, train a second setter and record every changeover time. Most time is lost in alignment, and a good checklist trims it.
Train before anyone works alone, brief crane signals, inspect slings and keep people out of the coil path. A helper should never learn it by watching alone.
It may be the order sheet, the setting or the operator. A single clear order sheet with a dispatch check removes most of the errors.
Read the order book early, line up temporary hands you trust and share overtime fairly. Check the arrangements with a qualified professional.
Supply suitable gloves, replace them when worn and rotate stacking jobs. Make the glove check part of the shift start.
We would ask who can do roll changeovers alone, how coil handlers are trained and how orders reach the line. A changeover sheet with a setter grade and a coil handling induction is a good first piece of work, and we put the scope in writing afterwards.
All 6 business types in forging and metal forming · Find another business type
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.
