A plumbing business is called when water is already where it should not be. Emergency calls, long installation sites and a thin supply of skilled fitters make steady crews hard to build and easy to lose.
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Share your requirementsA plumbing firm handles leaks, blocked drains, bathroom fittings, water tank work, pump repairs and full pipe installation in new buildings. Part of the work is emergency calls, early or late, and part is steady site work with a gang of fitters and helpers. A plumber is, at heart, a one-person business: skilled, independent and used to deciding on the spot. Helpers do the digging, carrying and chasing, and hope to become fitters. Payment may be per day, per job or per bathroom. The facility management sector and the home services hub cover what these firms share.
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 plumbers. 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 helper fits and a fitter carries, depending on the day, so nobody knows what a grade means or when promotion is due.
The reliable ones are phoned at night every time, with no rota, no extra pay rule and no rest the next morning.
The same fitter earns differently on different sites, and arguments about rates start whenever a job runs long.
Taps, valves and spanners leave the van in pockets, and the firm cannot say whose job used what.
A tidy, polite fitter wins repeat work and a careless one loses it, yet courtesy is never taught or noticed.
A fitter hears of better daily rates from a rival contractor and leaves in the middle of a site.
Start with the topics that matter most here: Organisation Design; Retention and Attrition Management; Employee Administration. Then work through the rest. Each topic is written for facility management, not in general.
Structure, reporting lines and who is allowed to decide what.
Who leaves, when, why, and which of them mattered.
Records, attendance, leave and the day-to-day HR that must simply work.
How many people, in which roles, by when, and what they will cost.
Requisition to joining, the same way every time.
A first day that is the same for the fifth joiner as the first.
Salary structure, payroll inputs and a month that closes on time.
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.
Induction, records, incident reporting and follow-through.
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 plumbers business puts in place, in an order that makes each easier. Open any card for the detail.
One page each, with tasks, tools and who supervises.
One page each, with tasks, tools and who supervises. Link promotion to showing the tasks. The role design work covers the format.
Named people for evenings and weekends, extra pay or time off stated, and a clear rule for the day after a night call.
Named people for evenings and weekends, extra pay or time off stated, and a clear rule for the day after a night call.
A standard rate for a bathroom fit, a tank installation or a pipe run, with extras for difficult sites, so there is less haggling.
A standard rate for a bathroom fit, a tank installation or a pipe run, with extras for difficult sites, so there is less haggling.
A sheet at the store showing what leaves for which job and what returns, signed by the fitter.
A sheet at the store showing what leaves for which job and what returns, signed by the fitter.
A short briefing on shoe covers, clearing up, explaining the work and what to say when the fault turns out to be bigger than quoted.
A short briefing on shoe covers, clearing up, explaining the work and what to say when the fault turns out to be bigger than quoted.
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.
Clear roles for fitters, helpers and gang leaders with tasks and a path from one to the next.
A look at why fitters leave mid-site and what keeps the steady ones.
Short practical sessions on how a plumber speaks, tidies up and explains a bigger fault.
Simple records for engagement terms, job sheets and fittings issued that stand up when questions arise.
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 facility management, and one on each of the topics this page points to.
Housekeeping, technician and security staff at client sites leave for reasons head office rarely hears. How to ask, what to look for and how to act on it.
7 min readRead article
A founder's guide to building job grades, titles and billing levels for a growing IT services firm, with a step-by-step method and a grade description outline.
6 min readRead article
What really keeps mobile app and web developers in a small firm: stay conversations, growth paths, fair release rules and a risk sheet an owner can use this month.
6 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 articleMore on the GullyHR blog.
Training institutes, nearby villages, relatives of current staff and local plumbing supply shops are common routes. Whatever the source, run the same short practical trial and agree a first-month plan.
Use a rota with advance notice, say what extra pay or time off follows, and share the rota openly. People will accept night calls when they are predictable and rewarded.
Some firms use both. Daily rates suit repairs and variable work, per job rates suit repeated installations. Whatever you choose, write the rate and the extras so there is no argument at the end of the job.
Issue against a job sheet, ask fitters to sign for what leaves and returns, and review the sheet weekly. Treat the first mismatches as a process gap and not as theft.
Pay fairly for skill, give a path to gang leader, offer predictable work and treat the person with respect. Most fitters leave over pay disputes and being taken for granted.
We would ask how roles are split on a typical site, who takes night calls and how rates are agreed. Written roles for fitter and helper with a call rota is a natural first piece, and scope is put in writing for your approval.
All 7 business types in home services & maintenance · Find another business type
See all HR topics for facility management, or another industry.
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.
