An industrial boiler maker rolls plate, welds pressure parts, tests them and sends crews to erect and commission on site. The people problem is certified welders, inspection records and site teams away for weeks.
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Share your requirementsAn industrial boiler manufacturer builds steam and hot water boilers for factories, mills and process plants. Plates are cut and rolled into drums and shells, tubes are bent and expanded into headers, furnaces and grates are fabricated and everything is welded, tested and inspected. Pressure parts demand qualified welders and documented procedures. Fitters, riggers and welders then travel to client sites to erect, align and commission the boiler, often in remote locations and for weeks at a time. Inspectors and drawing staff keep records on which every sign-off depends. Skilled boiler welders are in short supply and are quickly lured by other shops. See also HR for manufacturing.
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 industrial boiler manufacturers. 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 limited set of welders hold the qualification for pressure parts, and overload and poaching follow.
Which welder holds which qualification, for which process and when it lapses, is often in a drawer or in memory.
Erection teams live at remote sites with poor facilities, and families and morale suffer.
Allowances, overtime and travel days are agreed verbally and disputed later.
Waiting for an inspector idles fitters, and rush then pushes parts through without care.
Cranes, slings and gas cutting in cramped sites cause injuries, and training is uneven.
A few engineers carry it all, and burnout shortens careers.
Helpers hired at each site have little induction, and accident and attendance records are thin.
Start with the topics that matter most here: Policies, Compliance and Governance; Health, Safety and Wellbeing; Career and Succession Management. Then work through the rest. Each topic is written for manufacturing, not in general.
Policies a manager can apply, and obligations with owners and dates.
Induction, records, incident reporting and follow-through.
Named backups for the roles that cannot be vacant.
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.
Records, attendance, leave and the day-to-day HR that must simply work.
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.
Communication, recognition and the conditions people actually work in.
Two routes — one for complaints, one for conduct — kept separate.
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 industrial boiler manufacturers business puts in place, in an order that makes each easier. Open any card for the detail.
Name, process, thickness range, test date and expiry, owned by one person and reviewed monthly, supported by HR documentation.
Name, process, thickness range, test date and expiry, owned by one person and reviewed monthly, supported by HR documentation.
Travel, lodging, overtime and rest for erection crews, issued before each job, aligned with the attendance and leave process.
Travel, lodging, overtime and rest for erection crews, issued before each job, aligned with the attendance and leave process.
A calendar of inspector visits so fitters plan around them, reducing idle time and shortcuts.
A calendar of inspector visits so fitters plan around them, reducing idle time and shortcuts.
A short briefing and sign-off for every person on a site, including contract helpers, tied to health, safety and wellbeing.
A short briefing and sign-off for every person on a site, including contract helpers, tied to health, safety and wellbeing.
Name successors for commissioning, with paired visits and a handover note per site.
Name successors for commissioning, with paired visits and a handover note per site.
Grades and pay steps that rise with certified processes, set through compensation benchmarking.
Grades and pay steps that rise with certified processes, set through compensation benchmarking.
Before changing anything, find out what is true today. These checks take an afternoon and tell you which of the topics above to start with.
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 qualification, induction and site files that stand up to an audit.
Lifting, hot work and site safety with training and kit records.
Pay and allowances for certified welders and site crews.
Records for site stints, travel days and rest.
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 often struggles 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
How an India head can sort a global parent's HR policies into apply, adapt or replace, write an India addendum with advisers, and keep headquarters on side.
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
A two-hour exercise that names the roles you could not fill quickly, who could cover them, and what readiness would actually require.
7 min readRead articleMore on the GullyHR blog.
Pay for the qualification, give steady work, a visible grade and a say in welding procedures. Qualified welders leave when treated as interchangeable.
Keep a register with process, range, test and expiry dates, reviewed monthly by a named owner. Ask a qualified professional which codes and certificates apply.
Write the rules before the job, share them with the crew and record claims in a standard format.
Plan travel, lodging, call-home time and rest breaks, and rotate crews on long jobs.
Give the same induction and kit as your own staff, record attendance and name the supervisor. Confirm engagement terms with a qualified professional.
We would ask how many welders hold current qualifications, how site allowances are agreed and who could commission a boiler if the lead engineer left. A good first piece of work is a qualification register and site rules. Scope is agreed in writing after we talk.
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