Pre engineered building contractors erect steel sheds, warehouses and factories from factory-made frames. This is how to run erection gangs, riggers, supervisors and design staff when speed, height and crane time drive the job.
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Share your requirementsA pre engineered building contractor supplies and erects steel frames, purlins, roof sheets and cladding for warehouses, factories, cold stores and showrooms. Design staff produce structural and shop drawings, a fabrication unit cuts and welds components, and erection crews bolt frames together at the site using cranes and lifts. Gangs of riggers, fitters, welders and sheeting workers work at height, often on open plots with wind and heat. A shed may rise in weeks, and clients expect it ready for production or storage. Contractors usually come through subcontractors, and teams move between sites as projects finish. Safety depends on harnesses, scaffolds and crane control. Drawings, factory deliveries and site readiness must line up, and when one fails, the erection crew waits or hurries. For the wider sector, read HR for construction and real estate.
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 pre engineered building 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.
Erectors walk on purlins and roof sheets, and one missed harness or loose sheet can cause a fatal fall.
A lift planned poorly or signalled badly puts workers beneath a swinging frame.
A missing bolt kit or mislabelled column stops the crew while wages and crane hire continue.
The firm cannot say who is on site, what training they have or who pays them on time.
Foundations or anchor bolts are off, and the erection crew finds out after the steel is on site.
Wind and rain stop roofing, but the client's date remains and gangs are pressed to continue unsafely.
A change in design reaches the fabrication shop late, and parts have to be re-cut.
Teams stay in rented rooms or camps near industrial plots with limited facilities and long gaps from home.
Start with the topics that matter most here: Health, Safety and Wellbeing; Employee Administration; HR Operations and Governance. Then work through the rest. Each topic is written for construction and real estate, not in general.
Induction, records, incident reporting and follow-through.
Records, attendance, leave and the day-to-day HR that must simply work.
An HR function that runs the same way every month.
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.
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.
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.
The pieces a pre engineered building contractors business puts in place, in an order that makes each easier. Open any card for the detail.
A written lift plan for each critical lift, with a named signalman, crane check and exclusion zone.
A written lift plan for each critical lift, with a named signalman, crane check and exclusion zone. Hold it in your safety routines.
A daily harness, anchor point and edge-protection check by the supervisor before work at height starts.
A daily harness, anchor point and edge-protection check by the supervisor before work at height starts.
Names, trade, employer, training certificates and expiry in one list, matched to gate entry.
Names, trade, employer, training certificates and expiry in one list, matched to gate entry. Use your employee records.
A foundation and anchor bolt inspection signed by the site engineer, with photographs, before dispatch.
A foundation and anchor bolt inspection signed by the site engineer, with photographs, before dispatch.
One person controls drawing revisions and tells the fabrication shop in writing.
One person controls drawing revisions and tells the fabrication shop in writing. See documentation.
Camp facilities, water and breaks arranged before a crew is posted.
Camp facilities, water and breaks arranged before a crew is posted. Record in attendance steps.
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.
Height, lifting and weather routines that stop falls and crushing incidents.
A site register that covers subcontractor gangs, training and certificate dates.
Remote site rosters, stay arrangements and rest days recorded and paid.
Day rates for riggers and welders set against the local market.
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.
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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
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
Every growing company reaches a point where the founder approving everything stops being speed and starts being the bottleneck. Twelve signs it has happened, and what to fix first.
9 min readRead articleMore on the GullyHR blog.
Insist on harnesses anchored to tested points, edge protection, daily checks and a stop-work rule. Ask a qualified professional what standards apply.
Often for safety on your site, regardless of who employs them. Have a qualified professional review the arrangement and record it in contracts.
Use a written lift plan, a trained signalman, a checked crane and a clear exclusion zone.
Check delivery against the drawing before dispatch, label parts clearly and keep a bolt kit per frame.
Agree a stop-work wind rule, record idle time and tell the client early. Pressing crews to continue invites accidents.
A gang register, lift and height checklists, camp standards and records. Safety regulation questions go to a qualified professional.
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