A roofing material maker forms metal sheets or tiles from coils or clay and delivers them to sites where installers work at height. The risk lies in heavy coil handling, cut-to-length accuracy and installer behaviour on roofs.
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Share your requirementsA roofing material maker produces profiled metal sheets, ridge and flashing pieces and in some units tiles, from coils or raw material for factories, warehouses, sheds and homes. A coil is loaded on an uncoiler, passes through roll forming stands, is cut to the length ordered and stacked for bundling. Orders arrive from dealers and contractors as lists of lengths, colours and thicknesses, often against a roof date. Heavy coils are moved by cranes and slings, and sheet edges are sharp. A cut-length error or a scratched coating creates waste, and a roll set-up change takes skill. Many makers deliver to the site and sometimes supply installers who work at height on roofs. Falls and wrong fixing are the main site risks. See also 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.
Coil lifting and loose sheets cause cuts and crush injuries, and gear and lifting authorisation vary.
A wrong length on an order is repeated across a bundle, and nobody checks the first sheet.
Profile or thickness changes need skilled hands, and the line waits when they are away.
Roof fixing, harness use and edge protection depend on habit, and a fall can stop a project.
Dealer and contractor lists change late, and the order desk and line get different versions.
Roof orders cluster before the rains, and extra hours fall on the same operators and loaders.
Start with the topics that matter most here: Health, Safety and Wellbeing; Onboarding and Probation; Learning and Development. Then work through the rest. Each topic is written for construction and real estate, not in general.
Induction, records, incident reporting and follow-through.
A first day that is the same for the fifth joiner as the first.
Training planned from need rather than from the calendar.
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.
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.
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 roofing material makers business puts in place, in an order that makes each easier. Open any card for the detail.
A named person signs the first cut length and coating before the run.
What this coversHideA named person signs the first cut length and coating before the run. The role design and job descriptions work defines who stops the line.
Trained, named staff for coil lifting with gear checks each shift.
What this coversHideTrained, named staff for coil lifting with gear checks each shift. See health, safety and wellbeing.
A staged path with written changeover steps for each profile.
What this coversHideA staged path with written changeover steps for each profile. The learning and development process supports it.
Induction on harness use, edge protection, fixing and weather, with a sign-off before roof work.
What this coversHideInduction on harness use, edge protection, fixing and weather, with a sign-off before roof work. See employee onboarding process.
A calendar of dealer demand, a bench of extra loaders and a fair overtime rule shared early.
What this coversHideA calendar of dealer demand, a bench of extra loaders and a fair overtime rule shared early.
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.
First-sheet checks and line stop authority, so one wrong length is not repeated across a bundle.
Coil handling and work-at-height routines for your factory and your roof crews.
A route for second set-up fitters and operators behind the few who change profiles.
A proper induction for new installers before they work on a roof.
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.
8 min readRead article
A laminated notice, an annual drill, and an incident register with three entries in two years. What workplace health and safety looks like when it is real.
7 min readRead article
A practical joining checklist covering documents, assets, system access and statutory enrolments, with owners and timings, so nobody's first salary is wrong.
8 min readRead article
A calendar of courses, a budget spent by March and no record of what any of it changed. What a learning and development process contains when it starts from need rather than from the catalogue.
7 min readRead articleMore on the GullyHR blog.
Check and sign the first sheet of each order, keep a single current order sheet at the line and review errors by order desk and operator. Most come from late changes.
Authorise trained crane and sling staff, check gear daily, keep clear zones during lifts and record near misses. Short briefings help more than long manuals.
Induct them on harness and edge protection, supervise their first roofs and require sign-off before they go alone. Confirm legal obligations with a qualified professional.
Recognise the skill with a distinct grade and pay, give them a training role and avoid loading them with all breakdown work. Compare pay with nearby roofing plants.
Plan from the dealer calendar, keep a list of reliable extra loaders and agree overtime rules in advance so the same few are not used each time.
We would look at the last cut-length errors and who ran each line, list who is authorised for coil lifting, and ask who could change a profile if your fitter were away. A good first piece of work is a first-sheet check plus a coil handling authorisation list. Scope is agreed in writing afterwards.
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