A skylight and polycarbonate roofing installer cuts, frames and fixes sheets on rooftops, so work at height and weather decide every day. This is how to run people when one fall can end a career.
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Share your requirementsA skylight and polycarbonate roofing installer supplies and fits translucent roofs over terraces, courtyards, sheds, walkways and atriums. The team is a sales or estimating person, a surveyor who measures on site, workshop fabricators who cut frames and sheets, and fitting crews who climb with materials and fix them. Roofs are often old, wet, slippery or fragile. Work depends on weather and on the building owner's access. Measurement errors become costly when sheets are already cut. Crews are small and many are skilled hands from a trade background, working for piece rates. Height safety and quality control are daily matters, and a single serious fall changes the whole business. 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 skylight and polycarbonate roofing installers. 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.
Crews walk on fragile sheets, wet slopes and unprotected edges, often without harness or a rescue plan.
A wrong site measurement means cut sheets are wasted, the crew waits and blame flies between surveyor and workshop.
Rain and wind cancel days, and crews paid by the piece earn nothing while the company still owes the customer a date.
Young helpers copy older fitters who skip belts, and no one trains them on working near edges.
Fabricators say the survey was wrong, fitters say the frames do not fit, and nobody owns the fix.
Sheets and frames are carried up ladders and narrow stairs, causing strains and cuts.
One crew leader holds the customer, the method and the tools, and his absence stops the job.
Dust, offcuts and noise upset households, and crew conduct on site reflects on the company.
Start with the topics that matter most here: Health, Safety and Wellbeing; Onboarding and Probation; Compensation, Payroll and Benefits. 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.
Salary structure, payroll inputs and a month that closes on time.
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.
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 skylight and polycarbonate roofing installers business puts in place, in an order that makes each easier. Open any card for the detail.
Harnesses, anchor points, edge protection and a rescue plan for every roof job, checked by the crew leader before starting.
Harnesses, anchor points, edge protection and a rescue plan for every roof job, checked by the crew leader before starting. See safety steps.
A first-week programme on ladders, fragile sheets, edge work and carrying, with a buddy and a sign-off before a helper climbs.
A first-week programme on ladders, fragile sheets, edge work and carrying, with a buddy and a sign-off before a helper climbs. Use onboarding steps.
A second person verifies key dimensions before cutting, and the check is recorded on the job sheet.
A second person verifies key dimensions before cutting, and the check is recorded on the job sheet.
A fair rule for lost days, such as a minimum daily amount or redeployment to the workshop.
A fair rule for lost days, such as a minimum daily amount or redeployment to the workshop. Put it in your pay steps.
A job owner from survey to handover who settles workshop and site disputes and records the cause.
A job owner from survey to handover who settles workshop and site disputes and records the cause.
Train a second leader for each crew with shared customer notes, so a job does not wait for one person.
Train a second leader for each crew with shared customer notes, so a job does not wait for one person. Track skills in employee records.
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 protection, rescue plans and injury logs for roof work.
A structured first week that makes helpers safe before they climb.
Clear pay for piece work, weather days and overtime.
A record of skills, training and equipment issued to each fitter.
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 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 first-week plan for bringing in an outside specialist: what access to give, how to protect client data, and the confidentiality steps to settle on day one.
7 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.
Harnesses, anchor points, edge protection, a briefing on fragile surfaces and a rescue plan. Confirm legal height-work duties with a qualified professional.
Give a first-week programme with a buddy, clear rules for ladders and sheets, and do not let him climb until a supervisor signs off.
Have a second person check key dimensions, record them on the job sheet and keep photos of the site.
Set a written rule in advance, such as a minimum daily payment or a switch to workshop work, rather than deciding case by case.
Name a single job owner, record the cause of each error and review patterns monthly.
Back them with a clear site rule, a contact in the office and prompt pay, so they are not left to argue alone.
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