Foreman
Position Title: Foreman (FM)
Reports To: Superintendent (SU)
Direct Reports: Journeymen, Apprentices, Mechanics
Position Overview
The Foreman (FM) is responsible for direct supervision of assigned crews and the execution of electrical work in the field. The FM ensures installations are performed safely, on schedule, within budget, and in compliance with Hays Electrical quality standards and codes. This role bridges the gap between field crews and the Superintendent, maintaining daily labor tracking, enforcing production plans, and fostering crew development. The Foreman plays a key role in driving labor productivity, implementing project plans, and supporting the cultural initiatives of Hays Electrical.
Key Responsibilities
Leadership & Oversight
- Lead and supervise daily work of Journeymen, Apprentices, and Helpers.
- Assign tasks to crew members in alignment with labor plans and project schedule.
- Provide daily coaching, training, and mentorship to apprentices and journeymen.
- Enforce accountability for safety, quality, and production on site.
- Interpret drawings, specifications, and labor plans to direct field installations.
- Ensure scope is executed per project requirements, NEC, and Hays standards.
- Track crew hours daily and report production to Superintendent per Hay’s labor codes
- Identify obstacles impacting schedule or production and escalate to Superintendent with appropriate field documentation
- Participate in lookahead planning and provide input on manpower needs.
- Conduct daily jobsite safety huddles and ensure toolbox talks and JHA’s are completed.
- Monitor installations for quality and compliance with QA/QC requirements.
- Ensure crews follow NEC, OSHA, and Hays Electrical policies.
- Immediately correct or escalate deficiencies to minimize rework.
- Monitor crew labor performance against budgeted hours.
- Accurately record daily timecards and ensure alignment with actual production.
- Support Superintendent with data for WIP tracking and labor forecasting.
- Communicate daily progress, manpower needs, and risks to Superintendent.
- Act as first point of contact for crew concerns, escalating issues as necessary.
- Promote and model Hays Electrical’s core values: Excellence, Safety, Drive, Communication, Client Focus.
- Encourage crew participation in Trailblazer ideas, training, and cultural initiatives.
- Strong leadership ability with proven success leading crews in the field.
- In-depth technical knowledge of electrical installations, sequencing, and methods.
- Ability to read and interpret construction drawings, specifications, and schedules.
- Proficiency with basic reporting tools (Daily Logs, Excel, or company trackers).
- Strong communication skills to direct crews and coordinate with leadership.
- Ability to enforce safety, productivity, and quality standards consistently.
- 3+ years of experience in electrical construction.
- At least 1 year of supervisory experience (Leadman or equivalent role).
- Journeyman Electrician license required.
- Demonstrated success meeting productivity, quality, and safety standards on multifamily or commercial projects.
- Willingness to train, mentor, and develop apprentices and journeymen.
- Reports to: Superintendent (SU)
- Direct Reports: Journeymen, Apprentices, Mechanics
- Decision-Making Authority: Daily task assignment, safety enforcement, labor tracking, and immediate field adjustments within assigned crew.
1. Labor Productivity & Forecasting
- Maintain crew labor hours within ±5% of budget.
- Daily production reports submitted with 100% accuracy.
- 92%+ of daily/weekly tasks completed as planned.
- On-time execution of assigned project phases or scopes.
- 92%+ compliance rate on QA/QC inspections.
- Minimal repeat deficiencies or punch-list items from assigned crew.
- 100% completion of daily safety huddles and toolbox talks.
- Zero tolerance for unsafe acts; immediate corrective action enforced in alignment with Hays Policy
- Timecards and production reports submitted accurately and on time (target: 100%).
- Labor efficiency is maintained within budget projections.
- Apprentice progression documented and supported.
- Active participation in cultural initiatives (Bootcamps, Trailblazer, training).
- Demonstrated crew engagement and retention improvement.
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