Who We Serve
Built for the trades
Building Force Solutions serves construction and construction-adjacent businesses with 5 to 150 employees: general contractors, electrical, plumbing, mechanical, HVAC, roofing, excavation, and specialty subcontractors. Field-based workforces, seasonal swings, multi-state crews, and prevailing wage jobs are our home turf.
Industries
If your people wear boots, we speak your language
General contractors
Managing subs, self-performing crews, and office staff under one roof. We sort employee versus subcontractor lines, jobsite policies, and the documentation that protects you when a project goes sideways.
Electrical contractors
Licensed trades with apprentices, journeymen, and prevailing wage work. We handle classification levels, training documentation, and retention in a market where every shop is poaching.
Plumbing & mechanical
Service techs in customer homes plus construction crews on new builds. Two risk profiles, one company. Background checks, vehicle policies, on-call pay, and overtime math done right.
HVAC
Seasonal demand swings, commission and spiff structures, and techs carrying your brand into customers’ homes. We build comp plans and conduct standards that hold up year-round.
Roofing & exteriors
High-turnover crews, storm-chasing markets, and heavy 1099 exposure. Roofing is a misclassification enforcement magnet. We get your labor model defensible before someone else reviews it.
Excavation & sitework
Operators, CDL drivers, and DOT overlap. Equipment certifications, drug and alcohol testing programs, and the personnel files that keep you clean on public jobs.
Specialty subcontractors
Concrete, framing, drywall, painting, landscaping, and every trade in between. Crew-based workforces with crew-based problems: no-shows, pay disputes, and foremen promoted without people training.
Construction-adjacent
Suppliers, fabricators, equipment dealers, and field service companies. Same blue-collar workforce dynamics, same compliance exposure, same need for practical HR that fits the operation.
Family-owned businesses
When the org chart includes a last name, HR gets personal. We bring an outside professional’s structure to succession, accountability, and the conversations family members cannot have with each other.
The Profile
Why 5 to 150 employees?
Because that is the danger zone. At 5 employees you are big enough to get sued. At 15, most federal anti-discrimination laws apply. At 50, FMLA and ACA obligations kick in. Yet at 150 you still may not have full-time HR work. Exposure grows faster than infrastructure.
Owners in this range are running operations, chasing work, and doing HR at 9 p.m. from the kitchen table. That is the gap fractional HR fills: real leadership, sized to the business, without the overhead.
- Multi-state crews. Kansas City contractors live this daily. Missouri rules on one job, Kansas rules on the next, and different wage laws when you chase work out of state.
- Prevailing wage and public work. Certified payroll, fringe calculations, and apprentice ratios. Mistakes here are public record.
- Seasonal workforces. Layoffs, rehires, and unemployment claims handled so your rating and your reputation both survive the winter.
- High-turnover field roles. Retention systems built for the reality of construction labor markets, not office park perks.
Sound like your operation?
Tell us your trade, your headcount, and what is keeping you up at night. We will tell you where the risk usually sits for companies like yours.