Human Resources Manager

About The Marwin Company!

Located in West Columbia, South Carolina since 1947, The Marwin Company, a manufacturer of premium building products, including code-compliant folding attic stairways, innovative attic access solutions, and pocket door frames, has been a trusted provider of interior French and louver doors. Renowned for delivering superior quality, on-time shipments, and exceptional customer service across the nation, including Hawaii, Marwin sets the standard in energy-saving products for the residential housing industry. When quality matters, ensure it's Marwin-made.

At the heart of our operations lie our core values: TRUST, Team-Oriented, Working collaboratively and cooperatively together to achieve a common goal, we replace "I" and "me" with "us" and "we"; Results-Driven, Delivering exceptional results through exceptional performance; Unparalleled Service, Manufacturing and operational excellence focused on quality, value and an unmatched customer experience; Safety-Focused, Committed to the safety and welfare of our employees, customers and communities; and Transformational, Fostering creativity that challenges constraints and drives continuous improvement. These values guide our every decision and action, shaping our culture and driving our commitment to excellence.

The Opportunity

We're looking for an HR Manager who genuinely cares about people and knows how to turn that care into results. You'll lead the full employee experience at Marwin, from the first job posting through every day someone spends on our team, and you'll have real ownership over the programs that shape it.

If you love building strong teams, digging into data to spot trends, and coaching leaders to grow, we want to talk to you.

What You'll Own

Leading the HR team

• Manage and grow the HR staff supporting the site.
• Be a trusted HR partner to site leadership.
• Bring headcount, turnover, and people data to the Senior Director of HR, along with your read on what it means.

Recruiting and hiring

• Set the recruiting strategy for the site and lead full-cycle hiring for hourly and salaried roles.
• Partner with department leaders to plan ahead, so hiring stays proactive.

Onboarding and the first few months

• Build an onboarding experience that sets people up for success from day one.
• Make someone's first 30 to 90 days feel like the start of something great.
• Run stay interviews to understand what's working well and where we can do even better.

Keeping our best people

• Set the retention strategy for the site. Build the goals, design the initiatives, and own the results.
• Use turnover and exit data to understand trends and lead thoughtful solutions.
• Turn what you learn from exit interviews into meaningful next steps.

Growing strong frontline leaders

• Coach frontline supervisors on the fundamentals: having good conversations, holding people accountable, and leading by example.
• Help supervisors build their own skills for performance and attendance conversations, with you providing the framework and support.
• Be a trusted advisor to site leadership on people decisions.

Employee relations and compliance

• Lead employee relations issues and workplace investigations with sound judgment.
• Keep us compliant with employment law (FLSA, EEO, ADA, FMLA, I-9, and more), partnering with the Senior Director of HR.
• Keep policy application consistent and catch compliance gaps before they become problems.

What You Bring

• A bachelor's degree in HR, Business, or a related field, or equivalent experience that gets you there just as well
• 5 or more years of progressive HR experience, including at least 2 years owning HR strategy, programs, or staff
• A real track record of building retention or engagement work that made a measurable difference, ideally in manufacturing or production
• Experience coaching supervisors or managers to grow as people leaders
• Experience managing or mentoring HR staff
• A comfort with data. You should be able to look at turnover numbers and tell us what they mean and what to do about it
• Working knowledge of employment law (FLSA, EEO, ADA, FMLA, I-9)
• Experience with ADP Workforce Now or a similar HRIS is a plus
• Bilingual in Spanish is a nice bonus, but not required

Why This Role Matters

People are at the center of everything we do. The work you do here will shape how people experience Marwin from their very first day, how supported our frontline leaders feel, and how strong our culture grows over time. If you want a role with real, visible impact and leadership that's ready to invest in what you build, this is it.

Rewarding Compensation and Benefits:

• To show our appreciation for your commitment, we're offering a $500 Sign-On Bonus after successfully completing your first 90 days!
• Competitive hourly pay starting at $14/hour (for entry-level candidates) to $25/hour (experienced candidates)! We provide a clear career advancement path: Start as a Production Operator I (entry-level) and advance up to Production Operator V!! The more skills and responsibilities you take on, the more you earn—and your title reflects your growth!
• Comprehensive medical benefits coverage, dental plans and vision coverage.
• Health care saving account.
• Short- and long-term disability.
• Life insurance and Critical Illness insurance.
• Employee and Family Assistance Program (EAP).
• Retirement plan (401k) with a generous company match.

The statements used herein are intended to describe the general nature and level of the work being performed by an employee in this position, and are not intended to be construed as an exhaustive list of responsibilities, duties and skills required by an incumbent so classified. Furthermore, they do not establish a contract for employment and are subject to change at the discretion of the Company.

EEO STATEMENT: The Marwin Company is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, protected veteran status, relationship or association with a protected veteran (spouses or other family members), genetic information, or any other characteristic protected by applicable law.