HR Coordinator - Evening Shift

Marvin•Warroad, MN

About The Position

The HR Coordinator provides reliable service delivery and process support for employees, leaders, and the HR team. The role handles tactical and administrative work that keeps HR processes moving, including onboarding and offboarding support, HRIS and employee data changes, documentation, scheduling, employee questions, routine service requests, and process follow-through. The schedule is 3:30 p.m. to 1:30 a.m. Monday through Thursday, with overtime on Fridays as scheduled. The coordinator serves as a first point of contact for routine HR questions and support needs, helps employees and leaders navigate HR processes, and routes complex or specialized matters to appropriate HR partners. The role supports orientation logistics and employee transitions; maintains accurate HRIS entries, employee records, and documentation; and provides practical, accessible HR support near employees’ work areas when assigned. It also partners with People Operations on employee-relations or workforce follow-up and contributes to improving HR processes and service routines. Marvin is a family-owned and -led window and door company with operations in 19 cities across North America and more than 8,000 team members. The company says safety and employee wellbeing come first and offers benefits including health insurance, paid holidays, paid parental leave, a 401(k) retirement savings match, a wellbeing account, a paid Better Living Day, annual profit sharing, organized volunteer opportunities, and a colleague- and family-funded hardship support fund. Compensation is $21.00–$29.00 per hour.

Requirements

Experience providing administrative, coordination, customer service, HR, or employee-facing support.
Strong attention to detail and ability to complete documentation, records, data changes, and follow-up accurately.
Ability to handle confidential employee information with professionalism and discretion.
Strong communication, organization, prioritization, and follow-through skills.
Ability to provide responsive support to employees, leaders, and HR partners in a fast-paced environment.
Ability to recognize when requests should be escalated based on complexity, risk, policy interpretation, or employee concern.

Responsibilities

Serve as a first point of contact for routine HR questions, process requests, and employee support needs.
Help employees and leaders navigate HR processes, forms, resources, and next steps.
Respond to routine questions about HR processes, policy navigation, pay or benefits updates, leave or PTO, onboarding, offboarding, and employee data changes.
Route requests requiring interpretation, risk review, or specialized expertise to People Operations, HRBPs, Payroll, Benefits, Talent Acquisition, or other partners.
Provide accessible support through front desk, site-based, and on-the-floor connection points as assigned.
Support new employee orientation logistics.
Coordinate offboarding activities, including documentation, checklists, system updates, and required follow-up.
Partner with Talent Acquisition, leaders, and People Operations to support smooth employee transitions.
Complete or coordinate employee data updates, job or status changes, records maintenance, and HRIS entries in accordance with internal processes.
Maintain accurate employee documentation, files, forms, and records.
Check work for accuracy, completeness, timeliness, and required approvals before processing or routing.
Protect employee information by following confidentiality and data-handling expectations.
Provide visible, practical HR support close to work areas when assigned and help employees get process questions answered near their workstations when possible.
Reduce unnecessary trips away from work areas by bringing routine HR support to employees.
Escalate employee concerns, patterns, or issues beyond routine process support to People Operations or HR leadership.
Balance accessibility with confidentiality, accuracy, and appropriate routing.
Partner with People Operations when employee questions, documentation, or process work supports employee-relations or workforce-issue follow-up.
Maintain ownership of service delivery work while staying connected to the broader HR team.
Contribute to continuous improvement of HR processes, templates, checklists, communication, and service routines.