Human Resources Manager

The Marwin Company•West Columbia, SC

28d•$90,000 - $95,000•Onsite

About The Position

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 since 1947. Located in West Columbia, South Carolina, Marwin is renowned for delivering superior quality, on-time shipments, and exceptional customer service across the nation. The company's core values include TRUST, Team-Oriented, Results-Driven, Unparalleled Service, Safety-Focused, and Transformational. This role is an opportunity for an HR Manager who genuinely cares about people and can translate that care into results, leading the full employee experience from recruitment to daily operations and having ownership over shaping these programs. The ideal candidate will enjoy building strong teams, analyzing data to identify trends, and coaching leaders for growth.

Requirements

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)

Nice To Haves

Experience with ADP Workforce Now or a similar HRIS is a plus
Bilingual in Spanish is a nice bonus, but not required

Responsibilities

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.
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.
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.
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.
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.
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.