technical support representative

district manager

customer service representative

machine operator

assembler

Hayward Industries

In my experience, Hayward (Clemmons) suffers from an abysmal lack of real leadership. The company is always desperate for employees due to its high rate of attrition, so they hire nearly anyone with a pulse. In such an environment, strong leadership is required; someone who isn't afraid to correct obvious laziness and policy abusers. But Hayward is severely lacking in that department. You rarely see upper management on the floor, and they don't appear to take any ownership of how the place functions. They're all pencil-pushers. 

If you aren't an engineer, you won't have much of a future. You will suffer at the same low-paying mindless entry level job until you smarten up and find work elsewhere. Hayward gets away with paying low wages because most of their employees would find it difficult to find work elsewhere. Fortunately, most jobs are absolutely mindless and no one is working very hard.

They make it appear that they care about safety, but that is all a facade. They care more about papercuts and bruises than the coronavirus. No one - and I mean no one - ensures that the mask mandate is followed. If you're an anti-masker, Hayward is the place for you. Seemingly, they would rather quarantine twenty-plus employees at a time than put forth even minimal effort to keep their employees safe. It's disgusting.

They have a strangely large Human Resources department, but I never figured out what they do, because the place is run like a small business with a single part-time personnel associate who cleans the bathrooms on the weekends for extra cash. 

In the past, Hayward has been a good place of employment, though there isn't room for advancement unless you are a friend of a friend, or a relative to management. New corporate owners, with strong indications that they will be laying off anyone close to retirement to make room for a younger body of employees as per the letter by CEO this week. Certain departments are very gender specific. In an unfortunate chain of events over the last  2 years, it is sad to say that a very cohesive work environment, has now turned for the worse. Inadequate training's further the stress level on the customer service/technical service departments. product and product development has regressed, even with all the newer products being prematurely pushed out. The products have become substandard and difficult to operate for may consumers. This has led to a constant influx and turn over of engineers. The enjoyable part is that Hayward, at this time still has company BBQ and a Christmas dinner for most employees yearly. And the location is beautiful on the water. They also do provide decent wage compensation and benefits. But their strongest assets would be the people working for Hayward, there are many truly decent, dedicated people here. I wish only the best for this company, and hopefully, it can become a company that produces a better, working product line, and a more advocate based company for it's employees again.

Hayward Industries has a strong global presence, but in some areas, the internal support structure has not kept pace with the scale of its operations. Certain management roles are expected to operate globally with minimal resources, limited cross-functional collaboration, and unclear organizational backing.

In some cases, legal oversight can feel excessive, creating friction rather than facilitating progress. This environment may be particularly challenging for roles that require independent decision-making or cross-border compliance responsibilities.

Workplace conditions may vary significantly depending on location. Some employees have experienced being placed in environments that are less than ideal, with facility upkeep and cleanliness sometimes requiring repeated follow-up.

Management support and leadership engagement appear inconsistent, with some departments lacking the structure and alignment needed to operate effectively.

For professionals considering a role at Hayward, especially in leadership or global functions, it’s important to clarify expectations up front and understand the level of organizational support that will be provided.

This is not about the Company as a whole but more about the department. Sales operations. It’s under the sales organization but with the kind of work being done and required, should be reporting to the head of the finance organization. A new sales leader came in and the culture changed do the worse. It became volume based. I was able to learn but there was always different communications that leadership put the onus on me so when there was an error it was my fault. Which was quite wrong and unfair. The most enjoyable part of the job was working with the sales guys and resolving their concerns. The worse part was having a conversation with my direct manager. It was THE worse. I found out that when she said “what you see is what you get” wasn’t true. In the end, I trusted too much which was ultimately incorrect. She wasn’t the greatest manager. IMO she should not be on the ground. She should be directing as she’s a director. She used said a lot of underling comments, “do I have to teach this to you as well?” Etc etc, there’s more she said and did. In the beginning she was a great person that I learned from but it was just “the onboarding process”. I learned be very wary of corporate people who come from similar areas. 

A typical day in HR can vary from day to day so you learn to expect anything from a benefit issue, paycheck issues or personal issues.

You learn how to listen to the needs of employees and what is expected from your superiors so you learn how to multitask. Your main goal is to be there for your employees to help them with their problems and issues.
 
Management allows you to openly communicate the needs required and the opportunity to voice your opinion.

 I started with very little work experience but was given the opportunity to train with great managers and co-workers who helped  me advance my position within the company.

The hardest part of working in HR is not being able to resolve an issue as quickly as you would like to and the best part is when an employee or family member lets you know how much they appreciate the help and dedication you provided to resolve their issue.

You will have to essentially train yourself at this job in the way of product knowledge and troubleshooting. Little to no budget exists for properly training employees who are dealing with high pressure water, electricity, and gas over the phone. The burden is put on supervisors to try and train employees in real time which given the aforementioned, is not only ineffective it’s reckless. Upper management ( located in Mocksville NC) never makes themselves known or makes the the effort to communicate directly.  

There are three separate call centers. All of which do their own thing. In turn, if you are high performing employee you will be rewarded with more work and the opportunity to continually clean up customer services nightmares that have been created by senior technicians ( who are getting paid more than you ). 

I’m short, most of the issues with the job are self made by the lack of competent and transparent leadership above the supervisor level. 


Nurture and care for children while parents are at work or school.
Supervise older children before and after school.
Provide nutritious meals.
Wipe hands and mouth before and after meals.
Perform good hand-washing techniques for disease and infection control.
Organize activities and implement curricula that stimulate children's physical, emotional, intellectual, and social growth.
Bathe, dress, and feed children.
Wash clothes and clean rooms.
Prepare bottles and change diapers.
Ensure children have adequate supplies from home, such as diaper cream and diapers.
Prepare children for school.
Provide for a child's basic needs.
Comfort children when they are crying.
Determine cause of distress.
Report behavior to parents each day.
Schedule conferences to discuss a child's needs.
Make suggestions for things parents can work on at home.

I was a temp there so my experience may be different the perm employees. Injection molding machines give off a ton of heat. The temperatures are inhumane in the plant. That's why I left, it's over 90 degrees on the floor at least. Perm employees only get 12 HR with below average benefits , they nickle and dime you with crumbs for a raise like 10 cents a year or something like that. Most stations are very easy work, taking parts out of machine and putting them in a bin, and most are very light weight. Lunch is 20 mins and then your 2 10 minute breaks that are too short in my opinion. A lot of wanna be thugs with with some good ol boys but everyone seemed to get along. Managers are great.

Joining Hayward, i was told there will be opportunities for growth. Well 5 years later, i have seen numerous people get promoted to positions that they clearly was not qualified for. Management is very sneaky. they will hire somebody(mainly a personal friend)  and give them a high position when he/she doesn't know anything going on. It literally doesn't matter what you know when it comes to "opportunity", it's about who you know. Out of all of the Management, Engineers, Maintenance  positions, there is 1 maybe 2 people of minority in each field. Its sad when you you have to train/help your manager or supervisor on what his/her jobs is. IF YOU ARE OF THE MINORITY, THERE WILL BE LITTLE TO NO GROWTH FOR YOU!!!! the insurance is good though.

It was challenging in all my positions with the company. That isn't a bad thing, just that the challenges weren't addressed. I learned to multitask, learned that you can't make everyone happy, but do your absolute best. I really appreciated my supervisor He came along toward the end (when the company was shut down- he had no knowledge of that information; no one did at that time). He was assertive, but not rude. The culture needed some better managing in terms of workplace attitude. The hardest part was trying to accommodate the companies goals while trying to adhere to the limitations of the employees.

Top Job Titles	Average Salary
Technical support representative 2 salaries reported	$26.50 per hour
District manager 8 salaries reported	$74,000 per year
Customer service representative 1 salary reported	$19.50 per hour
Machine operator 5 salaries reported	$17.25 per hour
Assembler 5 salaries reported	$16.55 per hour

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