branch manager

export control analyst

controls engineer

quality control associate

loss control consultant

MAHLE

I enjoyed working with a diversity of people of different cultures around the world. Got to meet some really nice Christain people from Congo (DR) escaping persecution who was granted asylum in the USA. I met two women from Africa who were victims of FGM and fled to Nigeria and went to school and was sponsored in the USA and who are earning 100x what they have been in the past. I've met numerous Engineers from all parts of Asia working on prototype equipment. I've conversed with truck drivers who've seen everything from the amber waves of grain to the purple mountain majesties. Mixed in with that are some others who don't make any sense. There are people who fail their drug screening and get fired. There are some Managers who seem to be itching to issue a discipline on someone: no verbal warnings, here. If it weren't for the Union, it would be non-smoking like DHL. One thing ya'll need to know is that 25% of Asians smoke and Asia is taking over the Automotive industry more and more, year by year. If we want to influence good trade relations with the Asians, their Engineers need a smoking area to accomodate them. Somehow, Mahle would like to bite the hand that feeds them to save money on insurance and lose momentum toward growing trade relations with Asian Engineers who can readily choose from another company to contract with. One time I submitted a urine test and was told it tested positive and after it was sent to the lab, it was returned as a false positive. (Human error) There are things here that will test your patience like that. One machine had a rediculous piece-rate quota. It was like 680 parts in an 8-hour shift but the screw-bot could only process one piece every 48 seconds. You do the math! The company knows the rate is visible to the customer whenever the customer does their periodic tours of the factory and the customer knows what percentage of the rate the production actually achieves. In order to avoid unrealistic expectations and encourage a smooth operation, the customer then orders X number of parts, with X being a percentage of the rate so that they can push for a 100% delivery. Mahle will then make some insignificant change and hike up the rate and then the customer will increase their order and it becomes a cat-and-mouse game to maximize productivity; however, everyone seems to know that the expected quota is a percentage of the piece-rate EXCEPT the line Managers. Now, isn't that convenient? Mahle is using agressive tactice to increase sales and production and Managers start cracking the whip on the production operators as if they are in the dark. The Union has the right to contest the rate change but they never do because the members don't want to "rock the boat" and lose their job. Mahle has been sponsoring out-of-country applicants for job offers and they are thrilled to accept the job. The diversity is wonderful but many of these people would never disagree with Mahle for any reason. However, sometimes people need to use their power to make sure the company is doing sustainable business that can advance the common efforts of profitability and globalizaton. What happens if the Asian Engineers show up and the smoking section is gone? They may decide to work elsewhere. What happens if an old customer decides to order 100% the piece-rate on a part that has an unrealistic quota not knowing the rate has increased 50%? Only to be delivered exactly what they expected on week one and another extra truck of useless leftovers they never anticipated on week two. Of course, it might not end up like that but they are being exposed to additional chances for oversight and an increased workload on purchasing agents unnecessarily when we should be implementing the principles of ISO9001 and 5S instead. But, whose fault is it? Everything was fine before the weakening of the Union. However, we need diversity and to spread opportunity worldwide. At some point competitive marketing will correct the situation but if Mahle truly succeeds in becoming an increasing percentage of car parts in the market then competition will diminish and we will need to correct those problems from within. Mahle wants to display 5S and ISO9001 to the world and make an appearance to industry that they impliment it but when it comes to their clerical side, they act as if they are exempt from 5S, that it's for the Factory Floor, not for them. I say unto you, Mahle will never reach its goals, fully, until the Industrial divisions and the Clerical divisions are all working with the same tools and the same rules. For this reason, I conclude that Mahle is a wonderful company to work for in the meantime but do not count on them for a job you'd retire at. They will either implode or you might get cut when the strike comes.

A typical day often felt more focused on oversight and scrutiny than employee support and development. Rather than feeling valued, many employees felt constantly monitored, which created unnecessary stress and lowered morale.

One of the biggest lessons I learned was the importance of how employees should be treated and supported in a workplace. Strong leadership, communication, and mutual respect are critical to building a positive culture, and unfortunately those qualities were often lacking.

Management frequently appeared disconnected from the challenges employees faced on the production floor. Favoritism seemed to play a role in how employees were treated, and those who were not closely aligned with management often felt overlooked or unfairly targeted.

The most difficult part of the job was navigating the management culture. The most rewarding part was working alongside dedicated hourly employees who demonstrated professionalism, integrity, and teamwork despite the challenges.

Pros

* Hardworking and supportive coworkers.
* Opportunity to build relationships with fellow production employees.

Cons

* Excessive micromanagement.
* Poor communication from leadership.
* Low employee morale.
* Limited trust between employees and management.
* Favoritism concerns.

Overall
I would not recommend this location to others and wish I had invested my time with an organization that placed a greater emphasis on employee development, respect, and workplace culture.


Management often sets high productivity quotas, pushing associates to maintain a fast pace in a noisy, high-pressure warehouse setting. Employees may feel micromanaged, as supervisors closely monitor performance metrics, and there’s little flexibility for breaks outside scheduled times. Communication with leadership can be inconsistent, leaving workers unclear about expectations or changes in procedures.

The warehouse itself can be uncomfortable, with temperatures fluctuating depending on the season—hot and stuffy in summer, chilly in winter. Safety protocols, while emphasized, sometimes feel like a box-checking exercise rather than genuine care for employee well-being. For instance, strict rules about closed-toe shoes and equipment operation are enforced, but ergonomic support or adequate rest periods are often lacking.

Team dynamics can also suffer. High turnover rates mean new hires are constantly cycling in, disrupting cohesion and leaving experienced associates to pick up the slack. Training is often rushed, with new employees thrown into the deep end without sufficient guidance. Pay, while competitive for entry-level roles, doesn’t always feel commensurate with the physical toll or stress, especially for those on temporary or seasonal contracts with limited benefits.

Overall, the relentless pace, minimal downtime, and lack of meaningful engagement or support from management make the Crocs warehouse a challenging place to work. It’s a job that demands resilience, but the environment can feel more like a grind 

I mainly came here to say I worked for Mahle 21 years. I had lived with lower back pain for 30 years and I was a supervisor and 1 morning my back finally blew out at work. I was put in the hospital that day and had to have surgery. I had long term disability insurance that gives you up to a year to recover in which I actually needed longer but was willing to go back to work BUT I now need a cane to walk. I had to learn how to walk again. Mahle after 21 years of great attendance record said it wouldn't be a good idea for me (Fully trained) to come back because I needed to use a cane and there was oils and coolant on the floors. I wore my back out working at Mahle and they turned me away like I was a piece of trash. Then they had someone take a picture of me coming out of Walgreens using my cane and just because my facial expression wasn't that of pain they canceled my long-term disability which also included my life insurance. I gave them everything that was expected of an employee, I was a Supervisor, respected so I thought and they took everything away from me. I lost everything, my house, my will to survive anymore, they crushed me. Can't use a cane at Mahle hmmmm.


What is the best part of working at the company?
A lot of good people work there.

What is the most stressful part about working at the company?
Company is unorganized due to bad management & has a lack of warehouse space & room to do your job.  Company preaches safety in every meeting but doesn't address safety issues that employees notify them of. Fire extinguishers are daily blocked by parts in warehouse due to space issues. Most dock locks in Warehouse don't lock even though I repeatedly asked for them to be fixed. At least they had money to buy new safety banners with catchy slogans to hang up in the plant. Most issues to make the company more productive, efficient and safer are ignored by upper management. Their employees deserve better. So many good people there.

What is the work environment and culture like at the company?
Most supervisors are professional but probably at least a couple are bullies. Production lines need more people on the lines as some lines are way shorthanded. 

What is a typical day like for you at the company?
Rush, rush, rush, hurry, hurry, hurry

This was my first real job out in the world, it helped me move out and be my own person, and even taught me how to drive a forklift. That being said, the pay cap of 18 an hour with only five days of pto a year is a glaring flaw that I hope they fix soon. Along with that another issue that can’t really be helped is that with MAHLE being a walk in experience job, often times it can feel like your working with people who really don’t care to be there, which can make your job harder depending on where you end up. Another issue is that if you have an appointment after work, but you are asked to do over time, I’m sorry but you’re missing that appointment if you have the least over time worked. Over all it’s a great company to get on your feet with and get some experience in, but you’ll find easier jobs with similar benefits else where if you know who to ask

I worked at this job for six months and was absolutely miserable. 20 min lunches & 10 min breaks 7 days a week. No restroom breaks are allowed in between scheduled breaks. Management were very dishonest and very hard to work for. They do give you vacation, however since you are scheduled to work everyday of the week, they require employees to use their vacation time in order to have a day off on the weekend. Production employees are mostly foreign and seem like they have lifted them straight out of a children's sweatshop in Asia. HR is useless here and have no clue that the word human is in their job title. I was physically threatened by a lead, and management while employed here. If you are considering a job here, don't. Keep looking. This place is the bottom of the pile. Mahle is a German based company who have bought out a company(behr) in a right to work state and have taken full advantage of.

The training he will get there it’s amazing the teachers are cool and the people are great to work with. The pay is good overtime opportunities are good. I will tell you what happened to me. I was told my job was ending they were cutting it or reducing it out so I had to switch job codes in started in LVD and that was fine. I loved it but, then they change the rules that they had in place for decades because, the foundry workers  was told the same thing five years ago and they decided to ride it out. When they finally reduce it out they came to LVD they lost their seniority because they switch job codes just like I did. Well they complained about it and then I lost my job that led me to get furloughed. I made every right decision to further my career at Mahle and they said hey we’re giving your job to someone that didn’t want it because they had no where else to go they was just stuck there with no training.  I think that was wrong and unprofessional. Remind you we train for months for this position worked our butts off to get it going and they handed off to somebody else.

Malhe behr in north charleston is by far the worst job i have ever had. For one they expect you to be there every single day 7 days a week with absolutely no days off at all. The supervisors epspecially 3rd shift which is what i worked they are verry NASTYY they are rude and they speak to you as if you are a child and love to walk away from you and ignore you whenever you ask a question about the job. I worked there 3 months in those 3 months i never received any uniforms shirts, wasnt able to access pay stub from there system. Sent home constantly due to the fact there "was no work"  but i was a full time employeee .  Then all of a sudden They also made me a floater to full in for others whenever they called out which again is not what i signed up for. During the hiring process i was told you work m-f . When hired on i was then advised i must work 7 days a week or be disciplined  i wouldnt have applied if they was honest up front.

Poor management, Poor safety conditions throughout the production areas, Never any actions competed after  documented issues with the safety team members, Never any actions forward solving existing production equipment issues upon failure, always fighting extended hour's of equipment related operational and functionality failures which leads to extended hours of operation and mandatory overtime.
Job Work / Life balance is virtually non existent, unfair attendance policy with uncontrollable points systems mistakes to applied points are often occurring with little or no correction system in place, unable for the employee to access or track.
Employee evaluations which is outlined in the company handbook are never applied within all departments.

Top Job Titles	Average Salary
Branch manager 160 salaries reported	$70,000 per year
Export control analyst 81 salaries reported	$70,000 per year
Controls engineer 1 salary reported	$97,500 per year
Quality control associate 80 salaries reported	$70,000 per year
Loss control consultant 80 salaries reported	$70,000 per year

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