Director of People & Culture

Adventurer Manufacturing•Union Gap, WA

3d•$90,000 - $115,000•Onsite

About The Position

Adventurer Manufacturing builds the products. SCOUT creates the experience around them. Together, we're building a growing family of adventure brands designed to get people outside, explore more, and Camp Simple. We're looking for a Director of People & Culture to build the people systems, leadership practices, and culture that will support the next stage of growth. This is not a traditional HR administration role. It's a hands-on business leadership role for a builder who can move between executive strategy, the manufacturing floor, and the SCOUT customer experience. The role will lead People & Culture across Adventurer Manufacturing, SCOUT Experiential Hubs, and the Canadian team, creating a connected North American approach while maintaining the unique character of each business.

Requirements

8+ years of progressive HR experience.
HR Business Partner or senior HR leadership experience.
Strong employee relations and performance management experience.
Experience supporting both hourly and salaried employees.
Strong U.S. employment knowledge and compliance experience.
Experience building HR systems, policies, and processes.
Strong communication, coaching, and relationship-building skills.
Ability to work directly with executives and operational leaders.
Comfort operating in a fast-moving, entrepreneurial environment.

Nice To Haves

Canadian HR experience is strongly preferred.
Ideally, you've worked in a growing, operationally intensive business such as manufacturing, automotive, outdoor recreation, retail, or consumer products.

Responsibilities

Develop and lead the People & Culture strategy across the organization.
Build simple, scalable HR systems, policies, processes, and reporting.
Partner with leaders on organizational structure, workforce planning, talent, compensation, employee relations, and organizational change.
Lead recruiting, onboarding, performance management, development, retention, and succession planning.
Establish meaningful people metrics and workforce visibility.
Ensure employment practices are consistent, practical, and legally compliant.
Build leadership capability and coach managers through the people decisions that matter.
Shape a culture centered on ownership, accountability, quality, teamwork, and performance.
Partner with manufacturing, engineering, quality, supply chain, and operations to build a strong, safe, high-performing organization.
Support hourly and salaried workforce planning, recruiting, development, and retention.
Develop front-line supervisors and manufacturing leaders.
Establish clear performance expectations and career paths.
Support workplace health and safety programs, training, compliance, and continuous improvement in partnership with operational leadership.
Help ensure safety, quality, productivity, and accountability are embedded in the culture.
Ensure People & Culture practices reflect the realities of the manufacturing environment.
Build the people foundation behind the SCOUT customer experience and future Hub growth.
Develop scalable hiring, onboarding, training, and development practices.
Support Hub leaders and build the next generation of Hub leadership.
Establish clear performance expectations and staffing models.
Help create a consistent employee and customer experience across locations.
Protect and strengthen the SCOUT culture as the Hub network expands.
Lead the transition of Canadian HR responsibilities into the broader People & Culture organization.
Establish a consistent North American people philosophy and operating model.
Integrate systems and processes where appropriate.
Maintain compliance with U.S. and Canadian employment requirements.
Create consistency while respecting jurisdiction-specific needs.
Build one connected People & Culture function across the organization.