Director of People & Culture Adventurer Manufacturing - 3.2 Yakima, WA Job Details $110,000 - $135,000 a year 20 hours ago Qualifications HR change management strategy HR policy development Employee onboarding Strategic management Organization design Team leadership Manufacturing industry recruitment experience Large-scale organizational change management Coaching Performance management strategy Employee health and safety management HR analytics HR legal compliance Employee retention HR systems (technically supported) Metrics Reporting Leadership development 8 years Team development Continuous improvement HR compliance Employee retention strategy Compensation strategy management Relationship management Collaboration with manufacturing teams Experience practicing in an HR senior management role Leadership training (staff training program) Management reporting Leadership development programs Employment law in talent management Full Job Description Director of People & Culture Adventurer Manufacturing |

SCOUT Experiential Hubs Location:

Yakima, Washington Scope:

North America —

United States & Canada Reports To:

CEO, Executive Leadership

BUILD THE TEAM BEHIND THE ADVENTURE

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.

THE ROLE

As the senior People & Culture leader, you'll serve as a trusted HR Business Partner to executive and operational leadership while building the infrastructure needed to scale. You'll own the employee lifecycle from talent and onboarding through performance, development, compensation, retention, and succession , while ensuring the organization has clear expectations, strong leaders, and a culture of high trust and high accountability. You'll help leadership answer the questions that matter: Do we have the right people in the right roles? Are our leaders equipped to lead? Are expectations and accountability clear? Are we developing and retaining great people? Are our people systems helping the business move faster?

KEY RESPONSIBILITIES

People & Culture Leadership 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 . Adventurer Manufacturing 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. SCOUT Experiential Hubs 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. The goal isn't to make every Hub identical. The goal is to make sure every Hub feels SCOUT. North American Team 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.

WHAT SUCCESS LOOKS LIKE

Within the first 12-18 months: A clear, scalable People & Culture foundation is in place across Adventurer and SCOUT. Canadian HR responsibilities are successfully integrated. Leaders are better equipped to lead, coach, and manage performance. Recruiting, onboarding, development, and retention are stronger. Performance and accountability are clear and consistently managed. Manufacturing has the workforce, leadership, and safety systems needed to support growth. SCOUT Hubs have a repeatable approach to building great teams. Leadership has meaningful visibility into workforce performance. HR systems are simple, effective, and scalable. The organization is more capable—not more corporate—as it grows.

WHO YOU ARE

You're a builder . You're comfortable with ambiguity and enjoy creating structure where it's needed. You're strategic enough to sit at the executive table, but practical enough to spend time with the people doing the work. You can coach a leader without taking over their job. You can have difficult conversations directly and respectfully. You understand that a strong culture requires both trust and accountability . Ideally, you've worked in a growing, operationally intensive business such as manufacturing, automotive, outdoor recreation, retail, or consumer products. What You'll Bring 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. Canadian HR experience is strongly preferred. THE FIT You don't need to be an expert in campers. But you should understand why people care about what we're building. We're building products and experiences around freedom, exploration, craftsmanship, and getting outside . We're building a company that values: Ownership over excuses. Action over bureaucracy. Quality over shortcuts. Team over ego. Adventure over the ordinary. Come help us build the team behind the adventure. How to

Apply:

Apply on-line from our website www.amlrv.com under Careers and Opportunities.