Director of Human Resources

We’re leading the way in redefining the workwear category. Our mission is to engineer better boots and apparel for our country’s tradesmen and women by working directly with real workers to learn what they actually need to execute their jobs. The BRUNT team is not only devoted to improving on the old workwear standards, but we’re also creating a community that tradesmen and women can call their own. From our weekly hangouts at the BRUNT Garage, to hosting events across the country, we’re all about getting boots on the ground and building something real with the BRUNT crew. What You’ll Do: We are seeking a growth-oriented Director of Human Resources to oversee key HR functions including Talent Acquisition, On-Boarding, HR Business Partnering, Learning & Development for our Corporate Office. Reporting into the Chief People Officer, this role is critical in the employee life cycle by designing & driving programs and scaling existing processes that foster high performance, employee engagement, and organizational growth. Managing a small team of HR professionals, you will balance program creation with hands‑on execution to ensure our culture remains inclusive, engaged and high-performing. How You’ll Do It: Talent Acquisition & On-Boarding Design and execute end-to-end recruitment strategies aligned with company growth goals and headcount planning. Drive multi-channel sourcing strategies and build robust, proactive talent pipelines to attract passive talent and fill critical or high-turnover roles. Continuously improve the candidate journey to ensure an engaging, transparent, and positive experience. Establish and track key performance indicators (KPIs), utilizing data and recruiting metrics. Oversee the end-to-end onboarding journey to accelerate new hire productivity, increase Company knowledge and drive long-term employee retention. Human Resources Business Partnering Build strong relationships with managers and stakeholders to attract, develop and retain top talent in the organization through employee development and succession planning. Immerse within functional groups to gain operational insights and understanding to deliver tailored HR solutions. Serve as a point of escalation for complex employee relations issues by conducting thorough internal investigations and providing proactive coaching to resolve conflicts. Train and guide managers through the annual performance review cycle, goal-setting process (OKRs), and career progression planning. Champion company values and drive culture-building initiatives to enhance employee engagement, morale, and overall workplace satisfaction. Support workforce change initiatives, guiding managers and employees through organizational changes and scaling phases, ensuring minimal disruption. Ensure all HR policies, handbooks, and practices comply with federal, state, and local employment laws. Learning & Development Identify and implement scalable learning strategies, management development programs, and professional skills training across all career levels. Evaluate training needs through career pathing, skills gap analyses, and feedback mechanisms. Drive organizational capability through targeted talent development, designing performance management frameworks and targeted learnings initiatives that boost retention and accelerate internal mobility. Lead, coach, and mentor direct reports through a collaborative culture focused on operational excellence, speed and alignment. Champions a culture of open communication and teamwork by empowering direct reports, through feedback, clear accountability and goal setting. Fosters strong cross-departmental collaboration with Total Rewards and Office Management on key programs and processes. What You Need to Succeed: 8+ years of progressive HR experience, with at least 2+ years managing direct reports. Bachelor’s degree in Human Resources, Business Administration, or related field. Strong conflict resolution capabilities, data-driven, and excellent communication skills. Demonstrated "builder" mindset with a track record of continuously enhancing HR systems, scaling operational frameworks, and stepping in to handle tasks at any level to drive organizational success. Proven track record leading performance management frameworks, employee relations investigations, and L&D programs. Adept at process and workflow optimization and efficiency. Uncompromising commitment to data integrity, maintaining absolute precision across all HR documentation. Proven discretion and trustworthiness, skilled at handling extremely sensitive matters, and safeguarding high-level employee confidentiality. Ability to reliably commute to the work location 4x per week In accordance with applicable salary transparency laws, we are providing the good‑faith salary range for this position. This range reflects the base salary that we reasonably expect to pay for this position at the time of posting. The actual compensation offered will depend on factors such as qualifications, experience, skills, and budget. Healthcare: Comprehensive medical, dental, and vision insurance options. Retirement: 401(k) plan with Company Match. Paid Time Off: 15 days of PTO, plus 11 paid holidays and sick leave. Incentives: Performance-based bonus eligibility and Equity if applicable. The anticipated salary range for this role is: Compensation $150,000 - $170,000 USD No matter what experience you have within our industry we encourage you to apply. At BRUNT, we believe that a strong crew is assembled with people from different backgrounds. We look for individuals who thrive on challenges, will be passionate about our brand, and believe that teamwork is necessary for success. Show us how your experiences have shaped you and how you can contribute to BRUNT. We can’t wait to hear from you! Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file. As set forth in BRUNT Workwear’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. #J-18808-Ljbffr