HR Director

Company Overview

Grit Companies is a fast-growing platform supporting both national D2D teams and pest control operations. Our D2D arm, Grit Marketing, operates one of the largest door-to-door sales forces in the world. Our pest control brand, Mira Home, serves thousands of homeowners across multiple markets. With a proven track record of explosive growth and a team that thrives on challenge, we're building something big, and looking for the right people to grow with us.

Position Overview

The HR Director is the senior people leader for Grit Companies, leading HR across both Grit Marketing and Mira Home. This full-time, onsite role at our Lindon HQ reports directly to the VP of Business Operations. We're in a period of explosive growth, scaling across multiple states with large seasonal hiring ramps and a workforce that spans corporate, sales, and field teams. This leader will architect the next stage of our HR function, building the team, infrastructure, systems, and compliance frameworks that will carry the company through its next chapter. We're looking for a seasoned HR leader who has built and scaled HR at a fast-growing company with thousands of employees, and who is energized by the chance to build something lasting.

Responsibilities

Strategic HR leadership

• Serve as the senior people leader for Grit Companies, partnering with executive leadership to shape and execute a people strategy that supports aggressive growth across both brands: Grit Marketing & Mira Home
• Build the HR roadmap for the next several years, anticipating what the organization will need before it needs it
• Bring the perspective of someone who has scaled HR before, elevating how the company hires, develops, and supports its people

Build the HR organization

• Build on our existing foundation to scale a full HR function, including recruiting, onboarding, employee support, and overall HR operations
• Lead, mentor, and develop the existing HR team, and hire the leaders and specialists needed to scale
• Define the structure, roles, ownership, and operating rhythm of the HR team so it runs with clarity and accountability
• Set the standard for HR service across corporate, sales, and field employees in multiple states

Talent acquisition and onboarding at scale

• Own the strategy and execution for high-volume recruiting and onboarding across corporate and field roles
• Build repeatable systems that scale hiring and onboarding for large seasonal ramps without sacrificing quality or compliance
• Oversee the end-to-end onboarding experience, so new hires are ready to perform from day one
• Use data to forecast hiring needs, measure funnel performance, and continuously improve speed and quality of hire

Compliance and risk management

• Own the company's employment compliance strategy across all operating states, building scalable frameworks that keep pace with expansion into new markets
• Set and evolve the policies that guide how we operate, keeping them consistent across both brands
• Proactively manage people-related risk through thorough investigations, sound documentation, and risk mitigation practices

HR infrastructure, systems, and operations

• Architect the HR infrastructure needed to scale: processes, SOPs, workflows, and governance
• Drive the strategy and optimization of our HRIS and HR technology stack, including automation and reporting
• Establish HR metrics and reporting that give leadership clear visibility into headcount, hiring, turnover, and compliance
• Identify gaps and recurring issues, and build lasting solutions rather than one-off fixes

Employee relations and leadership support

• Lead employee relations across the organization, guiding leaders through sensitive and high-stakes situations
• Support a culture that matches our pace, energy, and growth as the company scales
• Equip managers and leaders across both brands with the tools, coaching, and guidance to lead their teams well

What Success Looks Like in Year One

• A fully built HR team in place, with clear ownership across recruiting, onboarding, employee support, and HR operations
• Recruiting and onboarding systems that handle seasonal hiring ramps smoothly and consistently
• A clear compliance framework across all operating states, with policies that are current and consistent across both brands
• Scalable HR processes, systems, and reporting that give leadership real visibility and scale with the business
• An HR function that leaders across the company trust and rely on

Why This Role

This is a rare chance to take a committed HR team and scale it into a full people function at a company that's growing fast. You'll have the backing of leadership, real ownership, and the opportunity to shape how a multi-brand, multi-state organization supports its people for years to come. If you love building, this is the seat for you.

Qualifications

• Bachelor's degree in Human Resources, Business, or a related field
• 5-7 years of HR leadership experience, including leading managers and building teams
• Experience leading HR at a fast-growing company with thousands of employees
• Proven track record of building HR teams, infrastructure, and systems through rapid growth
• Deep multi-state employment compliance experience
• Experience scaling recruiting and onboarding for high-volume or seasonal hiring
• Strong judgment, clear communication, and comfort working in a fast-moving environment
• Onsite in Lindon, UT, with minimal travel
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred
• Experience supporting field or hourly employees is a plus
• Rippling experience is a plus

Compensation & Perks

• Salary DOE
• Medical, dental, vision
• 401k
• Paid Holidays & PTO
• Office Gym, Cold Plunge, Sauna