Director of People, Consumer Products

About the Company

Beast Industries is a media and entertainment company created by Jimmy Donaldson, known globally as MrBeast. Built from a digital-first origin, the business now spans entertainment, philanthropy, consumer products, and other innovative ventures. Its focus is on delivering engaging content, driving impact, and shaping experiences that combine creativity, scale, and social good.

Role Overview

As Director of People for Consumer Products, you will be the main HR partner for a rapidly expanding consumer goods business. The position is responsible for creating and strengthening the people function, shaping culture, and building the talent systems needed for a scaling organization. This is a hands-on, high-ownership role suited to someone comfortable defining the function while the business continues to grow quickly.

The role sits at the intersection of a fast-moving brand organization and the operational demands of a scaling consumer products company. You will work closely with leadership across commercial, supply chain, research and development, and operations, while also building trust with both office-based teams and frontline employees. The expectation is to design and execute people strategy from the ground up, adapt processes to fit the business, and maintain strong people standards in a fast-paced environment.

Responsibilities

• Act as the lead people partner for consumer business leadership, including the President and functional leaders across commercial, supply chain, R&D, and operations.
• Own employee relations matters end to end, including workplace investigations, conflict resolution, performance issues, and risk reduction across a distributed workforce.
• Develop strong relationships throughout the organization, from corporate staff to frontline team members.
• Coach managers, especially first-time and mid-level leaders, on people management, feedback delivery, and team performance in a consumer goods setting.
• Work with leadership on organization design, workforce planning, and headcount strategy as the business grows.
• Adapt corporate people policies and practices so they work effectively in a consumer products operating environment.
• Lead culture-building efforts that reinforce the broader company mission while preserving the identity of the consumer brand.
• Advise on compensation, performance reviews, talent development, and succession planning for the consumer organization.

Requirements

• At least 8 to 12+ years of progressive HR or people experience, with direct business partner experience in consumer, CPG, retail, or food and beverage businesses.
• Experience supporting distributed workforces that include both corporate employees and non-desk workers, especially in supply chain or operations-related environments.
• Strong command of employee relations, conflict handling, and workplace investigations in a fast-moving setting.
• Ability to influence and coach leaders at different levels, including senior executives and founders.
• Experience building HR infrastructure from the ground up or in an early-stage environment, rather than only working within established systems.
• Experience in a founder-led, high-growth, or brand-driven consumer company is considered a strong advantage.
• Bachelor’s degree or equivalent practical experience.

Perks and Benefits

• Competitive compensation.
• Comprehensive medical coverage through Blue Cross Blue Shield, along with dental, vision, and company-paid life insurance.
• Employer contributions toward Health Savings Accounts (HSA).
• 401(k) plan with Safe Harbor company matching.
• Flexible vacation policy and paid company holidays.
• Technology equipment provided by the company.
• Relocation support where applicable, including travel and company-provided housing for the first 90 days.

Additional Information

This opportunity is focused on building the people foundation for a fast-growing consumer products business within a larger entertainment brand. The role requires someone who can create structure where needed, adapt when the standard approach does not fit, and uphold people practices while the organization continues to scale.