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Military Transition Coach Jobs (NOW HIRING)

Brenntag AG

Recruiter

Wauwatosa, WI · On-site

... schools, military transition programs, and referrals. * Represent the company at job fairs ... Coach leaders on equitable, inclusive, and legally compliant hiring practices. Compliance & Process ...

Brenntag

Recruiter

Wauwatosa, WI

... schools, military transition programs, and referrals. * Represent the company at job fairs ... Coach leaders on equitable, inclusive, and legally compliant hiring practices. Compliance & Process ...

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Military Transition Coach information

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$10

$19

$26

How much do military transition coach jobs pay per hour?

As of Jun 13, 2026, the average hourly pay for military transition coach in the United States is $19.95, according to ZipRecruiter salary data. Most workers in this role earn between $18.27 and $23.32 per hour, depending on experience, location, and employer.

What is a Military Transition Coach?

A Military Transition Coach is a professional who supports service members as they transition from military to civilian life. They provide guidance on career planning, resume writing, interviewing, and adjusting to new work environments. These coaches often understand the unique challenges veterans face and can help translate military skills into civilian job qualifications. Their goal is to ease the transition process and set veterans up for long-term success in their post-military careers.

What jobs pay 2000 a day?

Military Transition Coaches typically do not earn $2000 a day; such high daily earnings are usually associated with specialized roles like high-level consultants, executive advisors, or certain freelance professionals in finance, law, or technology. These roles often require extensive experience, certifications, or a strong network, and may involve project-based or hourly billing structures that can reach or exceed this amount in a day.

What jobs pay 10,000 a month without a degree?

Military Transition Coaches typically do not earn $10,000 a month without additional experience or certifications, but high-paying roles in sales, real estate, or entrepreneurship can reach that level without a degree. Careers in sales, especially in high-value industries like technology or finance, often rely on skills and performance rather than formal education. Self-employment and skilled trades may also offer income potential at this level with experience and effort.

What are some common challenges military members face when transitioning to civilian employment, and how does a Military Transition Coach assist with these?

Military members often encounter challenges such as translating military skills to civilian job requirements, adapting to different workplace cultures, and navigating unfamiliar job search processes. As a Military Transition Coach, you help clients overcome these hurdles by providing personalized guidance on resume writing, interview preparation, and networking. You also support clients in identifying transferable skills and building confidence to succeed in civilian roles, while connecting them to relevant resources and potential employers.

What is the 3 month rule for jobs?

The 3 month rule for jobs often refers to the idea that new employees should aim to demonstrate their value within the first three months of employment. For a Military Transition Coach, this period is critical for establishing trust, understanding client needs, and showing progress in coaching outcomes. It is also a common timeframe for employers to evaluate initial performance and fit for the role.

How to become a transition coach?

To become a military transition coach, individuals typically need relevant experience in military service and strong coaching or counseling skills. Earning certifications such as Certified Professional Coach (CPC) or specialized training in transition coaching can enhance credibility. Developing knowledge of veteran resources and employment strategies is also beneficial.

What is the difference between Military Transition Coach vs Career Counselor?

AspectMilitary Transition CoachCareer Counselor
CredentialsCertifications in coaching, military experienceDegree in counseling or psychology, licensing
Work EnvironmentPrivate coaching, military/veteran organizationsEducational institutions, counseling centers
Employer & IndustryVeteran support programs, coaching firmsSchools, mental health clinics
Search & Comparison IntentMilitary transition, veteran career supportCareer development, job search guidance

While both roles assist individuals with career development, a Military Transition Coach specializes in helping military personnel transition to civilian careers, often with coaching certifications and military experience. A Career Counselor provides broader career guidance, typically with counseling credentials, working in educational or mental health settings. The two roles overlap in supporting career goals but differ in focus and work environment.

What are the key skills and qualifications needed to thrive as a Military Transition Coach, and why are they important?

To thrive as a Military Transition Coach, you need a background in career counseling, knowledge of military-to-civilian transition processes, and often a relevant degree or certification in coaching or counseling. Familiarity with career assessment tools, resume-building platforms, and veteran support systems is commonly required. Outstanding interpersonal skills, cultural awareness, and strong motivational abilities help build trust and effectively guide transitioning service members. These skills are crucial to empower veterans to navigate career changes, maximize their strengths, and successfully integrate into civilian workplaces.
Infographic showing various Military Transition Coach job openings in the United States as of June 2026, with employment types broken down into 1% As Needed, 79% Full Time, 19% Part Time, and 1% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution, with an average salary of $41,498 per year, or $20 per hour.

Recruiter

Brenntag AG

Wauwatosa, WI • On-site

Full-time

Medical, Retirement

Posted 26 days ago

Job description

Your Role
The Recruiter is responsible for full-cycle recruiting across branch, technical, commercial, and corporate roles within the chemical distribution business. This role partners closely with hiring managers to attract, assess, and hire talent that supports safe operations, regulatory compliance, customer-driven sales growth, and supply chain excellence. The Recruiter must understand industry-specific requirements, including EHS, DOT/HAZMAT, and technical skill sets, while delivering an exceptional candidate experience.
Responsibilities
Talent Acquisition & Workforce Planning
  • Manage full-cycle recruiting for exempt and non-exempt positions including:
    • Sales (Account Managers, Technical Sales Specialists)
    • Operations (Warehouse, Drivers, Operations Management)
    • Supply Chain & Logistics
    • EHS, Regulatory, and Quality roles
    • Corporate functions (HR, Finance, IT)
  • Partner with HR and business leaders to forecast talent needs supporting growth, acquisitions, and operational continuity.
  • Support rapid hiring for high-volume positions at distribution centers.

Industry-Specific Recruiting
  • Source candidates with experience in:
    • Chemical distribution or manufacturing
    • HAZMAT handling and DOT-regulated roles
    • CDL drivers (where applicable)
    • Regulatory compliance and safety-focused environments
  • Understand and screen for safety mindset, compliance awareness, and technical aptitude.

Sourcing & Employer Branding
  • Develop proactive sourcing strategies using LinkedIn, industry networks, trade schools, military transition programs, and referrals.
  • Represent the company at job fairs, industry events, and community outreach initiatives.
  • Partner with HR and Marketing to promote the company's safety culture, technical expertise, and career paths.

Stakeholder Partnership
  • Consult with hiring managers on:
    • Job requirements and labor market realities
    • Interview best practices
    • Compensation alignment and offers
    • Coach leaders on equitable, inclusive, and legally compliant hiring practices.

Compliance & Process Management
  • Ensure recruiting practices comply with:
    • EEOC and OFCCP (if applicable)
    • DOT/FMCSA considerations for driver roles
    • Company safety and EHS policies
  • Maintain accurate documentation in the ATS.
  • Support onboarding coordination with HR Operations.

Metrics & Continuous Improvement
  • Track and report recruiting metrics such as:
    • Time-to-fill
    • Quality of hire
    • Source effectiveness
    • Hiring manager satisfaction
    • Recommend process improvements to enhance hiring efficiency and candidate experience.

Your Profile
Required
  • Bachelor's degree in Human Resources, Business, or related field (or equivalent experience)
  • 3+ years of full-cycle recruiting experience
  • Experience recruiting for industrial, distribution, manufacturing, or logistics environments
  • Strong knowledge of employment laws and compliance
  • Experience using ATS and LinkedIn Recruiter

Preferred
  • Experience in chemical distribution, manufacturing, or regulated industries
  • Familiarity with EHS, DOT, HAZMAT, or CDL hiring requirements
  • Multi-site or geographically dispersed recruiting experience
  • SHRM-CP, PHR, or similar certification

Our Offer
We aim to create an environment where the best people want to work, where they can turn their passion into their job and realize their full potential.
  • Individual development, on-the-job training, and development programs designed to help our employees grow in their careers.
  • Paid parental leave
  • Education assistance program
  • Employee assistance program
  • Various healthcare plan options as well as 401(k)

Brenntag and its subsidiary companies will provide equal employment opportunities to all applicants without regard to any category protected by federal, state or local law, including as applicable, applicant's actual or perceived race, color, religion, creed, sex, sexual orientation, gender identity or expression (including transgender status), gender (including pregnancy, childbirth, lactation and related medical condition), genetic information, military service, national origin, ancestry, citizenship status, age, veteran status, physical or mental disability, protected medical condition as defined by applicable federal, state or local law, political affiliation, marital status, membership in an employee organization, parental status, expunged juvenile record, or any other status protected by federal, state, or local law. Brenntag will provide reasonable accommodations to allow an applicant to participate in the hiring process (e.g., accommodations for a test or job interview) if so requested. When completing this application, you may exclude information that would disclose or otherwise reference your race, religion, age, sex, genetic, veteran status, disability or any other status protected by federal, state, or local law. This application is considered current for sixty (60) days only. At the end of this period, if you are still interested in employment, it will be necessary for you to reapply by completing a new application.
If you are a qualified individual with a disability or a disabled veteran, you may request a reasonable accommodation if you are unable or limited in your ability to access job openings or apply for a job on this site as a result of your disability. You can request reasonable accommodations by contacting Human Resources at accommodations@brenntag.com (phone, tty, fax, email, etc.).
Brenntag North America, Inc. and its subsidiaries use E-Verify, a government-run, web-based system that allows employers to confirm the eligibility of their employees to work in the United States. For more information, please go to https://www.e-verify.gov/employee or view the poster at https://e-verify.uscis.gov/web/media/resourcesContents/E-Verify_Participation_Poster.pdf.
Brenntag provides equal employment opportunities to qualified applicants and employees of all backgrounds and identities to create a workplace where difference is valued because it forms a resilient and more innovative organization. We do not discriminate on the basis of age, disability, gender identity, sexual orientation, ethnicity, race, religion or belief, parental and family status, or any other protected characteristic. We welcome applications from women, men and non-binary candidates of all ethnicities and socio-economic backgrounds.
Brenntag TA Team

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