HR Business Partner, Production

The Role 

The HR Business Partner (HRBP) is a critical role on Green Thumb’s People Team. This role will be based out of our Ocala Production facility. The HRBP aligns business objectives, HR strategy and talent to scale our rapid growth. The HR Business Partner assesses and anticipates talent and development needs for the designated employee population, communicating proactively with the site General Manager and Regional Operations and site Leadership to develop integrated solutions that reflect the business objectives of the organization. 

Our ideal candidate will possess strong working knowledge, with a progressive approach, of traditional human resources functions including employee relations, talent and performance management, labor relations, employment law and generalist understanding of benefits, leaves and recruitment You are deliberate and thoughtful in your approach to business leaders with the goal of creating a high performing, engaged team. You are a strategic thinker, a leader, and most importantly, someone who enjoys the high-touch approach in an ever-changing environment.  

Responsibilities  

• Talent and Performance Management: Identify talent needs, risks, and gaps. Strategize with business leaders and make recommendations to maximize our team’s performance through developing and defining career paths/opportunities, engagement, talent development and succession planning, and performance evaluations. Support the implementation of new solutions to close gaps and build bench strength.  

• Culture Champion: As a member of the People team, you are part of the heartbeat of Green Thumb; you will assist in how to scale and enhance our culture as it relates to employee engagement and becoming a best place to work in the cannabis industry.  

• Employee Relations: Serve as a confidential resource to employees and managers to support and escalate employee relations issues in partnership with Employee Relations. Complete thorough investigations of issues and advise business leaders appropriately.  

• Change Management: Advise, and when necessary, lead in change management initiatives in your site and across the business. Clearly understand the strategic move and assist with a communication plan, presenting recommendations to mitigate risks and ensure success in the change. 

• Implement & Execution Programs and Processes: Bring innovative thought to the creation, planning, roll-out and the maintenance of programs and processes for a consistent and scalable approach.  

• Relationship Management: Create and maintain strong and trusting relationships across the organization; partner cross-functionally with the site(s) management and leadership team, internal People team to ensure that the team can grow, scale, and exceed business objectives. 

• Employment Law and Leave Policies/Administration: Well-versed in federal and state employment law and fluent in leave policies and administration for our employees. Partner with our Total Rewards team to help our employees understand their