Senior Manager, Human Resources

Description

Who We Are: Schwazze (OTCQX:SHWZ | NEO:SHWZ) is building a premier, vertically integrated regional cannabis company with assets in Colorado and New Mexico. The parent company of a portfolio of leading cannabis businesses and brands spanning seed to sale, Schwazze is committed to unlocking the full potential of the cannabis plant to improve the human condition. Schwazze is anchored by a high-performance culture that combines customer-centric thinking and data science to test, measure, and drive decisions and outcomes. Schwazze is passionate about making a difference in our communities, promoting diversity and inclusion, and doing our part to incorporate climate-conscious best practices.

For more information, please visit our website: www.schwazze.com

Job Title: Senior HR Manager

Salary Range: $85,000 - $100,000

Type: Full-Time, Exempt

Location: Albuquerque, New Mexico

Position Objective

The objective of the Sr. HRM position is to proactively promote a positive and harmonious work environment by effectively resolving employee relations matters. This includes providing guidance, support, and recommendations to employees and management, ensuring compliance with company policies and employment laws, fostering open communication, and promoting a culture of fairness and mutual respect among all employees. The Sr. HRM will contribute to employee satisfaction, engagement, and retention, while minimizing conflicts and addressing any issues that may arise in the workplace. The Sr. HRM will lead all employee engagement efforts, including Survey Action Planning, culture enhancement and escalated employee relations matters. The role will also lead and be the subject matter expert on all things ADA.

Essential Functions

Lead HR Role for State

• Holds a trusted and reliable seat at the table with core business partners, focusing on driving consistent positive employee relations, improved engagement efforts, enhanced retention, strong data analytics, and a strong pulse on the organization in which this role supports.
• Proactively engages with retail leadership team in building relationships, rapport and providing substantive presentation(s) on a regular occurrence and cadence with scheduled meetings, to include data/analytics/insights, HR Team updates (Talent Acquisition, Employee Relations, Total Rewards, LOA's, Benefits, Payroll, etc...), and more.
• Maintains key leadership role at the state level in translating companywide and departmental (HR) initiatives into action while supporting the local team in endeavoring to achieve success with innovative ideas to promote people and culture facing strategies.
• Successfully navigates prioritization and standardization efforts while ensuring consistency with business partners while maintaining a dotted line reporting relationship to the SVP of the state.

Employee Relations

• Handle Employee Relations Issues: Investigate and resolve employee relations matters, including conflicts, grievances, disciplinary actions, and policy violations. Conduct thorough and impartial investigations, document findings, and recommend appropriate actions and potential risks.
• Concerns and Corrective Actions: Conduct inquiries into employee concerns, allegations of misconduct, or policy violations. Prepare summary reports and recommend appropriate corrective actions or measures.
• Incident Reporting: Ensure that incidents are promptly documented, investigated thoroughly, and appropriate corrective actions are taken to prevent future occurrences. Partners with safety/compliance team to ensure utmost integrity with company processes and employee support.
• Compliance with Employment Laws: Interpret policies, ensuring consistent application and compliance with local labor laws and regulations. Stay updated on employment laws, regulations, and industry trends related to employee relations. Ensure adherence to equal employment opportunity (EEO) laws, anti-discrimination policies, and other legal requirements.
• Recordkeeping and Documentation: Maintain accurate and confidential employee relations records. Ensure compliance with recordkeeping requirements and data privacy regulations.
• Employee Support: Provide guidance and resources to employees facing personal or work-related challenges, such as accommodation requests, harassment concerns, or work-life balance issues. Connect employees with appropriate resources, such as counseling services or employee assistance programs.
• Employee Engagement: Identify initiatives to enhance employee engagement, satisfaction, and retention. Recommend strategies to foster a positive employee experience and strengthen the employer-employee relationship.
• Employee Exit Process: Executes employee terminations, exit interviews, and separation agreements. Ensures compliance with relevant policies and legal requirements. Maintains data / reporting to report on and action on patterns or trends that exist to support the business in proactive ways.
• Lead and facilitate all ADA requests, training, and related matters.
• Owns and responds to unemployment claims as they arise.

Execution of HR Programs & Strategies

• Performance Management: Maintains a leadership role in the Performance Management process, which may include facilitation of training, communications, and execution of the PM process throughout the organization and support during the PM period.

• Engagement Survey: Supports Employee Survey action planning, survey administration, survey data analytics and reporting. Engages mid-senior management level in action planning process to optimize the survey results in an actionable way.
• Learning and Development: Identify training gaps related to employee relations and deliver or coordinate relevant training programs. Designs, creates, executes, and facilitates companywide, department specific, manager specific training, as directed.
• Reports & Analytics: Maintains, owns and delivers regular data analytical support to HRLT, including reporting out on quantitative data as well as qualitative data insights obtained from the data and through engagement within the field.
• Culture Initiatives: Partners with HR partners to deliver companywide culture building strategies and initiatives to support eNPS building opportunities.
• Change Management: Partners with HR partners to design, collaborate and execute change management initiatives throughout the company, including but not limited to policy updates, handbook changes, process changes, etc... to ensure employee and manager knowledge transfer is effective and acknowledged.
• Total Rewards: Supports total rewards efforts and initiatives by taking point in supporting in the field, in meetings and with employees. Provides field level guidance and support to drive engagement within the team, escalating only when technical or expert level assistance is needed.

Requirements

Education and Experience

• 7+ years of experience in progressive HR roles, with a primary focus on employee relations and employee engagement.
• Expert knowledge of HR best practices and employment law.
• Ability to work independently, balance multiple priorities, while meeting deadlines in a fast-paced environment.
• Excellent follow-up skills and a keen sense of urgency for time sensitive matters.
• Exceptional attention to detail and demonstrating strong proficiency in business writing.
• Experience conducting investigations, writing investigative reports and performance corrective action plans.
• Strong communication and interpersonal skills with the ability to build relationships and influence stakeholders.
• Excellent problem-solving and conflict resolution abilities.
• Ability to handle sensitive and confidential information.
• Proficient computer skills with strong working knowledge of Microsoft Office.
• Ability to develop compelling presentations to drive the advancement of the company.
• Agile and growth mindset, with the ability to self-motivate, solve problems while bringing creative solutions forward and never stop demanding excellence.
• Amiable demeanor, adaptable and agile nature, combined with a steadfast commitment to hard work, to foster personal and professional development.

A Plus, but not Required

• Bachelor's degree in Human Resources, Business Administration, or equivalent experience.

Working Conditions (Schedule, Environment, Travel)

• Full-time position is based in Albuquerque, NM. Quarterly travel to Colorado may be required.
• Monday - Friday; holidays, nights and weekend work may be required based on the needs of the business.
• Reliable transportation is a requirement.
• Possess the ability to perform tasks that involve sitting, standing, walking, and driving as necessary.