Director of People Operations

Denver, CO
Human Resources
Full-time

The Director of People Operations is a key member of the administrative leadership team providing insight and strategic direction to people initiatives across North American operations.  This position reports to the CEO and is responsible for leading the team that develops and maintains the company’s unique culture, hires new talent and keeps all members of the organization aligned with the company’s purpose and values. The Director will be responsible for supporting the company’s rapid growth and ensuring the right talent joins the team and is supported to enable the company’s planned expansion. In addition, the Director will oversee Learning and Development by implementing strategies that enhance our organizations ability to lead in a complex environment, manage teams and live our values daily in a highly dynamic environment. This role is critical to facilitating the creation of an environment that ensures a productive organization, allows people to perform their best work, and on merits is considered the best cannabis organization to work for.  

Responsibilities

    • Strategic Human Resources/Leadership
    • Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, learning and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations
    • Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations
    • Maintains knowledge of industry trends and employment legislation and ensures organization's compliance
    • Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications
    • Collaborates in the creation of the strategies, programs, and communications necessary for continuous improvement in an environment of constant change
    • Creates and evolves processes that promote employee engagement. Provides action planning tools and approaches to leaders that help them own and drive engagement initiatives and ensures the Company holds itself accountable to our purpose and values
    • Researches and implements a market and industry best-practice aligned total rewards program, including; compensation, benefits, incentives and other rewards
    • Develops and manages overall people organization budget and that the company overall follows a standard process for budgeting human capital
    • Develop and manage a team of People Operations, Shared Services and Learning professionals. Provide mentorship, coaching and learning opportunities to aid in career and personal development programs that drive long-term retention
    • Inspire the entirety of the People Ops team through meaningful and challenging work that allows the team to grow in their professional knowledge base while giving them the essential business skills to drive HR partnerships with the business leaders

    • HR Policies and Procedures
    • Maintains management guidelines by preparing, updating, communicating and recommending human resource policies and procedures
    • Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, guidelines; communicating and enforcing organization values
    • Schedules management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors
    • Works directly with department managers to assist them in carrying out their responsibilities on personnel matters
    • Ensures Company complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions
    • Maintains responsibility for organization compliance with federal, state, and local legislation pertaining to all personnel matters
    • Develops strategies for timely and effective communication of HR policies, procedures, benefits, and other items through all areas of the company
    • Reviews, develops and maintains a compensation plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing compensation budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions
    • Maintains and administers employee benefits program

    • Learning and Development
    • Designs, develops and implements professional development programs for managers and leaders to ensure they are prepared to lead teams, including: planning, monitoring, and appraisal of employee work, coaching and disciplining employees
    • Leads the execution and monitoring of the employee performance through an annual performance appraisal process
    • Identify and assess future and current training needs through job analysis, career paths, annual performance appraisals and consultation with managers
    • Identifies, implements and evolves training/professional development plans and programs based upon organizational objectives, exit interviews, development priorities, and company performance
    • Recommends, evaluates, and participates in staff development for the organization
    • Researches emerging industry trends, new technologies, concepts and techniques to update current learning and development curriculum as appropriate
    • Deploys training methods requisite to support the diversity of Native Roots staff, geography and learning needs
    • Monitors and evaluate learning and development program's effectiveness, and ROI periodically and report results to executive leadership
    • Maintains a keen understanding of professional development trends, developments and best practices

    • Talent Acquisition
    • Maintains organization staff by establishing a values-aligned recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes to talent acquisition and learning and development
    • Works with leaders to develop talent acquisition plans aligned with organizational objectives
    • Drives the execution of effective induction and orientation sessions that result in new employees having a consistent and positive first experience

Requirements

    • Education: BS/BA in HR or related business discipline required; Master’s degree preferred
    • 8-10 years progressive human resources experience, with a minimum of 5 years’ experience in a leadership position
    • Demonstrated experience running HR functions with a multi-location company, retail, production/manufacturing experience preferred
    • Leadership experience and practical understanding of strategic planning and effective implementation and measurement of company, department and personal goals and activities
    • Experience partnering with, influencing, and acting as a trusted advisor to leadership level peers
    • Demonstrated experience in HR strategic planning and execution, specifically tied to business strategies and objectives
    • Ability to inspire, motivate, and coach employees at all levels while driving accountability
    • Current knowledge of HR regulations, legal compliance, policy compliance, and managing global business operations
    • Excellent analytical, problem-solving, and senior communication skills required
    • Ability to travel as needed