Glass Meadows

Role Summary

Key Responsibilities

• Business and Organizational Partnership: Develop a strong understanding of Glass Meadows’ operations, workforce and priorities. Advise leadership on the workforce and organizational implications of business decisions and help identify staffing needs, capability gaps and people-related risks.
• Manager Coaching and Leadership Support: Serve as a trusted advisor to managers across cultivation, manufacturing, retail and corporate functions. Provide practical guidance on communication, feedback, attendance, conduct, performance, employee development, corrective action and separations. Help managers address issues early, consistently and constructively.
• Workforce Planning: Partner with department leaders to assess current and future staffing needs. Monitor staffing levels, vacancies, turnover, attendance, retention and employee movement, using this information to identify risks and support leadership decisions. Assist with role clarity, organizational structure and succession planning as needed.
• Talent Acquisition and Onboarding: Partner with department leaders to define position requirements and candidate profiles. Manage or oversee job descriptions, postings, applicant review, initial screenings, interview coordination, candidate evaluation and offer development. Coordinate background checks, employee badging and other pre-employment requirements with the PEO and appropriate external partners. Oversee an effective onboarding process in partnership with hiring managers.
• Performance Management and Employee Development: Establish practical and consistent processes for goal-setting, feedback, performance reviews and accountability. Coach managers through performance discussions, improvement plans and employee-development decisions. Help identify training needs and coordinate appropriate management, compliance and employee-development programs.
• Employee Relations: Maintain a visible, accessible and trusted presence across company locations. Address workplace concerns promptly, objectively and respectfully. Conduct or coordinate fair and well-documented workplace investigations, facilitate conflict resolution and recommend appropriate corrective or remedial action. Identify recurring themes and partner with leaders to address underlying issues.
• Culture and Employee Engagement: Partner with leadership to reinforce a culture of accountability, respect, teamwork and continuous improvement. Gather employee feedback through site visits, surveys, stay interviews and exit interviews. Recommend practical initiatives that strengthen communication, recognition, retention and the overall employee experience.
• PEO and External Partner Management: Serve as the principal internal point of contact for the company’s PEO, benefits brokers, employment counsel and other HR-related service providers. Coordinate the information required for payroll, benefits, HRIS, leave administration, workers’ compensation, unemployment claims and other HR processes. Monitor service quality, resolve escalated issues and confirm that approved employee changes are processed accurately and promptly.
• Compensation and Benefits Support: Support compensation benchmarking, job leveling and salary recommendations. Work with leadership, the PEO and benefits brokers to evaluate benefit offerings, plan utilization, employee feedback, market trends and cost considerations. Help employees and managers navigate escalated payroll or benefit matters when coordination with an external partner is required.
• Policies, Compliance and Risk Management: Develop, communicate and maintain HR policies, employee-handbook provisions, standard forms and related documentation. Promote consistent policy application across departments and locations. Partner with the PEO, legal counsel and leadership to support compliance with applicable federal, state and local employment requirements. Maintain familiarity with New Jersey Cannabis Regulatory Commission workforce and employee-badging requirements, Labor Peace Agreements and relevant labor-relations matters.
• HR Information and Reporting: Help ensure employee information maintained through the PEO, HRIS and internal systems is accurate, secure and current. Develop practical workforce reporting for leadership and use available data to identify trends, evaluate HR initiatives and support informed decisions.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development or a related field preferred.
• SHRM-CP, SHRM-SCP, PHR, SPHR or another relevant professional certification is highly regarded.
• Minimum of seven years of progressive Human Resources experience, including meaningful responsibility as an HR business partner, senior HR generalist, HR manager or comparable advisor to operating leaders; 10 or more years preferred.
• Demonstrated experience coaching managers and advising leadership on performance, employee-relations and workforce matters.
• Experience supporting hourly, frontline and salaried employee populations across multiple departments or locations.
• Experience in cultivation, manufacturing, retail, agriculture, food production or another regulated operational environment is preferred.
• Experience working with a PEO, outsourced HR provider, benefits broker or similar external partner is preferred.
• Strong working knowledge of New Jersey employment laws, wage-and-hour requirements, fair employment practices, leave administration, workers’ compensation and EEO compliance.
• Familiarity with New Jersey Cannabis Regulatory Commission requirements is preferred.
• Experience managing workplace investigations, corrective actions, performance-improvement plans and employee separations.
• Strong judgment, conflict-resolution, coaching, communication and interpersonal skills.
• High degree of professionalism, integrity, discretion and commitment to confidentiality.
• Proficiency with Microsoft Office Suite, HR information systems and talent-management platforms.
• Ability to independently manage competing priorities in a fast-paced and evolving environment.

Expectations

• Understand company priorities and connect people decisions to operational and financial outcomes.
• Build credibility with executives, managers and employees through sound judgment, responsiveness, consistency and follow-through.
• Maintain an active and approachable presence across cultivation, manufacturing, retail and corporate locations.
• Balance strategic thinking with a willingness to address hands-on employee and organizational needs.
• Coach managers to take ownership of employee communication, performance and accountability.
• Approach sensitive employee matters with professionalism, empathy, objectivity and appropriate urgency.
• Demonstrate adaptability and comfort working in a growing organization where systems and practices are still being developed.
• Maintain a proactive, organized and solutions-focused approach.
• Stay current on employment law, workforce trends and cannabis-industry employment practices.
• Travel weekly among Glass Meadows locations throughout New Jersey based on employee and business needs.
• Possess a valid driver’s license and reliable transportation.
• Be at least 21 years old in accordance with state requirements.
• Successfully complete required background checks and fingerprinting and obtain identification badging clearance under New Jersey Cannabis Regulatory Commission requirements.