Human Resources Business Partner

Role Description:

Evergreen Market is seeking a HR Business Partner to help us grow our dynamic cannabis retail business.

Connections and collaborations are at the heart of our business, starting with how we work with our internal and external customers. The HR Business Partner provides human resources and payroll support to our growing retail organization and partners closely with the leadership team on bigger people strategies. This role provides generalist support on a full range of HR and operational initiatives, including but not limited to, People Operations, Talent Acquisition, Onboarding, Training and Developing Talent, Benefits, Safety and Security, Human Capital Data Research, HR Systems, Store Support, Employee Engagement, and Diversity, Equity, and Inclusion.

Your Impact:

• Role models our values of educate, celebrate, and elevate and supports initiatives that shape the success and culture of the stores and organization.
• Works collaboratively across the company with all employees and management throughout stores and the corporate office.
• Provides flexible support as the business continues to reshape itself with a goal of providing world-class customer connections and a positive employee experience.

Key Responsibilities:

• To serve the interests of the Evergreen Market, including but not limited to:
  • Compliance and Legal Protection: Ensuring the company adheres to labor laws, employment standards, and regulations to avoid legal issues.
  • Policy Enforcement: Developing and enforcing workplace policies that protect the company from lawsuits and other liabilities.
  • Talent Management: Attracting, retaining, and developing talent to support the company's strategic goals.
• Establishes HR as a trusted business partner and ensures HR initiatives, programs, and policies are fully understood and implemented thoughtfully within the Evergreen Market organization.
• Processes bi-weekly payroll for stores and corporate.
• Provides tactical support of workforce planning processes and activities including HR data, tracking & monitoring, and data quality management for HR Systems such as the Human Resources Information System (HRIS), Applicant Tracking System (ATS,) and the Learning Management System (LMS.)
• Provides Talent Acquisition to support the hiring process, including job posting, sourcing, and screening candidates.
• Applies effective mediation and problem resolution with a solid understanding of company policy and practice. Manages sensitive employee relations matters, such as terminations and investigations.
• Partners closely with management in developing their respective teams to maximize performance and employee engagement.
• Determines the training needs of the organization and identifies the most appropriate available tool to meet business needs.
• Coaches and consults with assigned managers on talent and succession management and how to best motivate and challenge all members of their teams (from high performers to underperformers) to ensure employee performance, engagement, and accountability.
• Identifies potential areas for improvement in processes and creates/implements solutions.
• Provides support and oversight related to Safety and Security initiatives including emergency procedures and operational compliance.
• Supports data research and analysis needed by the leadership team, such as turnover, employee engagement and other metrics or measures.
• Maintains personnel files, including 1-9s, performance documentation, and other people and performance documentation.
• Works with the Operations teams to prepare and help facilitate organization structure changes in support of employee lifecycle processes: hires, terms, movement, job changes, etc.
• Serves as the first point of contact via email, phone, chat, and walk-in for current and former employees' questions on HR policies and/or processes.
• Ensures advice provided to customers complies with company policies and procedures and statutory laws and regulations.
• Gives a high level of customer satisfaction by fairly resolving escalated issues, taking appropriate corrective action, and redirecting to the relevant internal and external parties for resolution.

Skills/Experience Required:

• Bachelor's degree in human resource management or a related field or a combination of relevant experience, education, and training.
• Demonstrated track record of developing effective relationships across all levels of the organization and with diverse employee groups.
• Retail experience is preferred.
• Ability to be proactive, to anticipate, and to provide alternatives and options to the business.
• Ability to diagnose and successfully handle organizational development issues.
• Outstanding written and verbal communication skills; must be an articulate and persuasive communicator.
• Ability to process payroll.
• Ability to retain highly confidential information.
• Excellent interpersonal, group, process, and influence skills.
• Strong proficiency with the Microsoft Office Suite, including Outlook, Word, Excel, and PowerPoint.
• Must be able to learn new systems and technology tools quickly (HRIS, ATS, LMS, etc.)
• Ability to conduct group facilitation for training, company meetings, etc.
• Ability to work effectively in a team environment.
• Ability to work with both onsite and distributed store teams effectively.
• Knowledge of federal, state, and local laws, statutes, etc. which govern employment policies and practices.
• Knowledge of staffing, benefits and compensation strategies, practices, and processes.
• Onsite role with the ability to travel to various stores locations during the day.
• Willing to participate in our (illegal) drug testing program.
• Must be 21 years of age

Reports to: Chief Operating Officer

Classification: Exempt

Benefits:

• Please click link to see an overview of our Employee Benefits

• Must be willing to participate in our random (illegal) drug testing program.


• All offers of employment are contingent pending a background check.