Employee Relations Manager

About Ascend Wellness Holdings Ascend Wellness Holdings (AWH) is a leading, vertically integrated multi-state cannabis operator focused on building strong brands, delivering best-in-class retail experiences, and operating with discipline at scale. As we continue to grow, we are investing in the systems, processes, and leadership required to operate a complex, regulated business with consistency, speed, and accountability. Role Overview The Employee Relations Manager leads workplace investigations and employee relations casework across AWH's Operations and Retail organization, resolving matters fairly, consistently, and in compliance with applicable law and company policy. This role owns the end-to-end investigations process—from intake through resolution and documentation—and builds the frameworks, tools, and training that strengthen employee relations capability across a multi-state footprint. The ideal candidate is objective, discreet, and comfortable navigating sensitive and complex matters, and partners effectively with HR, Legal, and business leadership in a fast-paced, highly regulated environment. Location This role supports Operations and Retail sites across AWH's multi-state footprint and requires regular travel to locations as investigations and training needs require. Key Responsibilities Lead and manage workplace investigations across Operations and Retail sites, including allegations of harassment, discrimination, retaliation, policy violations, and misconduct. Conduct timely, impartial, and thorough investigations—planning scope, interviewing complainants, respondents, and witnesses, gathering and evaluating evidence, and reaching well-reasoned conclusions. Prepare clear, defensible investigation reports and recommend corrective or disciplinary action consistent with policy and precedent. Maintain accurate, confidential case documentation and manage cases through to resolution within established timelines. Track, analyze, and report on employee relations case trends to identify root causes and recommend proactive interventions. Design, document, and continuously improve the employee relations and investigations process, including intake, triage, case management, escalation, and closure standards. Establish consistent tools, templates, and standards for investigation quality, documentation, and decision-making across all states and business units. Build and deliver annual employee relations training for managers and HR partners—covering investigations, documentation, policy application, and manager accountability. Coach and upskill HR Business Partners and people leaders on handling employee relations matters, difficult conversations, and consistent policy enforcement. Create job aids, playbooks, and reference materials that promote consistent employee relations practice field-wide. Partner with HR Business Partners to align on case handling, corrective action, and consistent application of policy. Work closely with Legal/General Counsel on high-risk or complex matters, litigation risk, and regulatory considerations. Advise Operations and Retail leadership on employee relations matters, providing guidance that balances employee experience, business needs, and legal risk. Contribute to policy development and revisions based on investigation findings and emerging trends. Maintains compliance with and knowledge of: Federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Trends, best practices, and new technologies in employee relations and investigations. This role may include additional responsibilities and duties as assigned. Qualifications & Experience Bachelor's degree in Human Resources, Business, or a related field preferred; equivalent experience will be considered. 5+ years of HR experience with a strong emphasis on employee relations and workplace investigations. Demonstrated experience independently leading complex investigations from intake through resolution. Working knowledge of federal and multi-state employment law (e.g., Title VII, ADA, FMLA, FLSA, and state-specific requirements). Proven ability to build processes, tools, and training programs from the ground up. Experience supporting operations and/or retail workforces; multi-state or highly regulated industry experience a plus. Familiarity with unionized environments and collective bargaining agreements a plus. Human Resources certification (e.g., PHR, SPHR, SHRM-CP) a plus. Excellent judgment, discretion, and the ability to handle highly confidential and sensitive matters. Strong written and verbal communication skills, including clear, defensible report writing. Strong execution, interpersonal savvy, and ability to build rapport and effectively interface/collaborate with employees at all levels of the organization. Ability to travel across multi-state Operations and Retail locations as needed. #J-18808-Ljbffr