HR Generalist

Cannabis Human Resources Generalist

At Proper Brands, we're building a community of passionate, genuine people to grow the legal cannabis market. Together, we hold ourselves to the highest standard of quality in everything we do—from people to product and everything in between. At Proper, it's not about being the biggest. It's about being the best in what we do, demonstrating compassion, and improving people's lives through cannabis. We believe that happy people make happy plants, and happy plants make happy people.

We have an exciting opportunity for a Cannabis Human Resources Generalist to join our People & Culture team and support employees and leaders across Proper Brands' Missouri operations.

The Cannabis HR Generalist is a frontline, field-facing HR partner responsible for supporting the day-to-day people needs of assigned departments and locations. This role is heavily focused on employee relations, manager partnership, performance management, and leave support and is ideal for an HR professional who is ready to take greater ownership of their work and continue developing their judgment and expertise.

Reporting to the Senior Human Resources Generalist, you'll independently manage day-to-day HR matters while partnering closely with HR leadership on higher-risk, precedent-setting, or legally complex situations. We're looking for someone who can assess the facts, think critically, make a recommendation, and know when it's time to escalate.

What You'll Do:

• 35% Employee Relations and Manager Partnership
• Serve as the primary HR partner for assigned departments and locations.
• Own first-line employee relations cases end to end, including intake, investigation, resolution, and documentation quality.
• Escalate high-exposure, precedent-setting, or legally complex matters to the Senior Human Resources Generalist with a summary of facts and a recommended course of action.
• Coach managers on corrective action, documentation standards, conflict resolution, and consistency.
• Identify recurring employee relations themes and recommend proactive interventions.
• Conduct stay interviews, exit interviews, and targeted listening sessions.
• Reinforce company culture and leadership expectations across assigned teams, and support culture and belonging components of New Hire Orientation.
• Partner with HR leadership on engagement, inclusion, and wellness initiatives.

• 20% Workforce Health and Performance Execution
• Drive performance management execution across assigned departments.
• Coach leaders on continuous feedback, performance documentation, and corrective action.
• Lead execution of Individual Development Plans and monitor quality and follow-through.
• Support internal mobility conversations and workforce planning execution.
• Ensure 30/60/90-day check-ins occur and provide actionable insights.

• 20% Recruitment, Onboarding, and Administrative Support
• Serve as the primary point of contact for candidates from verbal offer through start date; Talent Acquisition does not own any part of the process past verbal offer.
• Track Missouri Agent ID (AGT) applications and follow up with candidates to ensure timely completion.
• Hire candidates into Wurk following verbal offer.
• Administer pre-employment and onboarding requirements, including offer paperwork, background checks, and required documentation.
• Coordinate and support New Hire Orientation logistics and administration.
• Own any additional post-offer recruitment and onboarding steps that occur once Talent Acquisition hands the candidate back to Proper HR.

• 15% Leave Partnership and Absence Support
• Execute the leave lifecycle for the assigned portfolio, including intake, employee and manager communication, documentation, and return to work coordination.
• Support the interactive process for FMLA, ADA, parental leave, personal leave, and workplace absences under the direction of the Senior Human Resources Generalist.
• Escalate eligibility determinations, accommodation analysis, and intermittent or contested leave matters.
• Educate leaders on policy, expectations, and communication standards.
• Coordinate with HR Operations for tracking, documentation, and compliance execution.
• Stay informed on employment law developments and HR best practices, and identify potential compliance risks early.

• 10% Workforce Insights and Reporting
• Own workforce reporting within assigned departments.
• Analyze employee relations trends, turnover patterns, attendance data, engagement feedback, and performance outcomes.
• Present insights and recommend action plans to operational leaders and HR leadership.
• Maintain accurate, timely HR reporting and submit metric reports on the cadence established by the VP of Human Resources.
• Participate in scheduled one-on-ones with the Senior Human Resources Generalist and contribute to ongoing budget and performance tracking.
• Co-build and co-deliver leadership training in partnership with the HR team, focused on documentation discipline, coaching conversations, risk awareness, and HR best practices.
• Complete assigned professional development coursework within established timelines.

Performance Metrics

• Employee relations resolution timeliness, documentation quality, and reduction in repeat issues.
• Escalation judgment. Matters are raised at the right time, at the right level, with a recommendation attached.
• Leader confidence and HR partnership effectiveness within assigned portfolio.
• Performance management completion rates and Individual Development Plan consistency across assigned departments.
• Compliance alignment and zero documentation gaps on leave cases.
• Accuracy/timeliness/actionability of workforce reporting and trend analysis.
• Workforce insight quality and adoption of recommendations by operational leaders.
• Candidate follow-up timeliness, Agent ID/background check completion, Wurk data accuracy.
• New Hire Orientation readiness and candidate experience quality.
• Leadership training delivery meeting established annual expectations.
• Timely and accurate metric reporting on the cadence established by the VP of Human Resources.

Core Competencies

Behavioral competencies for this role are governed by the Proper Brands Company Values. All employees are held to the same values-based expectations regardless of department or level.

Role-Specific Expectations

• Demonstrates independent judgment in employee relations and leave matters. Identifies risk, sequences actions correctly, and resolves cases without unnecessary escalation.
• Escalates correctly. Knows what belongs at this level and what belongs with the Senior Human Resources Generalist, and raises it early with a recommendation attached.
• Builds credible, consistent partnerships with assigned leaders by showing up prepared, following through on commitments, and delivering HR support grounded in data and business awareness.
• Drives performance management execution proactively without prompting.
• Translates workforce data into actionable insight rather than raw numbers.
• Maintains documentation discipline across all cases, leave files, and reports. Everything is complete, accurate, and timely without exception.
• Owns the candidate experience end-to-end from verbal offer through start date, including the specific admin pieces — Agent ID, Wurk, onboarding paperwork.

What We're Looking For:

Required:

• Must be at least 21 years of age;
• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent HR experience;
• 2–3 years of experience in Human Resources, Employee Relations, or an HR Generalist role;
• Working knowledge of Missouri employment law, FMLA, ADA, and EEOC standards;
• Strong judgment, communication, organization, and documentation skills;
• Ability to build credible relationships with employees and leaders at all levels;
• Ability and willingness to travel regularly to Proper Brands locations throughout Missouri;
• Must obtain and maintain a Missouri Agent ID.

Preferred:

• SHRM-CP, PHR, or similar HR certification;
• Experience supporting multiple locations or business units;
• Experience in cannabis or another highly regulated industry;
• Experience with employee relations case management platforms.

What Success Looks Like:

You're someone leaders trust to help them navigate people issues thoughtfully and consistently. You don't need someone to hand you every next step, but you also understand that good HR judgment includes knowing when to bring