Director of Human Resources

Description

Director of Human Resources - Nevada Multi-Site (Las Vegas or Mesquite; travel required)

Department: Human Resources


FLSA Status: Exempt


Reports To: Chief Administrative Officer - Deep Roots Harvest

Supervisory Responsibilities

Provides direct leadership and oversight of:

• HR Specialists
• HR Coordinator

Responsible for setting expectations, performance management, development, and accountability for the Human Resources function. Because HR operates as a small, lean team, this role is also expected to personally perform day-to-day HR work alongside its supervisory responsibilities, rather than direct that work exclusively through staff.

Reporting Structure and Functional Alignment

Organizational HR Reporting Line:


HR Coordinator ? HR Specialist ? Director of Human Resources ? Chief Administrative Officer

The Director of Human Resources leads the HR function enterprise-wide and partners closely with the Chief Administrative Officer to ensure consistent people practices, compliance, and culture across all departments and locations.

Position Summary

The Director of Human Resources is responsible for the strategic leadership and hands-on execution of all Human Resources functions across Deep Roots Harvest's multi-site Nevada operations. As the working leader of a small HR team, this role is expected to personally perform day-to-day HR work - not solely direct it - including conducting employee relations casework, delivering training sessions, and stepping directly into recruitment, onboarding, and compliance tasks as needed. This role oversees employee relations, labor relations, compliance, payroll and benefits, recruitment, training and development, HR systems, and workforce planning while ensuring alignment with company policies, regulatory requirements, and operational needs.

A core responsibility of this role is ensuring company-wide consistency, accuracy, professionalism, and sound people-leadership judgment in all employee-related matters. The Director of Human Resources establishes and enforces standards for timely, respectful, and compliant responses to employee concerns, safety issues, and HR communications.

This role also serves as the primary steward of company culture and people-leadership wisdom, ensuring that leaders at all levels apply policies, corrective actions, and employment decisions consistently, fairly, and in accordance with Cannabis Compliance Board (CCB) requirements and all other applicable regulations.

Given the size of the HR team, this position requires an individual who takes ownership of initiatives from strategy through hands-on execution, works autonomously with minimal oversight, and is comfortable operating as both the department's strategic leader and its primary practitioner. This role also requires a modern, technology-forward mindset - someone who actively looks for ways to use HR technology, automation, and data to streamline processes and improve outcomes, rather than relying solely on manual or legacy methods.

Essential Duties and Responsibilities

HR Leadership, Consistency & People Leadership

• Establish and enforce company-wide consistency in HR practices, employment decisions, and policy application.
• Set standards for accuracy, professionalism, and responsiveness in all HR documentation, records, and communications.
• Ensure timely and appropriate response to employee concerns, safety reports, and compliance-related issues.
• Serve as the senior escalation point for complex, sensitive, or high-risk employee matters.
• Operate as a hands-on contributor to the HR function, personally handling day-to-day HR matters given the size of the team.

Employee Relations, Labor Relations & Compliance

• Personally conduct employee relations investigations, corrective action conversations, and dispute resolution meetings, in addition to overseeing these matters when handled by HR staff.
• Apply and oversee labor relations principles, including employee rights, employer obligations, and risk mitigation in both union and non-union contexts.
• Ensure compliance with all employee-related requirements under federal law, Nevada law, and Cannabis Compliance Board (CCB) employment regulations.
• Ensure HR practices support employee safety reporting, incident response, and required regulatory documentation.
• Conduct regular audits of HR practices, employee records, and payroll processes to ensure accuracy and compliance.
• Maintain expert-level knowledge of employment law, labor relations, and HR compliance best practices.

Payroll, Benefits & HR Systems

• Oversee payroll operations to ensure accuracy, timeliness, and compliance, personally processing or troubleshooting payroll issues as needed.
• Direct administration and evaluation of employee benefits programs.
• Oversee HRIS and payroll systems to ensure data integrity, audit readiness, and reliable reporting.
• Identify and implement modern HR technology, automation, and data-driven tools to improve HR efficiency, accuracy, and the employee experience.
• Stay current on emerging HR technology and digital tools, and evaluate their practical application to the Company's HR operations.
• Conduct wage and compensation analysis to ensure internal equity and market competitiveness.
• Partner with Finance and Compliance teams on audits, investigations, and reporting.

Recruitment, Training & Development

• Lead recruitment strategies and hiring efforts across all locations, personally sourcing, screening, and interviewing candidates as needed.
• Oversee onboarding processes to ensure effective integration, policy understanding, and cultural alignment, personally facilitating onboarding sessions as needed.
• Personally design and deliver training programs supporting compliance, leadership effectiveness, and operational excellence.
• Ensure training programs reinforce safety, conduct, regulatory, and people-leadership expectations.

Leadership & Culture

• Lead company-wide culture development, accountability, and employee engagement initiatives.
• Coach and advise leaders on effective people management, judgment, and decision-making.
• Develop HR staff to maintain high standards of professionalism, regulatory awareness, and service quality.
• Complete required METRC awareness training in accordance with state regulations and company policy.
• Perform other duties as assigned.

Work Environment and Physical Requirements

Office and field-based HR environment with travel between locations, including occasional overnight stays.


Must be able to sit, stand, walk, bend, climb stairs, and lift up to 25 pounds (50 pounds with assistance).


Must be able to tolerate exposure to cannabis products and odors.

Schedule and Work Hours

Flexible schedule based on business needs, including travel between locations and occasional overnight stays.

Compliance and Continuing Eligibility

Employment is contingent upon ongoing compliance with company policies, employment regulations, and maintenance of all required licenses and work authorizations, including completion of required METRC awareness training.

Equal Employment Opportunity Statement

The Company is an Equal Employment Opportunity employer. Employment decisions are made without regard to any status protected by applicable law.

Requirements

Minimum Qualifications

• Minimum ten (10) years of progressive Human Resources experience, including at least five (5) years in a leadership role.
• Demonstrated expertise in employee relations, labor relations, employment law, payroll, benefits, recruitment, HR accuracy, and organizational culture leadership.
• Experience supporting HR in a multi-site and/or regulated environment strongly preferred.
• Demonstrated ability to work autonomously, take full ownership of initiatives, and personally execute hands-on HR work in a small-team, high-accountability environment.
• Modern, technology-forward approach to HR, with demonstrated experience leveraging HRIS platforms, automation, and data/analytics tools to improve HR service delivery.
• Bachelor's degree in Human Resources, Business Administration, or related field preferred.
• Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) preferred.
• Must be able to obtain and maintain a valid Nevada Marijuana Establishment Agent Card.

Equivalent combinations of education and experience may be considered.

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