HR Generalist

Job Description

Job Description

Description

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:

1.  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.

2.  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.

3. 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.

4. 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.