HR Generalist - Employee Relations & Recruiting

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. 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. 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.

Identify recurring employee relations themes and recommend proactive interventions.

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.

3. 20% Recruitment, Onboarding, and Administrative Support

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.

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

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.

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.

Performance Metrics

Employee relations resolution timeliness, documentation quality, and reduction in repeat issues.

Leader confidence and HR partnership effectiveness within assigned portfolio.

Performance management completion rates and Individual Development Plan consistency across assigned departments.

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.

Behavioral competencies for this role are governed by the Proper Brands Company Values. Demonstrates independent judgment in employee relations and leave matters. Identifies risk, sequences actions correctly, and resolves cases without unnecessary escalation.

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.

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;

Ability and willingness to travel regularly to Proper Brands locations throughout Missouri;

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.

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 others in.

Most importantly, you understand that great HR isn’t about simply enforcing policy. It’s about helping leaders make better decisions and creating an employee experience that supports both our people and the business.

Medical, dental, and vision insurance.

Term life insurance coverage.

Retirement savings plan.

Holiday pay

Employee Assistance Program (EAP) for counseling and support.

The organization is an equal opportunity employer and does not discriminate based on race, color, religion, sex, gender, gender identity, national origin, disability status, age, sexual orientation, or any other characteristic protected by law.

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