Recently named one of Entrepreneur magazine’s Top 100 Cannabis Leaders, Cresco Labs is among the largest cultivation, manufacturing and retail cannabis operators in the U.S. We provide a full suite of consistently dosed products catering to all consumers, from the novice to the connoisseur, from the medically treated to the recreational user. The company’s core values emphasize educating consumers while seeking to eliminate social stigmas associated with marijuana. We have developed strong partnerships with dispensaries, law-makers, physicians, and local communities – putting Cresco in a unique position to establish a national operation in the complex and developing cannabis industry.


Cresco aims to lead the nation’s cannabis industry with a focus on regulatory compliance, product consistency, and customer satisfaction. Their operations bring legitimacy to the cannabis industry by acting with the highest level of integrity, strictly adhering to regulations, and promoting the clinical efficacy of cannabis. As Cresco grows, they will operate with the same level of professionalism and precision in each new market they move in to.


The Director of Benefits and Compensation is the organizational expert for the execution of all benefits and compensation strategy. Reporting directly to the Chief People Officer and in collaboration with Senior Management, this role will provide strategic oversight and manage all aspects and activities pertaining to the design, development, implementation, and administration of Cresco Lab’s Compensation and Benefits programs, including but not limited to base and incentive pay, health and welfare benefits, and other total rewards. This is both a strategic and hands-on role for a candidate that is well-versed in benefits legislation and regulations and compensation best practices.


  • Define, Design, implement, and evaluate benefit and compensation programs and policies to effectively maintain cost, quality, service, and process controls, ensuring consistency across the organization.
  • Lead strategy and execution across areas including payroll (hourly/salary & bonus/commission), benefits, RSUs/Stock Options (short and long term), and other incentives with a focus on attracting and retaining talent at a competitive level.
  • Bring innovative strategies and provide insight to Corporate Leadership, with a focus on employee consumerism and cost effectiveness.
  • Lead implementation of compensation and benefits technology systems, providing guidance to corporate HR team to ensure support of internal business needs, integration with outside vendor links, and accessibility for end-users.
  • Participate in the negotiation and contracting with plan providers, vendors, auditors and consultants for services, premiums and plan administration.
  • Manage operating procedures for administration and enforcement of payroll, benefits, PTO, LOA/FMLA, and other policies, managing claims, resolving related issues, and adjusting as plan designs change or regulations dictate.
  • Lead benefit renewals and annual enrollment process
  • Lead training and communication across HR teams and all internal employees to ensure compensation and benefits programs are understood and valued company-wide.
  • Develop and implement wellness initiatives and activities which support a healthy employee culture.
  • Ensure compliance with all regulations at a state and federal level, including benefits record keeping requirements, and stay current with all HR trends, best practices, and updates to inform policy decisions.


  • Bachelor's degree in Human Resources, business or related field.
  • 10 – 12 years’ experience in benefits and compensation plans, with demonstrated track record of success in plan design and administration across fast paced, high growth, multi-state organizations.
  • Minimum 3+ years leading and developing a team
  • Experience in compensation surveys and analysis, including salary, commissions, bonus, RSU and stock options, etc.
  • Deep knowledge of federal and state regulations including ERISA, ACA, and FMLA.
  • Proficient skills in Microsoft Office Suite and PowerPoint, advanced excel skills.
  • Exceptional leadership, relationship and communication skills, with ability to work with local and remote employees.
  • Strong data and cost analysis skills.
  • Experience with multi-national benefits and compensation structure, specifically Canadian knowledge is a plus.


  • Must be 21 years of age or older to apply
  • Must comply with all legal or company regulations for working in the industry

Apply for this Job

* Required

When autocomplete results are available use up and down arrows to review
+ Add Another Education

U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Cresco Labs are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Form CC-305

OMB Control Number 1250-0005

Expires 1/31/2020

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities1. To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.