COMPANY OVERVIEW

Recently named one of Entrepreneur magazine’s Top 100 Cannabis Leaders, Cresco Labs is one of the largest vertically-integrated multi-state cannabis operators in the United States. Cresco is built to become the most important company in the cannabis industry by combining the most strategic geographic footprint with one of the leading distribution platforms in North America. Employing a consumer-packaged goods (“CPG”) approach to cannabis, Cresco’s house of brands is designed to meet the needs of all consumer segments and includes some of the most recognized and trusted national brands including Cresco, Remedi and Mindy’s, a line of edibles created by James Beard Award-winning chef Mindy Segal. Sunnyside*, Cresco’s national dispensary brand is a wellness-focused retailer designed to build trust, education and convenience for both existing and new cannabis consumers. Recognizing that the cannabis industry is poised to become one of the leading job creators in the country, Cresco has launched the industry’s first national comprehensive Social Equity and Educational Development (SEED) initiative designed to ensure that all members of society have the skills, knowledge and opportunity to work in and own businesses in the cannabis industry. 

MISSION STATEMENT

Cresco aims to lead the nation’s cannabis industry with a focus on regulatory compliance, product consistency, and customer satisfaction. Our 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, we will operate with the same level of professionalism and precision in each new market we move in to.

JOB SUMMARY

Cresco Labs is seeking a Senior Vice President of Human Resources Operations to join our corporate Human Resources team at our Chicago headquarters, reporting to the Chief People Officer. As our SVP of HR Operations, you will be responsible for the development and execution of HR strategies and initiatives in support of the organization’s goals and objectives, specifically in the areas across HR compliance, performance management, payroll, learning and development, new business (M&A), and HR systems/data. The SVP of HR Operations provides strategic guidance and oversight in the design, delivery, and maintenance of HR processes, systems and programs and will collaborate with business and HR leaders to design and steward through the organization.

CORE JOB DUTIES

  • Understand organizational needs and create processes, policies, and workflows that maintain compliance and drive efficiency.
  • Develop and maintain company-wide performance management processes and programs to attract, develop, and reward to retain our best talent that align culturally and meet business goals and objectives.
  • Collaborate with COEs to identify solutions, lead implementation, and engage in ongoing HR processes to locate improvement opportunities
  • Partner closely with the HR leadership team to lead the innovation and optimization of HR operations across Payroll, Learning & Development, New Business and Technology/Data:
    • Own the coordination of Payroll and Accounting to ensure pay and other cross functional processes are in place.
    • Oversee the creation and implementation of a L&D function to support employees and managers at all levels of the organization.
    • Create standards and processes related, but not limited, to onboarding, change management, and offboarding for both organic hiring/changes and those related to merger and acquisitions.
    • Guide the evaluation of scalable technology to build appropriate infrastructure for our growth projections, including HR executive oversight to the successful implementation of a new HRIS system.
    • Execute the transformation of data to enable the HR team to build reporting, dashboards, and tracking methodology that delivers actionable insights to the business, including employee data, performance metrics, audits, onboarding, forecasts, etc.
  • Ensure People Operations audit and control processes are developed and followed in compliance with Federal and State laws and internal guidelines.
  • Utilize expert project/program management skills to implement action plans for large scale projects including but not limited to enhancing Employee Handbook and policy development and roll out; overall performance management design and implementation; engagement survey launch, analysis and action planning; evolving employee experience through robust onboarding plan.
  • Lead our annual performance review cycle in close partnership with HR Business Partners, Leadership, and Compensation COE.
  • Develop and maintain relationships with key stakeholders across the business, ensuring clear understanding of roles and responsibilities and how to engage with HR Operations.
  • Champion and drive a culture that embraces innovation, continuous improvement, and collaboration, being an ambassador of company vision and mission.
  • Be a leader, champion, participant and advocate for cultural initiatives across the company.

REQUIRED EXPERIENCE, EDUCATION AND SKILLS

  • Bachelor’s degree, advanced degree and/or SHRM/PHR certification preferred
  • 12+ years’ progressive leadership experience in related HR functions, including HR operations, HRIS, performance management, compensation & benefits
  • 7+ years’ experience leading and developing teams
  • Experience implementing new systems, including data migration, training, etc.
  • Strong, demonstrated program and project management skills
  • Demonstrated ability to work cross-functionally with HR, business, and technical teams
  • Experience in process development/improvement and change management methodologies
  • Strong analytical skills and ability to collect and analyze information, problem-solve, and make decisions
  • Self-starter with excellent judgement and high comfort level working both in teams and autonomously
  • Proven ability to lead programs from inception through implementation including gaining leadership buy in and support
  • Strong presentation skills, including building a deck and comfort presenting to all levels of the organization
  • Excellent relationship and communication skills
  • Flexibility and creative problem-solving ability
  • High integrity and alignment with our mission and core values

ADDITIONAL REQUIREMENTS

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

Cresco Labs is an Equal Opportunity Employer and all applicants will be considered without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status.

#ZR

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 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you 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:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

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 www.dol.gov/ofccp.

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.