The Role

The Human Resource Business Partner is a critical role on Green Thumb’s People Team. This role will be based in Minnesota and support the local dispensary teams. Ths Human Resource Business Partner supports our objectives and our talent to scale our rapid growth. This role is accountable for the execution and delivery of HR programs and solutions to the dedicated retail location and ensure service delivery excellence. They will work in partnership with the Regional HRBP for the market in identifying talent and development needs for the local employee population and communicating proactively with the Retail Leadership team to develop integrated solutions that reflect the business objectives of the organization.

Our ideal candidate will possess strong working knowledge of traditional human resources functions, including employee relations, talent and performance management, compliance, employment law, and generalist capacity of benefits, leaves, and recruitment, but most importantly, can apply them with a progressive approach. You are an extension of the local team and the initial point of contact for all employee and personnel issues (supporting a majority non-exempt and hourly population). You are deliberate and thoughtful in your approach to partnering with your business leaders but still acting as a confidant to employees to create a high-performing, engaged team and culture. You are pragmatic, a leader, and, most importantly, someone who enjoys the high-touch approach and is thrilled with non-stop action.


  • People Liaison: You are the key liaison between the People team, the Retail HRBP team, and Retail Leadership. Additionally, you are the key to communicating the respective business changes as it applies to our internal People team functions, payroll, benefits, and recruitment within your business unit.
  • Culture Consigliore: As a member of the People team, you are part of the heartbeat of Green Thumb; you will assist in how to scale and enhance our culture as it relates to employee engagement and becoming a best place to work in the cannabis industry.
  • Employee Relations: Serve as a confidential resource to the business unit employees and managers whether it be handling and escalating any employee relations issue in partnership with the People team and in-house/outside counsel. You can confidently advise the business leaders by collecting and compiling applicable information especially as it relates to formal investigation process.
  • Employment Law and Leave Policies/Administration: Well-versed in federal and state employment law and fluent in leave policies and administration for our employees and liaising with our Total Rewards team. Must be able to understand overarching laws and help our employees understand their role in ensuring legal and internal policy compliant leaves.
  • Program Development and Process Improvement: Bring innovative thought to the creation, planning, roll-out and the maintenance of programs and processes for a consistent and scalable approach especially from your lens being based within our retail footprint.
  • Talent and Performance Management: Partner with business leaders and applicable HRBPs to make recommendations to maximize our team’s performance whether it’s developing and defining career paths/opportunities, engagement, talent development and succession planning, and performance evaluations.
  • Relationship Management: Create and maintain strong and trusting relationships across the organization; partner cross-functionally with the Retail management and leadership team, internal People team to ensure that the team can grow, scale, and exceed business objectives.
  • Change Management: Advise, and when necessary, lead in change management initiatives in business units by clearly understanding the strategic move and assisting with a communication plan and presenting recommendations to mitigate risks and ensure success in the change, as it relates to, personnel moves, M&A, or other organizational changes.
  • There will be one-off projects, process improvements, and ability to partner with other centers of excellence, specifically with Payroll & Benefits and Talent Acquisition.


  • Minimum five years of experience as a strategic HR Business Partner experience with employee relations or operating in a strategic business aspect; 
  • SPHR, PHR, SHRM-CP, SHRM-SCP Certification, preferred and hands-on business experience with premier, market-leading companies
  • Experience supporting a retail or high-growth, fast-paced and complex work environment, a plus
  • Experience with large population of hourly employees and providing regional support, a plus
  • Excellent communication skills and demonstrated ability to influence and confidently interface with all levels of the organization
  • Highly motivated, self-directed and passionate about our people and our company but the ability to remain objective, business-oriented, and rational
  • Effective organization and planning skills as well as solid analytical, quantitative and problem-solving skills – our systems and processes are manual and at times, administrative – must be able to keep up with proper documentation, filing and follow-up
  • Demonstrated leadership capabilities and coaching skills
  • Impeccable attention to detail; in fact, include “I am your CANNABEST HR Business Partner” in your cover letter
  • Experience in high-growth and dynamic and national Retail brick and mortar footprint
  • Entrepreneurial and pragmatic
  • Operationally strong, detail obsessed. Sees the big picture and understands how things connect. Must be able to operate at both strategical and tactical levels and appreciates that sorting the details is a requirement
  • Track record of partnering with the leadership team and hands-on execution

Additional Requirements

  • Must pass any and all required background checks
  • Must be and remain compliant with all legal or company regulations for working in the industry
  • Must possess valid driver’s license
  • Must be a minimum of 21 years of age
  • Must be approved by state badging agency to work in cannabis industry


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Voluntary Demographic Questions

For government reporting purposes, we ask candidates to respond to the below race and gender self-identification survey. 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.

As set forth in Green Thumb’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Race & Ethnicity Definitions

Although GTI is not a federal contractor and therefore, not under compliance mandates to report on the percentage of its workforce that is comprised of employees with disabilities or Veterans, we provide applicants and employees with a voluntary option to confidentially self-identify as a person with a disability or a Veteran as a part of our commitment to diversity and inclusion. Identifying yourself as a Veteran or 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.

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