Sr. HR Business Partner

at  TerrAscend

At TerrAscend, we’re on a mission to elevate the lives of our patients and customers. We cultivate exceptional marijuana therapies for patients and high-quality products for legalized adult recreational use. As one of North America’s largest and fastest-growing multi-state, vertically integrated cannabis operators, we’re at the forefront of innovation and excellence. Together we grow, shaping the future of cannabis. Join us on this exciting journey and be part of something extraordinary!
It’s a Joint Effort
We believe that how we work together truly matters. Our employees are passionate about what we do and how and why we do it. TerrAscend’s most successful team members understand that serving our patients, customers, and each other is what excels our growth. To keep thriving, we continue to bring together the brightest minds in business with best-in-class cultivation and outstanding patient and customer experiences. This is how we continue to set the industry standard.
Sound like weed be a good fit? Here’s where you come in.
The Senior Human Resources Business Partner (HRBP) is responsible for aligning business objectives with employees and management for our employees across the organization. Working closely with the HR Centers of Excellence (COEs), they will support employees and people managers in employee relations, performance management, employee training and development, reward and recognition systems, payroll, benefits & HRIS, employee engagement, and compliance. This position requires regular on-site presence in the respective grow location the HRBP supports.

QUALIFICATIONS

• Bachelor’s Degree in Business or related field required;
• 7+ years of Human Resources generalist experience required;
• Professional experience working with leaders in a large / matrix organization is a plus; ability to work with multiple teams across different locations;
• Ability to build relationships and influence decision making with leadership across the organization;
• SHRM and/or HRCI credentials strongly preferred;
• Ability to regularly work on-site at our King of Prussia office and travel independently between locations as needed;
• Excellent verbal and written communication;
• Able to effectively communicate at all levels of the business;
• Ability to work independently with minimal direction.

DISCLAIMER

This job description is not an employment agreement or contract. Management has the exclusive right to alter this job description at any time without notice. The list of job responsibilities, skills, duties, requirements, and the like is not exhaustive, rather it is illustrative of the current essential functions required for the position.

• Partner with and consult Functional and Business Unit leaders to support HR initiatives for leadership development, performance management, compensation, employee training and development, reward and recognition systems, career pathing, compliance, and employee relations;
• Conduct new hire orientation for corporate employees; assist in creating onboarding plans for new corporate hires as necessary to ensure a smooth start process;
• Help develop, implement, and support HR programs and processes to support overall effectiveness of the TerrAscend business;
• Partner with Organizational Development team to help support employee engagement and retention through various efforts;
• Manage work/performance issues while ensuring legal compliance across employee relations issues such as employee complaints, harassment allegations, leveraging employee abilities and managing risk;\
• Effectively investigate issues, make recommendations, and take appropriate action and or escalate to Employee Relations Manager as needed
• Help to identify areas where training is necessary and partner with Talent Management team in course creation and implementation; support Talent Management in ensuring that employees are participating in required course work;
• Partner with Functional Leaders to identify and address talent development needs, provide support as people managers deploy Individuals Development Plans and Performance Improvement Plans;
• Partner and liaise with Talent Acquisition function to ensure workforce planning, recruiting and hiring strategies are met;
• Conduct exit interviews, analyze trends in turnover, hiring, promotions, separations and grievances to determine support or action needed to adjust unfavorable trends; provide reporting and analysis on turnover trends;
• Support people managers through employee leave of absence processes by serving as a liaison between the employee, Benefits team, and management;
• Other HR and business projects as assigned.