Human Resources Business Partner

FarmaceuticalRX•Cincinnati, OH

15d•Hybrid

About The Position

The Human Resources Business Partner (HRBP) serves as the primary HR partner for assigned Ohio business units, providing strategic and operational HR support to leaders and team members. The HRBP partners closely with Executive Leadership and General Managers to drive talent acquisition, employee development, performance management, compliance, employee relations, and organizational effectiveness. This role serves as a trusted advisor, leadership coach, and change agent while ensuring compliance with company policies, Ohio employment laws, and Ohio Division of Cannabis Control (DCC) regulations.

Requirements

Must be excited to travel weekly to regional business units.
Must be willing to use your own vehicle for weekly travel. Mileage is reimbursed at the IRS standard rate $0.725 per mile (2026).
Bachelor's degree in Human Resources, Business Administration, or related field preferred; equivalent experience considered.
Strong proficiency with modern office productivity platforms and business applications, including Google Workspace, Microsoft 365 (Excel, Word, Teams, SharePoint, Forms), HRIS platforms, applicant tracking systems (Jazz HR, Indeed), and spreadsheet-based data management. Ability to quickly learn new software is essential.
5+ years of progressive Human Resources experience, including employee relations, leadership coaching, performance management, and talent acquisition.
Experience partnering directly with operational leadership across multiple business locations.
Strong knowledge of federal and state employment laws and HR best practices.
Experience with HRIS systems, applicant tracking systems, and learning management systems.
Ability to influence leaders, manage conflict, and build strong working relationships.
Experience in the cannabis, retail, and manufacturing industries is preferred but not required.
Working knowledge of safe work practices (OSHA, etc.) for all functions in a grower processor plant is preferred.
Must be able to pass the state mandated background check.
Excellent knowledge of employment law and other governmental requirements related to human resources.
Demonstrated business acumen of HR KPIs; using data to drive continuous improvement.
Excellent business communication and presentation skills.

Nice To Haves

Experience in the cannabis, retail, and manufacturing industries is preferred but not required.
Working knowledge of safe work practices (OSHA, etc.) for all functions in a grower processor plant is preferred.

Responsibilities

Manage full-cycle recruitment for Ohio operations, including candidate sourcing, screening, interview coordination, and hiring.
Review applications, conduct candidate screenings, and maintain detailed interview notes within JazzHR.
Partner with hiring managers to identify staffing needs and develop effective recruiting strategies.
Prepare and distribute offer letters while copying the HR Generalist, Director of Human Resources, and Payroll Department.
Train General Managers on interviewing best practices and participate in interviews as needed to ensure hiring consistency and quality.
Oversee onboarding activities for all newly hired employees within assigned Ohio locations.
Administer Ohio-specific compliance training, including Ohio Automated Rx Reporting System (OARRS) requirements and Seed Talent learning management assignments.
Coordinate benefit enrollment and educate employees on available benefit offerings.
Train new employees on WURK, including timekeeping, self-service functions, and payroll procedures.
Ensure completion and accuracy of employment documentation, including I-9s, W-4s, and employee records within WURK.
Maintain accurate HR documentation while ensuring compliance with company policies and state regulations.
Serve as the primary HR advisor to managers regarding employee relations matters.
Provide coaching and guidance on disciplinary actions, corrective action documentation, and performance management.
Facilitate and resolve routine employee relations concerns while escalating complex or high-risk matters to the Director of Human Resources when appropriate.
Review and co-sign termination requests with the Director of Human Resources prior to implementation.
Conduct exit interviews for voluntarily separating employees and identify trends impacting employee engagement and retention.
Serve as a strategic HR partner to Executive Leadership while mentoring and coaching General Managers.
Develop career pathway programs.
Drive employee engagement across all business unit levels, including processing employee inquiries and providing employee relations support in a timely manner and in a way that reflects the culture.
Develop and execute initiatives to promote a culture that reflects HEART core values of Hard Work, Excellent Customer Service, (positive) Attitude, Respect, and Teamwork and build a culture that lives by the operating principals of Fast, Fresh, Full, Friendly, Fair, and Clean.
Advise and support team leaders on various topics, including employment law and government regulations, performance management, team morale, and various policies (e.g., FMLA, ADA, workers' compensation, etc.)
Lead organizational change initiatives by coordinating communication, implementation, and leadership training.
Maintain awareness of market-driven compensation trends in the industry.
Coordinate and facilitate training sessions and seminars, facilitating training when needed.
Conduct quarterly on-site business unit evaluations to assess operational effectiveness, business unit culture and organizational cohesion, policy adherence, and consistency.
Ensure compliance with company policies, Ohio employment laws, and Ohio Division of Cannabis Control (DCC) regulations.
Monitor HR processes to identify compliance risks and recommend corrective actions.
Partner with leadership to improve organizational culture, efficiency, engagement, and workforce retention.
Provide Executive Leadership and management with recommendations regarding organizational structure, staffing, succession planning, and retention strategies.
Identify areas where policy requires improvement to better serve the organization, propose solutions, develop initiatives, and implement change.
Identify opportunities to improve leadership effectiveness, employee engagement, and workplace culture.
Support strategic HR initiatives that align with organizational objectives and business growth.
Perform additional duties as assigned to support efficient, compliant, and employee-focused operations.