Human Resources (HR) Manager

King City Gardens•Cincinnati, OH

1d•Hybrid

About The Position

The HR Manager leads the people function at King City Gardens, owning the full employee lifecycle across licensed cannabis cultivation and retail operations and directing the work of the HR Generalist and broader HR team. Reporting to the Director of HR, this role sets HR strategy and process for recruitment, credentialing, employee relations, workplace investigations, and offboarding, while serving as the senior HR point of escalation for managers and leadership. Compliance with Ohio Division of Cannabis Control (DCC) requirements, Ohio Administrative Code 1301:18, and applicable employment law is woven into every facet of this position.

Requirements

Must be 21 years of age or older.
Bachelor's degree in Human Resources, Business Administration, or a related field required; equivalent progressive HR experience considered in lieu of degree.
Minimum 5–7 years of progressive HR experience, including at least 2 years in a supervisory or people-management capacity, preferably in cannabis, healthcare, agriculture, or another regulated industry.
Retail HR experience strongly preferred, to support the staffing, scheduling, customer-facing conduct standards, and day-to-day people needs of the dispensary function.
Demonstrated experience leading or overseeing workplace investigations, including complaint intake, evidence gathering, structured interviews, and written findings.
Experience directly managing or mentoring HR staff, setting priorities, and reviewing their work product.
Strong working knowledge of federal and Ohio employment law (FLSA, ADA, FMLA, Title VII, EEO, at-will doctrine), with the judgment to apply it to novel situations.
Ability to pass all required background checks and obtain an Ohio DCC cannabis employee credential.
Proficiency with HRIS systems, ATS platforms, and Microsoft Office Suite (Word, Excel, Outlook).
Exceptional written and verbal communication; ability to handle sensitive matters with discretion and professionalism, and to advise leadership with confidence.

Nice To Haves

SHRM-CP/SHRM-SCP, PHR/SPHR, or equivalent HR certification.
Formal training or certification in workplace investigations (e.g., AWI, HRCI, SHRM investigation courses).
Familiarity with Ohio Administrative Code 1301:18 and the METRC compliance environment (awareness level).
Prior experience managing DCC employee credentialing or comparable state-issued licensing programs.
Bilingual English/Spanish communication skills are a plus.

Responsibilities

Own full-cycle recruitment strategy for cultivation, production, packaging, retail, and administrative roles—from workforce planning through signed offer letter—directing the HR Generalist's day-to-day execution.
Ensure I-9 employment eligibility verification is administered in strict compliance with federal law across all sites.
Oversee Ohio DCC background screening and employee credentialing for all new hires; own the credential-status tracking system and escalate expiration risk to leadership.
Design and govern structured onboarding programs that include regulatory compliance orientation, METRC seed-to-sale awareness, and Ohio Administrative Code 1301:18 overview.
Partner with department leads and site management to ensure role-specific safety and SOP training is completed before unsupervised duties begin.
Serve as the senior trusted, confidential resource for employee concerns, questions, and workplace issues, and as the point of escalation beyond the HR Generalist.
Coach and train managers through performance improvement plans (PIPs), corrective actions, and disciplinary processes consistent with Ohio employment law and company policy.
Direct stay-interview and exit-interview programs; synthesize turnover data into actionable retention strategy presented to the Director of HR and leadership.
Own the strategy for an equitable, respectful, and psychologically safe work environment across all departments and shifts.
Supervise, mentor, and set priorities for the HR Generalist and any additional HR team members, including performance management and professional development.
Lead or oversee thorough, impartial investigations into allegations of harassment, discrimination, workplace misconduct, policy violations, and interpersonal conflict, including the most sensitive or high-risk cases.
Set investigation methodology and quality standards; review investigation plans, evidence handling, and structured interviews conducted by the HR Generalist.
Prepare and approve clear, objective investigation reports with findings and recommended remedial action; present conclusions to the Director of HR and executive leadership.
Ensure all investigations comply with federal and Ohio employment law, DCC regulatory requirements, and company investigation protocols.
Serve as the primary liaison with legal counsel when allegations carry legal exposure or require escalation.
Own corrective-action follow-through post-investigation and track outcomes to identify systemic patterns requiring policy or training intervention.
Own recordkeeping standards for accurate, confidential personnel files including DCC credential documentation, training certifications, and disciplinary records.
Ensure HR policies, job descriptions, offer letters, and employment agreements comply with Ohio cannabis regulations and applicable federal and state law (FLSA, ADA, FMLA, EEO, OSHA).
Own the DCC employee license renewal tracking process and ensure timely communication to employees and supervisors.
Develop, update, and own distribution of HR policies, employee handbooks, and SOPs in coordination with the Director of HR.
Lead HR's response to DCC regulatory inspections and internal audits, ensuring accurate, organized records are produced on request.
Own benefits strategy and vendor relationships; oversee enrollment, changes, and terminations, with the HR Generalist handling employee-facing questions.
Partner with payroll leadership to ensure accurate processing of timekeeping, wage changes, and employment status updates.
Oversee leave administration including FMLA, Ohio-mandated leave, and company leave of absence policies, resolving escalated or complex cases.
Direct mandatory compliance training programs including DCC regulatory updates, anti-harassment, workplace safety, and investigation-awareness programs.
Own training completion reporting across all departments; drive closure of gaps with department leadership and the Director of HR.
Build manager capability through HR best practices, coaching frameworks, and professional development programs; develop the HR Generalist's skills directly.