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Schwazze · 9 hours ago

Regional Manager, People Relations & Culture

Denver, CO

Full-time

Hybrid

Senior Level, Lead/Staff

$115K/yr - $130K/yr

8+ years exp

Schwazze is a purpose-driven, vertically integrated cannabis operator focused on building a leading seed-to-sale company. The Regional Manager, People Relations & Culture will be responsible for setting the standard for employee relations excellence and cultural consistency across Colorado and New Mexico, while leading a team of People & Culture Business Partners.

CannabisConsulting

Responsibilities

Lead, coach, and develop a team of People & Culture Business Partners, ensuring consistent, high-quality partnership across all assigned regions and functions

Establish and maintain standards of excellence for ER case handling, documentation quality, leader guidance, and communication practices

Provide real-time coaching, case review, and professional development to continuously elevate Business Partner capability and judgment

Align team priorities to enterprise needs, ensuring consistency across states, locations, leaders, and employee populations

Foster a culture of accountability, collaboration, and values-driven leadership within the People & Culture team

Ensure strong alignment and collaboration between People Operations, Training & Development, and the Business Partner team to deliver cohesive people practices, shared resources, and consistent messaging

Serve as the senior escalation point for all complex or high-risk employee relations matters, ensuring timely, fair, and legally defensible outcomes

Review, edit, and approve termination documentation, corrective actions, investigation summaries, and related materials to ensure accuracy, consistency, and alignment with company standards

Own the oversight and integrity of the ER Tracker, ensuring accurate categorization, thorough documentation, and actionable data

Act as the escalation partner for ADA matters, sensitive investigations, workplace conflicts, and policy interpretation

Generate separation agreements and partner with legal counsel as needed for sensitive or high-risk exits. Analyze ER trends, hotspots, and systemic issues, proactively advising the Vice President, People & Culture on risk mitigation, training needs, and policy or practice improvements

Design and execute culture strategies that reinforce core values, psychological safety, trust, and connection across the organization

Partner with leaders to strengthen communication quality, engagement, and clarity of expectations

Guide Business Partners and leaders in delivering consistent employee journey experiences from onboarding through development, performance management, and exit

Partner closely with Training & Development to identify learning needs surfaced through ER trends, turnover analysis, field observations, and culture gaps, ensuring training directly supports behavioral and cultural expectations

Collaborate with Training & Development and People Operations to align onboarding, communications, and culture-building initiatives across retail, cultivation, distribution, and corporate environments

Lead people-side change management efforts, ensuring clarity, stakeholder alignment, and adoption during organizational shifts

Act as a visible culture ambassador, modeling values-driven leadership in decisions, coaching, and day-to-day interactions

Maintain regular field presence across Colorado and New Mexico through site visits with retail, cultivation, distribution, and corporate teams

Build strong, trusted relationships with leaders and employees by understanding operational realities, constraints, and cultural dynamics firsthand

Represent People & Culture in key operational meetings, leadership forums, and site-level engagements

Partner with operations leaders to anticipate people risks, workforce needs, and opportunities to strengthen culture and performance

Support due diligence and integration planning for acquired teams, including culture alignment, communication strategy, and organizational mapping

Partner with leaders and Business Partners to onboard acquired employees into Schwazze’s culture, expectations, and values

Ensure consistent adoption of policies, ER processes, and values-aligned behaviors across newly acquired operations

Provide leadership coaching and culture integration guidance to minimize disruption, build trust, and support retention during transitions

Qualification

Employee relations expertiseHRIS proficiencyM&A integration experiencePeople leadershipOrganizational change managementData reporting skillsJudgmentProfessional maturityCommunication skillsDetail-orientedCollaboration skills

Required

Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field required

8-10 years of progressive HR or People & Culture experience, including multi-site leadership and field-based partnership

Deep expertise in employee relations, including investigations, corrective action, ADA accommodation, termination processes, and defensible documentation

Demonstrated experience developing, mentoring, and elevating HR or People & Culture Business Partners

Proven capability in culture leadership, organizational change, and building credibility with leaders and frontline teams

High proficiency in HRIS, data reporting, and ER case management or tracking tools

Strong cross-functional partnership skills, with the ability to collaborate effectively with Training & Development, People Operations, Legal, and business leadership

Exceptional communication, judgment, and professional maturity

Highly detail-oriented with strong organizational skills and the ability to manage complex, concurrent priorities

Demonstrated commitment to high excellence, continuous improvement, and people-first leadership

Ability to obtain and maintain an active Marijuana Enforcement Division (MED) badge in the state of Colorado