HR Generalist

Vireo Health

HR Generalist

Rock Hill, MO - Full Time

Cannabis Human Resources Generalist

Cannabis HR Generalist

Senior Human Resources Generalist

What You'll Do:

1. 35% Employee Relations and Manager Partnership

• Serve as the primary HR partner for assigned departments and locations.
• Own first-line employee relations cases end to end, including intake, investigation, resolution, and documentation quality.
• Escalate high-exposure, precedent-setting, or legally complex matters to the Senior Human Resources Generalist with a summary of facts and a recommended course of action.
• Coach managers on corrective action, documentation standards, conflict resolution, and consistency.
• Identify recurring employee relations themes and recommend proactive interventions.
• Conduct stay interviews, exit interviews, and targeted listening sessions.
• Reinforce company culture and leadership expectations across assigned teams, and support culture and belonging components of New Hire Orientation.
• Partner with HR leadership on engagement, inclusion, and wellness initiatives.

2. 20% Workforce Health and Performance Execution

• Drive performance management execution across assigned departments.
• Coach leaders on continuous feedback, performance documentation, and corrective action.
• Lead execution of Individual Development Plans and monitor quality and follow-through.
• Support internal mobility conversations and workforce planning execution.
• Ensure 30/60/90-day check-ins occur and provide actionable insights.

3. 20% Recruitment, Onboarding, and Administrative Support

• Serve as the primary point of contact for candidates from verbal offer through start date; Talent Acquisition does not own any part of the process past verbal offer.
• Track Missouri Agent ID (AGT) applications and follow up with candidates to ensure timely completion.
• Hire candidates into Wurk following verbal offer.
• Administer pre-employment and onboarding requirements, including offer paperwork, background checks, and required documentation.
• Coordinate and support New Hire Orientation logistics and administration.
• Own any additional post-offer recruitment and onboarding steps that occur once Talent Acquisition hands the candidate back to Proper HR.

4. 15% Leave Partnership and Absence Support

• Execute the leave lifecycle for the assigned portfolio, including intake, employee and manager communication, documentation, and return to work coordination.
• Support the interactive process for FMLA, ADA, parental leave, personal leave, and workplace absences under the direction of the Senior Human Resources Generalist.
• Escalate eligibility determinations, accommodation analysis, and intermittent or contested leave matters.
• Educate leaders on policy, expectations, and communication standards.
• Coordinate with HR Operations for tracking, documentation, and compliance execution.
• Stay informed on employment law developments and HR best practices, and identify potential compliance risks early.

5. 10% Workforce Insights and Reporting

• Own workforce reporting within assigned departments.
• Analyze employee relations trends, turnover patterns, attendance data, engagement feedback, and performance outcomes.
• Present insights and recommend action plans to operational leaders and HR leadership.
• Maintain accurate, timely HR reporting and submit metric reports on the cadence established by the VP of Human Resources.
• Participate in scheduled one-on-ones with the Senior Human Resources Generalist and contribute to ongoing budget and performance tracking.
• Co-build and co-deliver leadership training in partnership with the HR team, focused on documentation discipline, coaching conversations, risk awareness, and HR best practices.
• Complete assigned professional development coursework within established timelines.

Performance Metrics

• Employee relations resolution timeliness, documentation quality, and reduction in repeat issues.
• Escalation judgment. Matters are raised at the right time, at the right level, with a recommendation attached.
• Leader confidence and HR partnership effectiveness within assigned portfolio.
• Performance management completion rates and Individual Development Plan consistency across assigned departments.
• Compliance alignment and zero documentation gaps on leave cases.
• Accuracy/timeliness/actionability of workforce reporting and trend analysis.
• Workforce insight quality and adoption of recommendations by operational leaders.
• Candidate follow-up timeliness, Agent ID/background check completion, Wurk data accuracy.
• New Hire Orientation readiness and candidate experience quality.
• Leadership training delivery meeting established annual expectations.
• Timely and accurate metric reporting on the cadence established by the VP of Human Resources.

Core Competencies

Role-Specific Expectations

• Demonstrates independent judgment in employee relations and leave matters. Identifies risk, sequences actions correctly, and resolves cases without unnecessary escalation.
• Escalates correctly. Knows what belongs at this level and what belongs with the Senior Human Resources Generalist, and raises it early with a recommendation attached.
• Builds credible, consistent partnerships with assigned leaders by showing up prepared, following through on commitments, and delivering HR support grounded in data and business awareness.
• Drives performance management execution proactively without prompting.
• Translates workforce data into actionable insight rather than raw numbers.
• Maintains documentation discipline across all cases, leave files, and reports. Everything is complete, accurate, and timely without exception.
• Owns the candidate experience end-to-end from verbal offer through start date, including the specific admin pieces - Agent ID, Wurk, onboarding paperwork.

What We're Looking For:

Required:

• Must be at least 21 years of age;
• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent HR experience;
• 2-3 years of experience in Human Resources, Employee Relations, or an HR Generalist role;
• Working knowledge of Missouri employment law, FMLA, ADA, and EEOC standards;
• Strong judgment, communication, organization, and documentation skills;
• Ability to build credible relationships with employees and leaders at all levels;
• Ability and willingness to travel regularly to Proper Brands locations throughout Missouri;
• Must obtain and maintain a Missouri Agent ID.

Preferred:

• SHRM-CP, PHR, or similar HR certification;
• Experience supporting multiple locations or business units;
• Experience in cannabis or another highly regulated industry;
• Experience with employee relations case management platforms.

What Success Looks Like:

Benefits Package:

• Medical, dental, and vision insurance.
• Term life insurance coverage.
• Retirement savings plan.
• Paid time off.
• Holiday pay
• Employee Assistance Program (EAP) for counseling and support.
• Employee discount program.
• Paid parental leave.

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