Sr. People & Culture Partner - job 1 of 5

The primary responsibilities of a Sr. People & Culture Partner at Curaleaf include providing expert HR guidance across operations and retail locations, implementing policies and procedures, enhancing employee engagement, and fostering a supportive work environment. You'll collaborate with various departments to ensure alignment with company culture while using metrics to influence decisions effectively.

To qualify for the Sr. People & Culture Partner position at Curaleaf, candidates need a minimum of 6 years of progressive HRBP experience. Additionally, an understanding of supporting hourly workers and experience in partnering with mid-level managers is essential. Exceptional employee investigation skills and the ability to use data effectively are also crucial for this role.

Curaleaf is committed to the professional growth of its team members, including Sr. People & Culture Partners. The company offers career growth opportunities, competitive benefits, and a culture that encourages continuous learning and involvement in community initiatives, ensuring that employees can develop their skills and advance in their careers.

Curaleaf seeks a Sr. People & Culture Partner who is proactive, passionate about enhancing employee satisfaction, and skilled in building strong teams. Knowledge of HR strategies that support a diverse workforce within a cannabis environment is a key quality, along with the ability to foster an inclusive culture that aligns with our corporate values.

Curaleaf offers a comprehensive benefits package for Sr. People & Culture Partners, which includes competitive pay, health benefits like dental and vision, generous PTO, a 401(K) retirement plan, life insurance, and community involvement initiatives. This commitment to employee well-being emphasizes their value within the organization.

When answering this question, outline your relevant experience in HR, highlighting specific instances where you partnered with management to resolve employee issues or enhance engagement. Be prepared to discuss metrics you've used to make strategic decisions.

Discuss specific engagement strategies you've implemented in past roles, such as recognition programs, feedback mechanisms, or team-building activities. Relate these strategies to their positive outcomes on workforce morale and productivity.

Describe your conflict resolution process, emphasizing your ability to listen, mediate, and find solutions that benefit both the employees and the organization. Provide an example where you successfully resolved a conflict.

Explain how you leverage data and HR metrics to identify trends, understand employee needs, and inform strategic decisions. Provide an example of a time when data influenced a significant HR initiative.

Share your thoughts on diversity and inclusion, emphasizing the value it brings to workplace culture, innovation, and employee satisfaction. Discuss any initiatives you’ve been involved with that support these values.

Discuss your knowledge of labor laws and how you incorporate compliance into HR policies and training programs. Mention specific strategies you use to stay updated on changes in legislation as well.

Provide a concrete example of a successful cultural initiative you've led or participated in. Focus on how it positively impacted employee morale or company performance.

Talk about your role in promoting employee development through training, mentorship, or performance reviews. Provide examples of how you've partnered with management to identify and develop talent.

Explain your approach to conducting employee assessments, addressing the methods you use to gather feedback and the criteria for evaluating performance. Emphasize the importance of having honest conversations during this process.

Reflect on Curaleaf’s mission and values, discussing what resonates with you personally. Share your excitement about the opportunity to influence positive change in a thriving organization within the cannabis industry.