Vice President of Talent

As the Vice President of Talent at Curaleaf, you'll oversee talent acquisition, management strategies, and development initiatives that align with our business goals. You'll also lead performance management initiatives, design leadership development programs, and drive diversity, equity, inclusion, and belonging (DEIB) efforts to create a high-performance culture.

The ideal candidate for the Vice President of Talent at Curaleaf should have 10+ years of experience in talent acquisition and management, strong leadership skills, and expertise in change management. A Master's degree in Human Resources, Organizational Development, or a related field is preferred, alongside a proven track record in managing talent strategies.

Curaleaf fosters a people-first culture that is fast-paced and dynamic, focused on continuous improvement and career development. As the Vice President of Talent, you will be a key driver in establishing an inclusive workplace, ensuring that diverse voices are heard and valued throughout our organization.

At Curaleaf, we provide competitive pay and benefits, including health, dental, and vision insurance, generous PTO, a 401(K) plan, life insurance, and opportunities for career advancement. Additionally, you'll be participating in an organization that is committed to corporate social responsibility and community engagement initiatives.

Candidates should prepare to showcase their experience in talent acquisition and management strategies, discuss their leadership style, and demonstrate a clear understanding of creating DEIB initiatives. Being able to share past successes in fostering a high-performance culture will be beneficial during the application process.

I have successfully developed and implemented strategies to attract top talent in high-growth settings, focusing on innovative recruitment methods and ensuring a seamless candidate experience.

I prioritize DEIB by implementing programs that foster an inclusive workplace, ensuring diverse candidate slates in recruitment, and establishing mentorship programs that support underrepresented groups.

I analyze metrics such as time-to-fill, candidate quality, turnover rates, and diversity ratios, using this data to optimize recruitment strategies continually.

I design leadership development programs that include mentorship, coaching, and succession planning, ensuring we have a strong bench of future leaders aligned with our company’s vision.

I collaborate with business leaders to understand their staffing needs and challenges, aligning talent strategies with overall organizational objectives to drive performance.

I believe in delivering feedback with sensitivity and clarity, focusing on development opportunities while ensuring to listen actively to the employee’s perspective.

I adopt a coaching style of leadership, empowering my team with the autonomy to make decisions while providing support and guidance in their development.

I regularly leverage analytics to identify trends and optimize our recruitment process, such as focusing on candidate sourcing channels that yield the best fit for our culture.

I prioritize open communication and consistent feedback with recruiting partners to establish trust and ensure alignment on our hiring needs and expectations.

I encourage regular feedback and team discussions to identify areas of improvement, promoting a learning culture that values innovation and adaptability in our talent strategies.