Vice President, People & Culture

The Vice President, People & Culture at Curaleaf is responsible for serving as a strategic partner, aligning group needs with organizational priorities. This includes developing P&C strategies that enhance performance, managing employee relations, overseeing performance management processes, and ensuring a robust culture. The role also involves leading change management initiatives and analysing key HR metrics to inform solutions and workforce strategies.

To be considered for the Vice President, People & Culture role at Curaleaf, candidates should have a Bachelor’s degree in HR or related field and at least 10 years of HR leadership experience, particularly in executive partnership, employee relations, and performance management. Additionally, experience managing teams and projects as an HR Business Partner for a minimum of 5 years is essential.

Important skills for the Vice President, People & Culture position at Curaleaf include strong leadership and change management abilities, excellent communication and interpersonal skills, and advanced proficiency in MS Office applications, especially Excel. Candidates should also possess adaptability and agility to thrive in a fast-paced environment.

The Vice President, People & Culture role at Curaleaf includes a significant travel requirement, with expected travel of up to 60-80%. This travel will enable you to engage with teams and stakeholders across different locations, fostering a strong workplace culture and enhancing communication throughout the organization.

Curaleaf is dedicated to career growth for its employees, including the Vice President, People & Culture position. Employees will have access to competitive pay and benefits, comprehensive training programs, and a supportive environment that encourages personal and professional development.

To enhance employee culture as the VP of People & Culture, I would focus on understanding current team dynamics, soliciting employee feedback, and implementing initiatives that promote engagement and inclusivity. This includes developing recognition programs and facilitating inter-departmental collaborations to strengthen team relationships.

In my previous roles, I've led performance management initiatives that emphasized continuous feedback and set clear expectations. I believe in using data-driven approaches to assess employee performance and support their development through tailored growth opportunities, ensuring alignment with organizational goals.

To ensure diversity and inclusion, I would implement hiring practices that actively seek diverse candidates, provide training on unconscious bias, and create an inclusive work environment where all employees feel valued and heard. Measuring the effectiveness of these strategies through employee surveys and key metrics would also be essential.

In managing change during restructures, I would prioritize transparent communication to explain the rationale behind changes and involve employees in the transition process. Collaborating with leaders to provide training and support ensures everyone feels equipped to adapt effectively to new roles and responsibilities.

Important metrics for analyzing HR effectiveness include employee engagement scores, turnover rates, diversity statistics, and time-to-fill job vacancies. By regularly reviewing these metrics, I can identify areas for improvement and develop strategic action plans based on data-driven insights.

A successful talent development program I implemented involved a mentorship initiative that paired junior staff with senior leaders. This not only enhanced individual skills but also strengthened organizational relationships, retaining high performers who felt supported and valued in their development journey.

Communication is paramount in HR leadership; it ensures clarity of expectations and fosters trust between employees and management. I prioritize open dialogue by holding regular team meetings, creating feedback channels, and encouraging transparent conversations around various HR policies and initiatives.

I stay updated with the latest HR trends through continuous learning, attending industry conferences, participating in webinars, and subscribing to relevant HR publications. Networking with other professionals in the field also provides valuable insights into emerging practices and technologies.

Past HR challenges taught me the importance of agility and resilience. For instance, navigating a major downsizing required swift action to communicate the changes empathetically. I facilitated support sessions for affected employees, which helped maintain morale and trust among remaining staff.

I want to work as the Vice President, People & Culture at Curaleaf because I resonate with the company’s commitment to innovation and corporate social responsibility. Being part of a team that is transforming the cannabis industry while fostering a positive employee experience excites me, and I see a meaningful opportunity to contribute to this mission.