Job details

Director, Compensation and Benefits

At TerrAscend, we are on a mission to shape the future of the cannabis industry by creating leading marijuana-based therapies for patients and developing premium products for legalized adult recreational use. We are one of the largest and fastest growing multi-state, vertically integrated cannabis operators in North America. We’re on a roll and are just getting started!

It’s a Joint Effort

We believe that How We Work Together Matters. Our priority is to assemble a team that believes not just in what we do but how and why we do it. Our most successful team members know that being of service to our patients, our customers, and each other is what separates us from other organizations. Our continued success is dependent upon bringing together the brightest minds in business with best-in-class cultivation and elevated patient and customer experiences, so we continue to set the standard for the industry.

Sound like weed be a good fit? Here’s where you come in.

Our next Director, Compensation and Benefits will lead TerrAscend’s enterprise-wide Total Rewards strategy focusing on the benefits and compensation programs across our business units in Canada, California, Michigan, Pennsylvania, New Jersey, and Maryland. Reporting to the Chief People and Culture Officer, this individual will play a pivotal role in defining and driving all of compensation and benefits across TerrAscend.

One minute you will be working to align our business units under one cohesive compensation strategy.

The next minute meeting with internal stakeholders to make critical decisions on our annual benefits and wellness program offerings.

And the next minute preparing equity reports for a Compensation Committee meeting.

Regardless of the task, it’s critical you have strong situational awareness and EQ as you’ll work with diverse stakeholders across the organization

Where you'll be planted:

Hybrid role that requires 1-2 days per week in our King of Prussia, PA office. Some travel requirements as-needed to visit our grow & processing sites in our current markets.

To be blunt, this person will:

Directs, designs, and plans compensation policies, objectives, and initiatives and recommends changes that are cost-effective and consistent with compensation trends (fair, equitable and attractive) and corporate objectives.
Oversees collection of wage, salary, and incentive survey data to ensure company compensation programs and objectives are competitive inside and outside of the Cannabis industry.
Plans and administers long and short-term equity programs and executive reward programs that drive company performance and comply with applicable laws and regulations.
Leads the annual salary review process in conjunction with departmental heads.
Provides direction for total compensation of (newly created) salaried roles.
Further enhances and streamlines the company’s salary bands, job titles and job levels. Works closely with the HRIS team to ensure these salary bands, job titles and job levels are captured in the HRIS system and are accurate and up to date.
Oversees role or job (level) changes for salaried roles to ensure alignment with the company’s compensation structure.
Supports the Chief People and Culture Officer with information required for the Compensation Committee of the Board of Directors and the annual proxy statement.
Reviews and analyzes the benefits market to determine employee needs, trends, regulations, and practices, and develops competitive programs and services to meet company goals.
Evaluates and analyzes the results of the programs and services regularly and systematically; reports these results to the Chief People and Culture Officer, The Chief Financial Officer in addition to other management reporting such as but not limited to benefit loss and claims control.
Plans and directs the implementation and administration of benefits programs designed to ensure employees against loss of income due to illness, injury, or retirement.
Directs preparation and distribution of written and verbal information to inform employees of benefits programs such as insurance plans, pension plans, 401(k), life and special employer-sponsored plans.
Directs the Compensation and Benefits department, the broader Human Resources function and other support functions in providing benefits related customer service, presenting information records, and processing claims.
Actively looks for process improvement, system updates and communication opportunities to increase internal customer satisfaction and employee engagement.
Manages the relationship with consultants and benefits providers together with the appropriate internal resources.
Prepares and monitors the Benefits budget within the Human Resources department.

What We’re High On... We value diverse skillsets, talents, and experiences. To be successful in this role, we know you’ll need:

Bachelor’s degree in business, human resources, or related field highly preferred.
8+ years of progressive experience in Compensation and Benefits.
3+ years of managing a team of benefits and compensation professionals.
Experience supporting international publicly traded organizations with differing state/country regulations around Compensation and Benefits highly preferred.
SHRM Certified Professional (SHRM-CP) or Senior Certified Professional (SHRM-SCP) and certified compensation professional credentials preferred.
Start-up and/or early-stage company work experience highly preferred, preferably in the Cannabis industry.
Ability to work cross-functionally and drive trust and rapport with departmental and executive leadership.

Benefits (Full-Time Employees eligible):

Employee Discount (all employees eligible)
Paid Time Off
Health, vision, and dental insurance (with telehealth option)
401k with 4% company matching (100% vested immediately)
Employee Assistance Program
Paid Parental Leave
Life Insurance
Short & Long Term Disability

*** Background Check Requirement ***

As a condition of employment, a complete background investigation will be conducted based on the rules of the specific State in which the employee is hired. Typically, the state investigative process includes a state and federal background check.

EEO Statement

At TerrAscend, employees and applicants are evaluated based on their qualifications, skills, and ability to perform the duties and responsibilities of the position. TerrAscend is committed to assuring equal employment opportunities to all employees and applicants.

TerrAscend is an equal opportunity employer. In accordance with applicable law, we prohibit discrimination based on race, color, religion, creed, gender, pregnancy or related medical conditions, age, national origin or ancestry, physical or mental disability, genetic information, sexual orientation, to include gay, lesbian, bisexual, transgender and gender identity, or any other consideration protected by federal, state or local laws. Our commitment to equal opportunity employment applies to all persons involved in our operations and prohibits unlawful discrimination by any employee, including supervisors and coworkers.

Disclaimer

This job description is not an employment agreement or contract. Management has the exclusive right to alter this job description at any time without notice. The list of job responsibilities, skills, duties, requirements, and the like is not exhaustive, rather it is illustrative of the current essential functions required for the position.

This organization participates in E-Verify.

This employer participates in E-Verify and will provide the federal government with your Form I-9 information to confirm that you are authorized to work in the U.S. If E-Verify cannot confirm that you are authorized to work, this employer is required to give you written instructions and an opportunity to contact Department of Homeland Security (DHS) or Social Security Administration (SSA) so you can begin to resolve the issue before the employer can take any action against you, including terminating your employment. Employers can only use E-Verify once you have accepted a job offer and completed the Form I-9. E-Verify Works for Everyone For more information on E-Verify, or if you believe that your employer has violated its E-Verify responsibilities, please contact DHS.

Esta Organización Participa en E-Verify.

Este empleador participa en E-Verify y proporcionará al gobierno federal la información de su Formulario I-9 para confirmar que usted está autorizado para trabajar en los EE.UU.. Si E-Verify no puede confirmar que usted está autorizado para trabajar, este empleador está requerido a darle instrucciones por escrito y una oportunidad de contactar al Departamento de Seguridad Nacional (DHS) o a la Administración del Seguro Social (SSA) para que pueda empezar a resolver el problema antes de que el empleador pueda tomar cualquier acción en su contra, incluyendo la terminación de su empleo. Los empleadores sólo pueden utilizar E-Verify una vez que usted haya aceptado una oferta de trabajo y completado el Formulario I-9. Para más información sobre E-Verify, o si usted cree que su empleador ha violado sus responsabilidades de E-Verify, por favor contacte a DHS.

Statement on External Recruiting Agencies

TerrAscend and all affiliates do not accept blind resume submissions from external recruiting agencies. No fee will be paid to agencies who submit candidates without being under contract for an active search with TerrAscend.