Director of Human Resources, People Services

Brief Description

About the Role

The Director of Human Resources is the senior HR leader whose role blends strategic vision with hands-on execution, driving people programs that support growth, engagement, and compliance across multiple locations. Acting as a proactive partner to management, the Director designs programs that elevate the employee experience, builds pipelines for future talent, and strengthens relationships with both employees and external partners to ensure workforce needs are met today and into the future. The responsibilities below capture the core of this role, but as Glass House Brands grows quickly, your scope may evolve to match new opportunities and business needs.

Key Responsibilities

Strategic Leadership & Business Partnership

• Serve as a proactive HR partner to leadership teams, anticipating workforce needs and co-creating solutions.
• Design and implement site-specific HR programs (e.g., recognition, engagement, safety culture, training) aligned with company values and operational goals.
• Provide guidance to leadership on organizational design, performance, and change management.
  
  

Talent & Workforce Development

• Lead talent profiling to identify employee strengths, development opportunities, and future leaders.
• Lead performance management strategies, including goal setting, feedback practices, and development planning to strengthen individual and organizational performance.
• Drive succession planning, career pathing, and leadership development initiatives across farm and manufacturing locations.
• Partners with HR Managers/team and hiring managers to ensure staffing needs are met with high-quality candidates.
• Build strong partnerships with local colleges, trade schools, and community programs to create pipelines for new hires and interns; represent the company at job fairs, career days, and workforce events.
• Collaborate closely with third-party talent agencies and workforce vendors to support farm and manufacturing hiring needs, cultivating long-term vendor relationships to ensure responsiveness and quality.
• Oversee tailored onboarding and training programs to enhance retention and employee growth.
  
  

HR Team Leadership

• Directly manage HR Managers and HR Business Partner providing mentorship, coaching, and development.
• Foster consistency, professionalism, and cross-training across HR practices.
• Ensure the HR team is a visible, trusted resource for employees and managers.
• Ensure the HR team represents one voice and consistent messaging across all sites and communications.
• Guide the HR team in documenting and improving processes, ensuring clarity, alignment, and scalability.
• Drive simplification, automation, and continuous improvement of HR processes to support operational excellence.
  
  

HR Compliance

• Lead and guide leaders through difficult people decisions, including investigations, performance management, and separations, strengthening management capability while protecting company culture and compliance.
• Ensure compliance with all federal, state, and local employment laws, with particular expertise in California regulations.
• Lead HR metrics, audits, and reporting to inform decision-making and continuous improvement.
• Partner with safety teams to promote a proactive culture of compliance and well-being.
  
  

Skills

• Strong communicator and collaborator, with the ability to build trust across teams.
• Strong business acumen, problem-solving and strategic thinking abilities.
• In-depth knowledge of labor laws and HR best practices.
• Ability to maintain confidentiality and handle sensitive information with discretion.
• Able to work independently and in a team environment.
• Ability to maintain a positive attitude.
• Ability to influence and build strong relationships with senior leaders.
• Strong organizational and time-management skills.
  
  

Personal Attributes

• High integrity and ethical standards.
• Ability to navigate complexity and ambiguity with confidence.
• A proactive, results-oriented approach.
• Strong commitment to fostering an inclusive workplace.
  
  

Education & Experience

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred; equivalent combination of education and extensive HR leadership experience will be considered.
• 8–12 years of progressive Human Resources experience, including leadership roles supporting multi-site operations (preferably in manufacturing, agriculture, retail, or similarly complex environments).
• Proven experience partnering with senior leadership to drive organizational effectiveness, talent strategies, and workforce planning.
• Demonstrated success leading and developing HR teams, with a focus on building scalable processes and strong business partnerships.
• Strong working knowledge of federal and California employment laws and regulations.
• Experience working with hourly, high-volume, and/or field-based workforces, including partnership with third-party labor vendors or agencies.
• Experience supporting agricultural, cultivation, or farm-based operations, including familiarity with farm labor contractor (FLC) environments, is strongly preferred.
• Experience in fast-paced, high-growth environments with evolving structures and priorities is strongly preferred.
• Professional HR certification (e.g., SHRM-SCP or HR Certification Institute SPHR) is a plus.