People Operations Manager - Retail

About the Company

Standard Wellness’s mission is to improve quality of life through safe and easy access to cannabis by providing consistent, high-quality product through innovation, vertical integration and aggressive regulatory reform.

We aim to create a new standard in the cannabis industry for quality, care, innovation, and education while still maintaining a focus and conscious understanding of how our decisions within the role effect the social and environmental impact in our community and for our customers. We’re committed to a research-driven, customer-centric approach in all that we do, and we will work to have a lasting positive impact in our community.

Position Summary:

The People Operations Manager for Retail is a key partner in driving a positive, compliant, and high-performing environment across retail locations. This role oversees the employee lifecycle and serves as the primary point of contact for employees and managers, providing guidance on employee relations, performance management, and day-to-day HR needs.

A strong focus is placed on navigating the unique challenges of an operations environment, such as high turnover and variable scheduling, through effective employee relations, performance management, and coaching of both leaders and frontline employees.

This role will serve as a trusted business partner to General Managers, building strong relationships with both leadership and employees to support operational success, drive engagement, and address workforce needs effectively.

Responsibilities:

Employee Relations

• Serve as the primary point of contact for employee relations issues, including conflict resolution, disciplinary actions, grievances, and investigations.
• Conduct thorough and impartial investigations into workplace complaints, ensuring fair and consistent application of company policies and legal compliance.
• Provide guidance and support to managers on addressing employee performance and conduct issues, ensuring appropriate corrective actions are taken.
• Interpret and apply HR policies, procedures, and relevant labor laws (e.g., FMLA, ADA, FLSA) with support from Senior Manager, HR Service Center, to effectively resolve employee relations matters.
• Mediate disputes and facilitate constructive conversations to promote positive working relationships.
• Identify trends in employee relations issues and recommend proactive solutions to leadership.

Performance Management

• Provide support to supervisors in administering and managing performance improvement plans (PIPs).
• Coach managers and employees on effective performance management techniques, including giving and receiving constructive feedback.
• Develop and implement tools and resources to support ongoing performance dialogue and development.
• Assist in identifying high-potential employees and collaborate on succession planning initiatives.
• Track and analyze performance data to identify trends and recommend strategies for improvement.

Employee Engagement & Culture

• Contribute to the development and implementation of initiatives designed to enhance employee engagement, satisfaction, and retention.
• Support the coordination of employee recognition programs and company events.
• Act as an employee advocate, championing a positive and inclusive work culture.
• Gather employee feedback through surveys, focus groups, and informal channels to identify areas for improvement.
• Conduct exit interviews as needed, capturing and analyzing feedback to identify trends and inform improvements in retention, engagement, and overall employee experience.

Documentation & Compliance

• Maintain accurate and comprehensive employee records, ensuring compliance with legal and company requirements.
• Contribute to updating HR policies, procedures, and employee handbooks.
• Prepare and manage all necessary documentation related to employee relations, performance, and lifecycle events.
• Ensure all HR practices adhere to relevant local, state, and federal labor laws and regulations.

Coaching & Development

• Provide informal coaching and guidance to employees at all levels on career development, interpersonal skills, and navigating workplace challenges.
• Coach managers on effective leadership, communication, and team management strategies.
• Identify training needs and recommend appropriate learning and development opportunities.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or related experience.
• 2 – 4 years of progressive experience in Human Resources, with a strong focus on employee relations, performance management, and HR operations.
• Proven experience conducting workplace investigations and resolving complex employee relations issues.
• Comprehensive knowledge of federal, state, and local employment laws and regulations (e.g., FLSA, FMLA, ADA, ERISA, HIPAA, OSHA, EEO).
• Strong understanding of HRIS systems and data management; (e.g., ADP, Workday, Paylocity, BambooHR, UKG); experience with Evolve preferred.
• Excellent interpersonal and communication skills, with the ability to build rapport and trust at all levels of the organization.
• Exceptional conflict resolution, mediation, and negotiation skills.
• Strong analytical and problem-solving skills, with the ability to interpret data, identify trends, and drive data-informed decisions.
• Excellent verbal and written communication skills, with the ability to influence and effectively engage stakeholders at all levels of the organization.
• Highly organized with strong attention to detail and a commitment to accuracy and quality.
• Proficient in Microsoft Office Suite, with advanced capabilities in Excel preferred.
• Ability to manage competing priorities, operate independently, and adapt in a fast-paced, evolving environment.
• Demonstrated integrity and discretion in handling sensitive and confidential information.

Preferred Qualifications:

• HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR).
• Experience in a fast-paced or rapidly growing environment.
• Experience in a retail setting