Who We Are: Schwazze (SHHwahZZ) is a purpose-driven, vertically integrated cannabis operator. We are building a leading seed-to-sale company with best-in-class dispensaries and exceptional cultivation, manufacturing, and wholesale capabilities. Driven by a high-performance culture, we combine customer focus and data-driven insights to unlock the plant’s full potential and improve the human condition.

At Schwazze, you are not just an employee—you are part of a purpose-centered, performance-driven team where your contributions matter, your growth is supported, and your potential is limitless. We lead with integrity, connection, engagement, excellence, and empowerment, fostering a culture where people thrive, communities flourish, and the industry moves forward. These values define our commitment to creating a supportive, positive workplace while delivering exceptional customer experiences.

For more information, please visit our website: www.schwazze.com

Job Title: Regional Manager, People Relations & Culture

Salary Range: $115,000 – $130,000

Type: Full-Time, Exempt

Location: Denver, Colorado (Main Office) | Boulder, CO (Satellite Office)

Position Objective

The Regional Manager, People Relations & Culture is the senior leader responsible for setting the standard for employee relations excellence, cultural consistency, and people-first leadership across Colorado and New Mexico. Reporting to the Vice President, People & Culture, this role provides advanced strategic partnership to the business while leading, mentoring, and developing a team of People & Culture Business Partners.

This leader serves as the organization’s authority on complex employee relations, documentation integrity, and defensible decision-making. The Managing Director ensures fairness, consistency, and dignity in how people matters are handled, while strengthening trust, accountability, and alignment across leaders and teams.

The role plays a critical leadership function in M&A integration, culture cohesion, and operational discipline. Through field presence, data-driven insight, and cross-functional collaboration, this leader reinforces a consistent, high-performing workplace culture rooted in Schwazze’s core values.

Essential Functions

People & Culture Business Partner Team Leadership – 30%

• Lead, coach, and develop a team of People & Culture Business Partners, ensuring consistent, high-quality partnership across all assigned regions and functions.

• Establish and maintain standards of excellence for ER case handling, documentation quality, leader guidance, and communication practices.

• Provide real-time coaching, case review, and professional development to continuously elevate Business Partner capability and judgment.

• Align team priorities to enterprise needs, ensuring consistency across states, locations, leaders, and employee populations.

• Foster a culture of accountability, collaboration, and values-driven leadership within the People & Culture team.

• Ensure strong alignment and collaboration between People Operations, Training & Development, and the Business Partner team to deliver cohesive people practices, shared resources, and consistent messaging.

Employee Relations Strategy, Documentation & Compliance Oversight – 30%

• Serve as the senior escalation point for all complex or high-risk employee relations matters, ensuring timely, fair, and legally defensible outcomes.

• Review, edit, and approve termination documentation, corrective actions, investigation summaries, and related materials to ensure accuracy, consistency, and alignment with company standards.

• Own the oversight and integrity of the ER Tracker, ensuring accurate categorization, thorough documentation, and actionable data.

• Act as the escalation partner for ADA matters, sensitive investigations, workplace conflicts, and policy interpretation.

• Generate separation agreements and partner with legal counsel as needed for sensitive or high-risk exits. Analyze ER trends, hotspots, and systemic issues, proactively advising the Vice President, People & Culture on risk mitigation, training needs, and policy or practice improvements.

Culture Leadership, Employee Experience & Organizational Consistency – 20%

• Design and execute culture strategies that reinforce core values, psychological safety, trust, and connection across the organization.

• Partner with leaders to strengthen communication quality, engagement, and clarity of expectations.

• Guide Business Partners and leaders in delivering consistent employee journey experiences from onboarding through development, performance management, and exit.

• Partner closely with Training & Development to identify learning needs surfaced through ER trends, turnover analysis, field observations, and culture gaps, ensuring training directly supports behavioral and cultural expectations.

• Collaborate with Training & Development and People Operations to align onboarding, communications, and culture-building initiatives across retail, cultivation, distribution, and corporate environments.

• Lead people-side change management efforts, ensuring clarity, stakeholder alignment, and adoption during organizational shifts.

• Act as a visible culture ambassador, modeling values-driven leadership in decisions, coaching, and day-to-day interactions.

Field Leadership, Relationship Building & Operational Partnership – 10%

• Maintain regular field presence across Colorado and New Mexico through site visits with retail, cultivation, distribution, and corporate teams.

• Build strong, trusted relationships with leaders and employees by understanding operational realities, constraints, and cultural dynamics firsthand.

• Represent People & Culture in key operational meetings, leadership forums, and site-level engagements.

• Partner with operations leaders to anticipate people risks, workforce needs, and opportunities to strengthen culture and performance.

Culture Integration – 10%

• Support due diligence and integration planning for acquired teams, including culture alignment, communication strategy, and organizational mapping.

• Partner with leaders and Business Partners to onboard acquired employees into Schwazze’s culture, expectations, and values.

• Ensure consistent adoption of policies, ER processes, and values-aligned behaviors across newly acquired operations.

• Provide leadership coaching and culture integration guidance to minimize disruption, build trust, and support retention during transitions.

Please note that the percentage allocations are a general estimate and may vary based on business needs and priorities. Additional duties may be required as needed to support overall operations.

Education and Experience Requirements

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field required; Master’s degree preferred.

• 8-10 years of progressive HR or People & Culture experience, including multi-site leadership and field-based partnership.

• Deep expertise in employee relations, including investigations, corrective action, ADA accommodation, termination processes, and defensible documentation.

• Demonstrated experience developing, mentoring, and elevating HR or People & Culture Business Partners.

• Proven capability in culture leadership, organizational change, and building credibility with leaders and frontline teams.

• High proficiency in HRIS, data reporting, and ER case management or tracking tools.

• Strong cross-functional partnership skills, with the ability to collaborate effectively with Training & Development, People Operations, Legal, and business leadership.

• Exceptional communication, judgment, and professional maturity.

• Highly detail-oriented with strong organizational skills and the ability to manage complex, concurrent priorities.

• Demonstrated commitment to high excellence, continuous improvement, and people-first leadership.

• Cannabis industry experience preferred but not required.

• M&A integration experience, particularly on the people side, strongly preferred.

Working Conditions

• Hybrid schedule with up to two remote days and three on-site or in-field days.
• Travel to New Mexico may be required based on business needs.
• Reliable transportation is required for travel between locations.
• Ability to obtain and maintain an active Marijuana Enforcement Division (MED) badge in the state of Colorado.

Benefits

• Medical/Dental/Vision Insurance

• Pet Insurance

• EAP Programs

• Paid Time Off

• Paid Parental Leave

• Employee Discount at all Schwazze Retail locations

Schwazze is committed to fairness and equality of opportunity in the workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.

To be considered for this position your application must be submitted by March 3rd, 2026. If after said date the position is not filled, applications will be accepted until the position is filled.