Business Partner - Cannabis Retail

Who we are...

C3 Industries is a multi-state, vertically integrated cannabis company headquartered in Ann Arbor, Michigan, operating the High Profile Cannabis Shop retail network alongside several product brands, including the award‑winning Cloud Cover Cannabis, Galactic Cannabis, and Habitat Cannabis. Through its High Profile locations in Connecticut, Illinois, Michigan, Missouri, Massachusetts, Kentucky, and New Jersey, the company provides customers with access to high‑quality cannabis products and exceptional retail experiences.

We are looking for...

The People Business Partner supports assigned retail locations by partnering with store and retail leadership on employee relations, performance management, compliance, culture, and day‑to‑day people needs. This role is best suited for a mid‑level HR professional with hands‑on experience supporting hourly employees, coaching managers, documenting concerns, and helping leaders address workplace issues consistently. The HR Business Partner maintains a regular field presence across assigned markets, reinforces expectations, resolves routine matters, and escalates higher‑risk concerns when appropriate.

• Boston, MA
• Somerdale, NJ
• Lakehurst, NJ
• Hamden, CT
• Stratford, CT
• Manchester, CT
• Canton, CT

Core duties and responsibilities include the following. Other duties may be assigned.

• Serve as a primary HR resource for employees and leaders across assigned markets, providing guidance on employee relations, performance management, policy interpretation, and day‑to‑day people questions.
• Apply working knowledge of company operations, SOPs, policies, and employment practices to support consistent issue resolution and accountability across assigned locations.
• Coach leaders through employee relations concerns, performance conversations, documentation, attendance, conduct, policy violations, and disciplinary next steps while reinforcing manager ownership.
• Support employee relations matters by reviewing documentation, gathering information, assisting with investigations, recommending next steps, and escalating higher‑risk concerns as needed.
• Build partnerships with store leaders and hourly employees through regular communication, field visits, feedback gathering, and follow‑up on store‑level people needs.
• Partner with leaders to implement HR and culture initiatives, improve consistency across locations, and identify opportunities to strengthen employee experience and manager effectiveness.
• Assist HR leadership and business leaders with organizational changes, staffing considerations, job description updates, and related people processes.
• Collaborate with Talent Acquisition and business leaders on hiring needs, candidate alignment, interview feedback, onboarding coordination, and new hire readiness.
• Support onboarding, employee transitions, performance review cycles, employee feedback processes, and manager follow‑up at the store level.
• Contribute to HR training, tools, templates, and process improvements that help leaders apply HR practices consistently.
• Support leave of absence, accommodation, workplace injury, safety, and workers’ compensation processes by ensuring information is documented, routed, and followed up on appropriately.
• Support offboarding activities, including resignation follow‑up, exit feedback, separation documentation, and identification of employee relations or retention trends.
• Review HR reporting and workforce metrics, including turnover, attendance, employee relations trends, and open follow‑up items, to identify themes and recommend practical improvements.
• Partner with HR leadership on escalations, sensitive employee matters, workforce trends, and compliance risks by…