Emerald Lane Recruitment
Overview
Our client, a Multi-State Operator ("MSO") with operations across several states, is seeking a transformational Chief Human Resources Officer (CHRO) to lead all people and culture transformation and streamlining initiatives with eventual integration into a global company. This executive leader will be responsible for building and executing a comprehensive HR strategy that supports rapid change, operational excellence, and sustainable long-term growth. The CHRO will partner closely with executive leadership, driving organizational design, workforce planning, incentive structures, culture change and integration, and compliance across multi-jurisdictional environments. This is a full-time permanent role, with the CHRO ideally located in Southern Florida to be close to the existing management team. Hybrid-remote work setup.
MUST HAVE 15+ years of progressive HR leadership experience, including at least 5 years in a C-suite or equivalent role. MUST HAVE Significant recent experience leading HR in private equity, and/or M&A-heavy environments. Background in multi-national retail, regulated industries, and high-growth startups is ideal. 5-15% travel domestically is expected, with potential international travel as needed. This is a critical role for shaping the future workforce of a dynamic, global cannabis operator.
Key Responsibilities
- Strategic HR Leadership & Value Creation
- Serve as a strategic business partner and trusted advisor to the CEO, CFO, President, and Board—linking HR initiatives and human capital strategies directly to financial value creation and ROI.
- Lead change management strategies that align acquired entities with the group’s long-term vision and cultural values.
- Partner with business leaders to align talent strategy with corporate goals, driving both short-term turnaround and long-term value creation.
- Enable lean, agile HR operations focused on efficiency and value—optimizing existing resources and implementing high-impact HR actions.
- Operate with urgency, disciplined execution, and timely cultural and organizational transformation in line with tight time horizons.
- Develop effective total rewards packages and compensation structures for the organization and transition as part of a results-oriented performance culture.
- Design and implement HR frameworks to support mergers and acquisitions (M&A) activities, including due diligence, workforce assessments, and post-acquisition integration.
- Support leadership during a 12-24 month period of transitions and restructuring, ensuring minimal disruption and managing contingency plans.
- Oversee continuity of current HR operations, including payroll, benefits, HRIS and performance management, while managing harmonization of policies and compensation structures in the integration phase.
- Assess talent risk, bench strength, workforce redundancies, compensation alignment, and integration complexities.
- Develop integration playbooks for unifying HR systems, policies, benefits, and employee engagement across multiple acquisitions.
- Design and deploy training & change management programs to bridge cultural and process divides between entities.
- Organizational Development & Culture Change Agent
- Shape and transform organizational culture through integration and scale-up phases.
- Act as the chief “culture carrier,” reinforcing mission, values, and inclusive behaviors across the combined organization.
- Define and drive a cohesive global culture while respecting local market dynamics.
- Lead succession planning, leadership development, and performance management to build a strong pipeline of future leaders.
- Champion diversity, equity, and inclusion initiatives as key drivers of transformation and innovation.
- Talent Lifecycle & Leadership Development
- Build and mentor a high-performing HR leadership team capable of operating across regions and business units.
- Foster a people-first culture that balances accountability, performance, and employee well-being.
- Lead full-spectrum talent management: acquisition, onboarding, development, retention, succession planning, and performance management.
- Build leadership pipelines and support the development of dynamic, adaptable leaders.
- Invest in high-impact leadership, training, and executive development aligned with strategic imperatives.
- Compensation, Benefits, and Compliance
- Oversee and establish global total rewards programs, ensuring competitive, compliant, and performance-driven compensation structures.
- Ensure compliance with labor laws and employment regulations across multiple jurisdictions.
- Establish scalable HR systems, policies, and reporting frameworks that support a global organization.
- Qualifications & Experience
- 15+ years of progressive HR leadership experience, including at least 5 years in a C-suite or equivalent role.
- Significant recent experience leading HR in private equity, and/or M&A-heavy environments.
- Background in multi-national retail, regulated industries, and high-growth startups is ideal.
- Prior demonstrated success integrating multiple businesses into a single global enterprise, ideally within a highly regulated or emerging industry.
- Past work experience leading HR strategy and day-to-day functions for a multi-national retail organization.
- Strong track record in organizational design, cultural transformation, and workforce integration.
- Deep knowledge of global labor laws, especially in the USA and Canada, compliance frameworks, and HR best practices.
- Exceptional leadership, negotiation, and communication skills; able to influence at the highest levels of a global organization.
- SHRM-SCP, PHR, MBA, or Master’s Level designation in Human Resources strongly preferred.
- Leadership Style & Personal Attributes
- Exhibit resilience, adaptability, strategic vision, and the ability to thrive amid ambiguity and rapid change.
- Possess strong executive presence, high emotional intelligence, and credibility across leadership and stakeholder groups.
- “Cannabis DNA” – Willing to roll up sleeves and work hard to do what needs to be done with lean resources, balancing high-level strategy with ground-level execution.
- Preferably possessing international experience and comfort with diverse regulatory environments.
- Demonstrate business acumen and commercial savvy—understanding business economics and showing clear ROI from HR initiatives.
- Employ data-driven insights and workforce analytics to guide decisions and report on performance and risk.
- High adaptability and resilience in fast-moving, complex environments.
- Exceptional interpersonal skills with the ability to inspire trust and collaboration amidst rapid change.
- Strong change management and cultural integration expertise.
- Financial acumen to evaluate and align HR costs with business performance.
- Strategic thinker with an execution mindset.