Who we are:
At Vireo, we're growing something bigger than a business. With roughly 4,500 team members, over 1 million square feet of cultivation space, and more than 170 dispensaries across 10+ states, we're one of the fastest-growing platforms in the industry. The best part is that we're just getting started.
What sets us apart isn't just our footprint. It's our people. From cultivation and manufacturing to retail, corporate operations, and our expanding agribusiness ventures, every role here plays a real part in shaping where this industry goes next. We look for people with drive, a positive attitude, and a genuine desire to make a difference and in return, we offer real opportunities to grow, contribute, and make an impact.
We're also proud to be one of the most diverse and inclusive workplaces in cannabis. Our culture is built on collaboration, respect, and continuous improvement. This shows in how we support each other, engage with our communities, and celebrate wins together.
If you're ready to turn your passion into a career, we'd love to have you on the team. Let's grow the future together.
What the role is about:
The Employee Relations Specialist is the first point of contact for managers and employees on workplace concerns. In a unionized environment, you will investigate complaints, manage grievances, interpret collective bargaining agreements (CBAs), coach managers on contract-compliant discipline, and keep the company compliant with employment and labor law. You will balance employee advocacy with organizational risk while maintaining constructive relationships with union representatives.
What impact you’ll make:
Intake, triage, and manage employee concerns, including harassment, discrimination, retaliation, policy violations, and interpersonal conflict
Conduct fair, timely, well-documented investigations by interviewing complainants, respondents, and witnesses, gathering evidence, and writing clear findings reports
Ensure investigations honor employee representation rights, including Weingarten rights, and CBA procedural requirements
Manage grievances and recommend outcomes and corrective actions consistent with policy, precedent, and the CBA, while maintaining confidential case files and tracking trends by department, manager, and issue type
Advise managers on progressive discipline, performance improvement plans, attendance, and terminations, and review proposed actions for just cause, consistency, contract compliance, and legal risk before they are delivered
Train supervisors on contract administration, avoiding unfair labor practices, and working with union representatives
Partner with HR Business Partners and Legal on high-risk or complex situations, and support responses to agency charges (EEOC, NLRB, state agencies) and unemployment claims, including documentation and position statements
Help ensure compliance with the NLRA, FMLA, ADA, Title VII, FLSA, and applicable state and local laws, and draft and update handbook policies and manager guidance, coordinating with the union on changes that require bargaining
Deliver training on respectful workplace, anti-harassment, and conflict resolution, and report quarterly on case volume, grievance trends, time to resolution, turnover drivers, and recommendations
What you’ve accomplished:
Bachelor’s degree in HR, Labor Relations, Business, Psychology, or a related field (or equivalent experience)
3+ years of progressive HR experience, with at least 2 years handling employee relations cases or workplace investigations
2+ years of hands-on union experience, including administering a CBA, handling grievances, and working directly with union representatives
Working knowledge of the NLRA, unfair labor practices, just cause, and grievance and arbitration procedures
Working knowledge of federal and state employment law
Strong interviewing, writing, and analytical skills, with the ability to produce defensible investigation reports and grievance responses
Sound judgment and…