THE ORGANIZATION:
BC Green is a local, family-owned and operated cannabis producer, located in the beautiful Okanagan-Similkameen Valley of Princeton, BC. We have a strong passion for this evolving industry, and we take great pride in providing consumers with the best quality products on the market. Our founders and dedicated cultivation leaders represent a team of sophisticated cannabis enthusiasts. Together, we are deeply committed to unravelling the magic and untapped potential which these products have to offer.
THE OPPORTUNITY:
BC Green is seeking an experienced Senior Manager, Human Resources to join its leadership team in Princeton, British Columbia. The Senior Manager, Human Resources will be responsible for leading all aspects of the organization’s human resources function while partnering closely with executive leadership to ensure people strategies support business growth, operational performance, and organizational sustainability.
A critical component of the role will be helping the organization proactively identify workforce needs, develop internal talent, strengthen leadership capability, and create systems and processes that support continued growth while preserving the entrepreneurial culture that has contributed to BC Green’s success.
This role is based on-site in Princeton, BC. Some travel may be required to support multi-site or external engagement needs.
CORE RESPONSIBILITIES:
- Lead BC Green’s HR function in partnership with the executive team, ensuring HR priorities are anchored to business needs and people decisions are made proactively rather than reactively.
- Execute BC Green’s workforce planning, ensuring the organization has the people, pipeline, and succession depth it needs to sustain performance and support growth, including hiring forecasting, future talent requirements, workforce capacity, and talent pipelines.
- Lead the implementation and continuous improvement of BC Green’s performance management system, ensuring accountability is embedded consistently across every level of leadership and the HR function models the standards it asks of others, including role clarity, KPI-based accountability, structured review cycles, attendance management, and coaching for people leaders.
- Lead learning and development programming, including onboarding, required training, and leadership development, building the bench strength BC Green needs to grow its next generation of leaders from within, while supporting employee growth, career progression, internal mobility, and the development of high-potential employees.
- Lead and reinforce BC Green’s high-performance culture by working with executive leadership and department heads to embed recognition, accountability, and values-consistent behaviours across the organization, including fostering an inclusive environment.
- Manage employee relations across the organization, ensuring conflicts are resolved impartially, issues are addressed early, and the HR function is trusted as a fair and consistent resource at every level, including investigations, disciplinary processes, performance improvement, and employment legislation guidance.
- Support compensation, benefits, and total rewards administration, including compensation reviews, salary benchmarking, pay administration practices, benefits renewal, broker relationships, and recommendations that support attraction, retention, engagement, employee value, and fiscal responsibility.
- Monitor workforce and people metrics, including turnover, vacancy rates, recruitment effectiveness, workforce capacity, engagement metrics, utilization and effectiveness of total rewards programs, and performance completion rates, and communicate findings and recommendations clearly to leadership.
- Lead BC Green’s Health & Safety program, maintaining regulatory compliance, leading safety inspections and incident investigations, and building a culture of proactive hazard identification and risk control, including corrective action tracking and WorkSafeBC requirements.
VALUE CONTRIBUTION:
- Do It Right: Leads HR programs and processes at a high standard without exception, because the credibility of the performance management and culture-building effort depends on HR itself executing with the same discipline it asks of others.
- Keep It Simple: Designs and maintains HR processes that are clear, repeatable, and usable by operational leaders, removing unnecessary complexity and ensuring tools are practical enough to be applied consistently across the business.
- Build Strength: Builds a team and an HR function that executes reliably and independently, through coaching, delegation, cross-training, and developing the capability of direct reports so the organization grows stronger over time.
- Play the Long Game: Raises concerns, addresses performance issues, and makes difficult people decisions directly and promptly, even when doing so is uncomfortable, because protecting the quality of BC Green's culture and team is a longer-term responsibility than avoiding short-term friction.
YOUR EXPERIENCE & EXPERTISE:
Requirements
- 8-10+ years of progressive human resources leadership experience.
- Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Industrial Relations, or a related field.
- Experience leading and continuously improving HR systems and programs across a multi-function organization, including performance management, workforce planning, employee relations, and Health & Safety.
- Proven ability to design and deliver performance management processes, including role clarity frameworks, KPI-based accountability, and structured review cycles, and to coach people leaders on applying them effectively.
- Experience leading workforce planning, including hiring forecasting, pipeline development, succession planning, and cross-training for critical operational roles.
- Demonstrated success in talent acquisition, workforce planning, employee relations, and leadership development.
- Experience conducting or overseeing fair, documented, and impartial employee relations investigations, and resolving conflict without operational disruption or cultural erosion.
- Track record of building and reinforcing a high-performance culture in a hands-on operational environment where accountability and care coexist rather than compete.
- Functional knowledge of BC employment standards, human rights legislation, WorkSafeBC requirements, and HR best practices, with the ability to maintain compliance without over-relying on external counsel for routine matters.
- Working knowledge of Health & Safety program management, including hazard identification, incident investigation, corrective action tracking, and regulatory compliance.
- Experience interpreting people data, including engagement metrics, turnover trends, performance completion rates, HR metrics, and workforce data, and communicating findings and recommendations clearly to leadership.
- Proven ability to influence leaders, build credibility across all levels of an organization, and balance strategic priorities with operational execution.
- Communication, facilitation, and relationship-building skills, with high integrity, sound judgment, and business acumen.
Strongly Preferred
- Background operating within a manufacturing, agricultural, food processing, or regulated production where the workforce is predominantly operational rather than office based.
- Experience building or improving HR infrastructure, including policies, processes, and role frameworks, in a scaling organization where systems are still maturing.
- Experience designing or delivering structured learning and leadership development programming, particularly where building frontline management capability is a priority.
- Formal HR designation (CPHR or equivalent) or demonstrated experience at a comparable scope and level. Credential is valued; demonstrated capability at this level is equally considered.
- Experience working in close partnership with senior operational leaders or owner-operators on people decisions during a period of growth or transition.
TOTAL REWARDS:
The total rewards package for the Senior HR Manager is designed to be thoughtful, competitive, comprehensive, and reflective of the importance of this leadership role within the organization.
- Annual salary of $110,000 to $135,000, based on skill set and experience
- Extended health and dental benefits
- RRSP program
- Professional development support
Pay: $110,000.00-$135,000.00 per year
Work Location: In person
