Marijuana Business Daily (MJBizDaily), since 2011 the best-known producer of B2B news and trade shows serving executives and major investors in America's $8 billion cannabis industry, is seeking a Talent Acquisition & Retention Manager.  As seen in Inc. Magazine, Forbes and the Wall Street Journal, we are a highly professional, award-winning, fast-growing company. 

This new position reports to the Operations Director with regular access to the CEO. You will be based out of Denver CO, with some required travel within and outside the US.  You’ll receive a competitive salary, paid time off, 401(k) and health benefits.  The director functions as a strategic business partner and works closely with leadership to design, develop, and deploy programs enabling the transformation and implementation of business strategies. Your responsibilities will fall into three main areas – recruitment, talent development and strategic planning/HR management.

Recruitment
  • Our current team of 50 is projected to grow by 50-100% in the next few years, including new hires at all levels. You will manage the full recruitment lifecycle, including creating job descriptions and applications, aggressively recruiting candidates who fit our requirements and culture, prescreening, in-house interview scheduling, background checks, references, offers and onboarding. Ensure appropriate relationship management with internal and external candidates through maximizing the use of applicant tracking tools and maintaining timely feedback to candidates.
  • Note: Many candidates may not be actively looking, and/or may not be easily visible via LinkedIn search terms. Also, some of your searches will be national and require relocation negotiations.
  • You will also help decide which candidates are the best fit, when an in-house promotion would be better than an external hire, and assist with compensation decisions including salary, bonus/commission and benefit-related considerations.

Talent Development

You’ll develop and manage programs for workforce optimization, retention, promotion and succession planning, including:
  • Provide best-in-class learning opportunities for employees within all levels of our organization. Locate specialist training resources for niche skills.
  • Overseeing our annual review process, including serving as managers’ right hand as they craft evaluations and seek ways to motivate and optimize their teams’ performance.
  • Offering HR mentoring to managers.
  • Helping the senior management team evolve via succession planning

Strategic Planning/HR Management

  • Conduct data analysis to create a more cohesive understanding of the existing workforce strengths, gaps/risks, and mitigation techniques.
  • Participate in organizational strategic planning including annual planning sessions for all departments as we decide between product expansion/launch options, and then plan out the personnel requirements (including hires, promotions, training and timing) to accomplish them.
  • You will also help department heads develop org charts, create detailed job descriptions and research appropriate compensation plans. And you’ll provide key input to the Operations Director regarding HR decisions affecting insurance and benefits which could affect employee retention and recruitment.
  • Suggest policies when gaps are identified that affect business or our ability to retain amazing talent.
  • Maintain responsibility for organization compliance with federal, state and local legislation pertaining to all personnel matters. Leverage our PEO.
  • Serve as a resource when determining if keeping a PEO vs bringing in-house makes the most sense for the business.

Lastly, you will be a key part of the team that helps keep our organization’s culture of professionalism,

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* 1. Address

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* 2. Please provide your LinkedIn profile URL if you have one:

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* 3. If you do not currently live in the Denver metro area when do you plan to move there?

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* 4. Please attach your resume here, file size limited to 16MB

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* 5. Have you been responsible for federal/state/local HR regulations.  Please explain.

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* 6. What is your level of expertise in the following:

  I'm GREAT at this I'm OK at this Haven't done, would like to learn Not my interest
Evaluating employee happiness
Measuring employee performance
Finding new employees that fit perfectly
Creating/finding training programs
Evaluating the efficacy of training
Analyzing resource gaps
Creating job descriptions
Creating policies to help retain great employees

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* 7. How do you creatively seek out candidates that may not obviously be looking for a new job opportunity?

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* 8. Explain a time you have mentored an employee or group of employees/managers.

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* 9. Describe your experience with succession planning.

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* 10. Describe a time where an employee wanted something the organization couldn't/wouldn't provide and how you mitigated this.

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* 11. What salary range are you seeking?

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* 12. After reviewing the job description and company, please summarize why this position specifically appeals to you and what makes you the perfect person for it.

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* 13. How/where did you hear about this position? (please name job posting site if applicable)

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