Chief Human Resources Officer (CHRO)

Location: South Florida, USA

Full-time, Hybrid-Remote with Occasional Travel 

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 critical role for shaping the future workforce of a dynamic, global cannabis operator.

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 set up.

5-15% travel domestically is expected, with potential international travel as needed.

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.

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.

Key Competencies

• 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.

Equal Opportunity Statement

Emerald Lane Recruitment is committed to advancing equity and inclusion across the global cannabis industry. We proudly support our clients in building teams that reflect the full diversity of the communities they serve. All qualified applicants will receive consideration for employment without regard to disability status, veteran status, or any other protected characteristic, in accordance with applicable federal, state, and local laws. Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions.

🌍 Please Note: At Emerald Lane Recruitment, we truly appreciate every application we receive. Due to the high volume of interest in our roles, our team will carefully review all submissions and contact candidates whose skills and experience align with the requirements of the position. We are committed to ensuring a fair, inclusive, and respectful recruitment process that adheres to global HR best practices. If you don’t hear from us this time, please know that your application will be kept on file for future opportunities that may be a better fit. Thank you for considering a role with us!

Looking to explore a new job in the global cannabis industry? Find all our active roles at https://emeraldlanerecruitment.com/