Employee Relations Manager

Brief Description About Ascend Wellness Holdings Ascend Wellness Holdings (AWH) is a leading, vertically integrated multi-state cannabis operator focused on building strong brands, delivering best-in-class retail experiences, and operating with discipline at scale. As we continue to grow, we are investing in the systems, processes, and leadership required to operate a complex, regulated business with consistency, speed, and accountability. Role Overview The Employee Relations Manager leads workplace investigations and employee relations casework across AWH's Operations and Retail organization, resolving matters fairly, consistently, and in compliance with applicable law and company policy. This role owns the end-to-end investigations process—from intake through resolution and documentation—and builds the frameworks, tools, and training that strengthen employee relations capability across a multi-state footprint. The ideal candidate is objective, discreet, and comfortable navigating sensitive and complex matters, and partners effectively with HR, Legal, and business leadership in a fast-paced, highly regulated environment. Location This role supports Operations and Retail sites across AWH's multi-state footprint and requires regular travel to locations as investigations and training needs require. Key Responsibilities Lead and manage workplace investigations across Operations and Retail sites, including allegations of harassment, discrimination, retaliation, policy violations, and misconduct. Conduct timely, impartial, and thorough investigations—planning scope, interviewing complainants, respondents, and witnesses, gathering and evaluating evidence, and reaching well-reasoned conclusions. Prepare clear, defensible investigation reports and recommend corrective or disciplinary action consistent with policy and precedent. Maintain accurate, confidential case documentation and manage cases through to resolution within established timelines. Track, analyze, and report on employee relations case trends to identify root causes and recommend proactive interventions. Design, document, and continuously improve the employee relations and investigations process, including intake, triage, case management, escalation, and closure standards. Establish consistent tools, templates, and standards for investigation quality, documentation, and decision-making across all states and business units. Build and deliver annual employee relations training for managers and HR partners—covering investigations, documentation, policy application, and manager accountability. Coach and upskill HR Business Partners and people leaders on handling employee relations matters, difficult conversations, and consistent policy enforcement. Create job aids, playbooks, and reference materials that promote consistent employee relations practice field-wide. Partner with HR Business Partners to align on case handling, corrective action, and consistent application of policy. Work closely with Legal/General Counsel on high-risk or complex matters, litigation risk, and regulatory considerations. Advise Operations and Retail leadership on employee relations matters, providing guidance that balances employee experience, business needs, and legal risk. Contribute to policy development and revisions based on investigation findings and emerging trends. Maintains compliance with and knowledge of: Federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Trends, best practices, and new technologies in employee relations and investigations. This role may include additional responsibilities and duties as assigned. Qualifications & Experience Bachelor's degree in Human Resources, Business, or a related field preferred; equivalent experience will be considered. 5+ years of HR experience with a strong emphasis on employee relations and workplace investigations. Demonstrated experience independently leading complex investigations from intake through resolution. Working knowledge of federal and multi-state employment law (e.g., Title VII, ADA, FMLA, FLSA, and state-specific requirements). Proven ability to build processes, tools, and training programs from the ground up. Experience supporting operations and/or retail workforces; multi-state or highly regulated industry experience a plus. Familiarity with unionized environments and collective bargaining agreements a plus. Human Resources certification (e.g., PHR, SPHR, SHRM-CP) a plus. Excellent judgment, discretion, and the ability to handle highly confidential and sensitive matters. Strong written and verbal communication skills, including clear, defensible report writing. Strong execution, interpersonal savvy, and ability to build rapport and effectively interface/collaborate with employees at all levels of the organization. Ability to travel across multi-state Operations and Retail locations as needed. Summary Work Environment This role involves regular travel to Operations and Retail sites, including cultivation, processing, and retail environments. Conditions at these sites may include loud noise, elevated temperatures, humidity, and exposure to strong odors. Appropriate personal protective equipment (PPE) is required when on-site. Physical Requirements While performing the duties of this job, this position is regularly required to sit and use hand(s) to handle, grasp, feel, and/or touch. The position is occasionally required to stand, walk, and reach with hands and arms. The position is required to speak and listen regularly and may occasionally need to lift or move materials or equipment weighing up to 25 pounds. EEO Statement Ascend Wellness Holdings, INC., (“AWH”) and its subsidiaries is an equal opportunity employer and celebrates the population of differences and does not discriminate in its hiring/hiring practices, regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other characteristic protected by law. Nothing in this job specification restricts management’s right to assign or reassign duties and responsibilities to this job at any time. Critical features of this job are described under various headings above. They may be subject to change at any time due to reasonable accommodation or other reasons. The above statements are strictly intended to describe the general nature and level of the work being performed. They are not intended to be construed as a complete list of all responsibilities, duties, and skills required of employees in this position. This job description in no way states or implies that these are the only duties to be performed by the employee(s) incumbent in this position. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by any person authorized to give instructions or assignments. All duties and responsibilities are essential functions and requirements and are subject to possible modification to reasonably accommodate individuals with disabilities. To perform this job successfully, the incumbents will possess the skills, aptitudes, and abilities to perform each duty proficiently. Some requirements may exclude individuals who pose a direct threat or significant risk to the health or safety of themselves or others. The requirements listed in this document are the minimum levels of knowledge, skills, or abilities. This document does not create an employment contract, implied or otherwise, other than an “at will” relationship.