People Operations

About Nabis

Nabis is the #1 licensed cannabis wholesale platform in the world, supplying $1B+ worth of cannabis products annually from hundreds of brands to retailers across California, New York, and Nevada. Our mission is to empower the world to discover cannabis by providing choice, access, and innovation.Through modern, scalable infrastructure, our mission is to empower the world to discover cannabis by providing choice, access, and innovation.

We’re at the forefront of this movement, building an innovative, technology-first platform to scale the entire cannabis industry. Backed by Y Combinator and investors, including DoorDash Co-Founder Stanley Tang, NFL Hall of Famer Joe Montana, Gmail creator Paul Buchheit, and Twitch co-founder Justin Kan, Nabis is rapidly expanding across the U.S. with the goal of becoming the largest and most influential cannabis distribution network globally.

Location Eligibility: This role is open to candidates based in the following states: CA, CO, FL, GA, IA, ID, IL, KS, MA, MD, ME, MI, MO, NJ, NV, NY, TN, TX, UT, VA, or WA. Applicants residing outside of these states will not be considered at this time.

About the Role

The People Operations at Nabis owns outcomes, not just tasks. This is a hands-on role at the intersection of Recruiting, Training & Engagement, and cross-functional People projects. You’ll partner with department leaders across the company, build and maintain training programs, and drive People initiatives from scoping through execution.

The ideal candidate brings strong organizational instincts, clear communication, and a genuine passion for talent development and operational process. You know how to hold multiple priorities at once without losing the thread on any of them. You drive results through accountability and you use data to make decisions and tell the story of what’s working.

If your instinct when you see a broken process is to document it and wait for approval, this isn’t your seat. If it’s to fix it, loop in the right people, and build a system so it doesn’t break again, keep reading.

What You’ll Own

Training and employee development. You make sure our people have what they need to do their jobs well and grow. That means monitoring mandatory training completion in the LMS, building new development content as needs arise, and continuously improving new hire orientation for both on-site and remote employees. You partner with the Operations team on role-specific training, support interview and manager skill-building, and align training programs with performance reviews and succession planning.

Employee engagement and culture. You drive engagement through existing programs and develop new gamification initiatives designed to improve bi-annual employee engagement scores. You think creatively about how to keep a distributed, multi-site workforce connected and motivated.

Cross-functional People projects. You own project scope, assign tasks in Asana, and drive outcomes for initiatives across the People team, from updating the employee referral program to DEI initiatives, to new hire orientation decks, to manager interview training. You communicate progress and new initiatives company-wide via Slack and email, and you bring others along.

Onboarding infrastructure. You own standardizing the onboarding experience company-wide ensuring every new team member, hourly and salaried, on-site and remote, has a consistent, high-quality start.

Offboarding. You ensure departing employees have a consistent, respectful exit experience. That includes coordinating system access removal, collecting company assets, and conducting exit interviews to surface themes that inform retention and engagement strategy.

What the First 90 Days Look Like

• Month 1: Learn the landscape. Embedded with the People team. Getting fluent in our LMS, ATS, and internal tools. You leave this stretch knowing where the gaps are and what needs to move first.
• Month 2: Build momentum. New hire onboarding boards are audited and current. You have a clear point of view on the training gaps and you’ve started closing the most urgent ones.
• Month 3: Execute and improve. You’re driving People projects with real ownership. They are scoped, tracked in Asana, and on time. Engagement initiatives are in motion. You’re showing up as a trusted partner to the department leads you work with, and you’re already identifying what comes next.
  
  

• 5+ years in People Operations, HR, or Recruiting, ideally inside a fast-moving company supporting both hourly and salaried workforces. You understand that what works for one population doesn’t automatically work for the other.
• Comfort with HR systems. You can navigate an ATS and LMS without hand-holding. You know how to pull a report, build a workflow, and spot where the data is off.
• Strong project management instincts. You break big initiatives into tasks, assign ownership, and follow through. You run multiple tracks at once without losing the thread on any of them.
• Clear, direct communication. Whether you’re writing a company-wide Slack post, a new-hire deck, or a note to a hiring manager; your writing is crisp, your follow-through is reliable, and people know what to expect from you.
• Genuine passion for people and process. You care about candidate experience, employee development, and operational excellence not as buzzwords, but as the actual work.
• Data-driven. You track what matters, report on it regularly, and use it to make decisions and advocate for resources.
  
  

• A coordinator role where someone else defines the work and you execute tasks.
• A reactive HR support role without meaningful ownership of recruiting outcomes, training programs, or People projects.
  
  

• Unlimited PTO and paid holidays
• You'll work at the fastest growing cannabis startup in the U.S.
• Medical/Dental/Vision offered to all full-time employees
• Competitive salary in the $85,000-90,000 range depending on experience.
• 401(k) plan with a match.
  
  

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