C3 Industries Jobs Hiring Now
C3 Industries is hiring for 8 open roles on Migrate Mate as of July 16, 2026, concentrated in content marketing and business development. Migrate Mate updates C3 Industries's live openings daily. C3 Industries is a cannabis retailer and producer operating dispensaries and cultivation facilities across multiple U.S. states.
Find C3 Industries JobsOverview
C3 Industries hiring data on Migrate Mate, as of July 16, 2026.
- Open jobs
- 8
- Top team
- Content Marketing
- Seniority
- Across all levels
- Work type
- 50% remote or hybrid
- Top location
- Ann Arbor
Open Roles at C3 Industries
Showing 8 of 8+ C3 Industries jobs
JOB SUMMARY:
The Vice President, People & Culture is responsible for leading and evolving the enterprise Human Resources function in support of C3 Industries' multi-state retail, cultivation/facilities, and corporate operations. This role serves as a strategic business partner to executive leadership and is accountable for workforce planning, HRIS and data governance, benefits strategy and cost management, labor relations, ESOP administration (if applicable), talent acquisition, compliance, compensation strategy, and organizational development. The Vice President will elevate administrative discipline, financial alignment, and operational rigor across the HR function while maintaining strong partnership across the business.
JOB DUTIES:
Core duties and responsibilities include the following. Other duties may be assigned.
- Monitor, analyze, and update C3 Industries' strategies and policies in response to evolving labor market trends – both within the cannabis sector and across broader industries – including areas such as remote work, hybrid work models, compensation, benefits, PTO, and AI in the workplace.
- Enhance HR process efficiency by driving standardization, automation, and clearly defined service-level expectations.
- Lead and continuously enhance the enterprise Human Resources operating model across retail, facilities, and corporate teams to ensure consistent, scalable, and high quality execution.
- Lead workforce planning and labor cost forecasting to align staffing plans with financial targets and operating needs.
- Build and maintain executive level workforce dashboards (turnover, hiring velocity, labor costs, engagement, compliance risk).
- Oversee HRIS strategy, system automation, reporting integrity, and data governance.
- Negotiate and manage company wide benefits strategy, broker carrier relationships, and cost modeling.
- Provide strategic leadership in union engagement and collective bargaining to support stable operations and compliant outcomes.
- Ensure multi-state compliance, audit readiness, and consistent policy enforcement.
- Design and govern compensation strategies including pay structures and market benchmarking, aligned to business needs and negotiated agreements.
- Build structured talent acquisition pipelines and succession planning across all functions.
- Managed Human Resources budget and align HR initiatives with enterprise financial performance.
- Build and coach a high-performing HR leadership team with clear roles, accountability, and development plans.
- Champion culture and organizational effectiveness through leader communication, manager capability, and consistent employee experience across sites.
SUPERVISORY RESPONSIBILITIES:
Directly oversees the HRIS Director, Director of Field HR, and Director of Talent Acquisition, while managing key external HR vendor relationships. Responsible for building and maintaining a high-performing, well-structured HR team.
JOB REQUIREMENTS:
- Bachelor's degree in HR, Business, or related field; advanced degree or certification preferred.
- PHR, SPHR or other HR certification, strongly preferred.
- 10+ years of progressive HR experience with 5+ years in senior leadership.
- Experience in multi-state and multi-unit, highly regulated environments preferred.
- Demonstrated experience with union negotiations and labor strategy.
- Experience managing benefits negotiations and cost governance.
- Strong financial acumen with ability to align HR strategy to EBITDA and operational goals.
- Deep knowledge of employment law and compliance best practices.
- Strong executive presence with ability to partner effectively at both Vice President and C suite levels.
- Strong (and current) knowledge of all laws and regulations pertaining to employment & labor laws.
- Strong results- orientation and commitment to quality, performance and deliverables.
- Working knowledge of HRIS systems and comfortable learning new systems.
- Effective multi-tasker with demonstrated ability to prioritize.
- Demonstrate strong oral and written communication skills; ability to correspond in a professional, businesslike manner.
- This role requires the ability to travel as needed and pass applicable background check requirements.
JOB SUMMARY:
The Vice President, People & Culture is responsible for leading and evolving the enterprise Human Resources function in support of C3 Industries' multi-state retail, cultivation/facilities, and corporate operations. This role serves as a strategic business partner to executive leadership and is accountable for workforce planning, HRIS and data governance, benefits strategy and cost management, labor relations, ESOP administration (if applicable), talent acquisition, compliance, compensation strategy, and organizational development. The Vice President will elevate administrative discipline, financial alignment, and operational rigor across the HR function while maintaining strong partnership across the business.
JOB DUTIES:
Core duties and responsibilities include the following. Other duties may be assigned.
- Monitor, analyze, and update C3 Industries' strategies and policies in response to evolving labor market trends – both within the cannabis sector and across broader industries – including areas such as remote work, hybrid work models, compensation, benefits, PTO, and AI in the workplace.
- Enhance HR process efficiency by driving standardization, automation, and clearly defined service-level expectations.
- Lead and continuously enhance the enterprise Human Resources operating model across retail, facilities, and corporate teams to ensure consistent, scalable, and high quality execution.
- Lead workforce planning and labor cost forecasting to align staffing plans with financial targets and operating needs.
- Build and maintain executive level workforce dashboards (turnover, hiring velocity, labor costs, engagement, compliance risk).
- Oversee HRIS strategy, system automation, reporting integrity, and data governance.
- Negotiate and manage company wide benefits strategy, broker carrier relationships, and cost modeling.
- Provide strategic leadership in union engagement and collective bargaining to support stable operations and compliant outcomes.
- Ensure multi-state compliance, audit readiness, and consistent policy enforcement.
- Design and govern compensation strategies including pay structures and market benchmarking, aligned to business needs and negotiated agreements.
- Build structured talent acquisition pipelines and succession planning across all functions.
- Managed Human Resources budget and align HR initiatives with enterprise financial performance.
- Build and coach a high-performing HR leadership team with clear roles, accountability, and development plans.
- Champion culture and organizational effectiveness through leader communication, manager capability, and consistent employee experience across sites.
SUPERVISORY RESPONSIBILITIES:
Directly oversees the HRIS Director, Director of Field HR, and Director of Talent Acquisition, while managing key external HR vendor relationships. Responsible for building and maintaining a high-performing, well-structured HR team.
JOB REQUIREMENTS:
- Bachelor's degree in HR, Business, or related field; advanced degree or certification preferred.
- PHR, SPHR or other HR certification, strongly preferred.
- 10+ years of progressive HR experience with 5+ years in senior leadership.
- Experience in multi-state and multi-unit, highly regulated environments preferred.
- Demonstrated experience with union negotiations and labor strategy.
- Experience managing benefits negotiations and cost governance.
- Strong financial acumen with ability to align HR strategy to EBITDA and operational goals.
- Deep knowledge of employment law and compliance best practices.
- Strong executive presence with ability to partner effectively at both Vice President and C suite levels.
- Strong (and current) knowledge of all laws and regulations pertaining to employment & labor laws.
- Strong results- orientation and commitment to quality, performance and deliverables.
- Working knowledge of HRIS systems and comfortable learning new systems.
- Effective multi-tasker with demonstrated ability to prioritize.
- Demonstrate strong oral and written communication skills; ability to correspond in a professional, businesslike manner.
- This role requires the ability to travel as needed and pass applicable background check requirements.
Job Roles at C3 Industries
Working at C3 Industries
C3 Industries's 8 open roles are across all levels, and about 50% are remote or hybrid. The most active teams are content marketing, business development, and compliance & legal. C3 Industries is a cannabis retailer and producer that operates licensed dispensaries and cultivation operations across several U.S. states. Open positions span retail, human resources, marketing, compliance, and planning functions. Most C3 Industries roles are based in Ann Arbor, with some in O'Fallon and Boston.
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Browse jobs by roleC3 Industries Jobs: Frequently Asked Questions
How many jobs is C3 Industries hiring for right now?
C3 Industries is hiring for 8 open roles on Migrate Mate as of July 16, 2026, updated daily, concentrated in content marketing and business development. Roles span retail operations, human resources, marketing, compliance, and planning. Migrate Mate pulls C3 Industries's listings automatically so the count reflects what is actively open.
What kinds of roles does C3 Industries hire for?
The most active teams are content marketing, business development, and compliance & legal. C3 Industries hires across retail management, HR, marketing, compliance, and merchandise planning. Recent postings have included compliance specialists, HR business partners, marketing associates, learning and development managers, and senior people-and-culture leadership. Most postings are across all levels.
Are C3 Industries jobs remote or in-person?
Mostly remote. About 50% of C3 Industries's open roles on Migrate Mate are remote or hybrid as of July 16, 2026, with the rest based in Ann Arbor. Each C3 Industries listing shows its work location so you can filter before applying.
How do I apply to a job at C3 Industries?
Find a C3 Industries role on Migrate Mate, then follow the listing through to C3 Industries's own careers page to complete the application. C3 Industries manages its own hiring process, including interviews and offers. Migrate Mate does not accept applications directly and does not forward resumes to C3 Industries.
Does C3 Industries hire entry-level?
Most of C3 Industries's open roles on Migrate Mate are across all levels as of July 16, 2026. Check individual C3 Industries listings for stated experience requirements.
Where is C3 Industries hiring?
Most C3 Industries roles are based in Ann Arbor, with some in O'Fallon and Boston, and about 50% offer remote or hybrid work as of July 16, 2026. Migrate Mate shows the location on each listing.