Post Harvest Manager, Denver

Post-Harvest Manager

EDUCATION

High School Diploma or GED

DIRECT SUPERVISOR

Director of Cultivation

OBJECTIVE

The Post-Harvest & Compliance Manager oversees all post-harvest activities, ensuring the safe and compliant handling of cannabis products. Responsibilities include harvest, trimming, curing, packaging, inventory management, and quality control while maintaining strict adherence to federal, state, and local regulations. This role also focuses on compliance management, inventory audits, and facility inspections, ensuring regulatory compliance and operational efficiency across the facility.

Requirements

• Must be 21 years of age or older
• Minimum of 1 year of commercial cannabis cultivation facility experience
• Minimum of 2 years of post-harvest management experience
• Minimum of 2 years of personnel management experience
• Minimum of 2 years of inventory management experience
• Advanced knowledge of Metrc and Leaflink systems
• Ability to pass a background check (no controlled substance-related felony within the last 10 years)
• Reliable transportation and ability to work flexible hours
• Strong knowledge of cannabis laws and regulations (federal, state, and local)
  
  

Qualifications

• Strong problem-solving, conflict resolution, and compliance management skills
• Extensive knowledge of post-harvest practices, cannabis product handling, and quality control
• Ability to oversee packaging, inventory, and product transfers, ensuring accuracy and compliance
• Experience managing audits, inspections, and compliance with agencies like OSHA, MIOSHA, and the Department of Agriculture
• Strong communication and leadership skills, fostering a positive team environment
• Excellent organizational skills, with an ability to manage multiple tasks in a fast-paced environment
• Ability to adhere to regulatory frameworks and update Standard Operating Procedures (SOPs) as needed
• Must maintain a clean, compliant, and safe working environment at all times
  
  

Duties And Responsibilities

• Post-Harvest Operations:
• Manage all post-harvest duties, including harvesting, trimming, curing, packaging, product transfers, waste management, and facility sanitation
• Ensure quality control, product safety, and compliance with sanitation protocols
• Develop, implement, and monitor SOPs for all post-harvest positions, updating as needed
• Review and optimize production metrics, including trimming productivity, material usage, and spoilage rates
• Implement strategies to ensure safe and compliant product storage, preventing contamination from pests, mold, or other hazards
• Catalog and analyze product strains to enhance post-harvest efficiency and quality
• Manage post-harvest inventory, maintaining accurate documentation in Metrc
• Compliance & Inventory Management:
• Perform Metrc/Leaflink inventory audits, ensuring accurate tracking of product through all stages
• Create, assign, and audit product and plant tags in Metrc, ensuring regulatory compliance
• Manage Leaflink orders, ensuring accurate fulfillment, labeling, and transportation logistics
• Ensure packaging compliance and certify that all product is accurately labeled
• Conduct facility inspections to identify and correct potential compliance violations
• Maintain facility records for regulatory audits, including waste logging, product decontamination, and supply chain management
• Oversee and manage employee training on compliance procedures and safety protocols
• Monitor facility for compliance with MED, Department of Agriculture, Fire Department and other relevant regulatory agencies
• Order Fulfillment & Coordination:
• Oversee communication with the sales team for order coordination, including product statuses and sample orders
• Manage packaging operations, including weighing, labeling, and preparing products for sale
• Coordinate product manifests and transportation logistics using Metrc, ensuring all documentation is accurate
• Update inventory in Leaflink and mark orders as fulfilled or shipped
• Team Management:
• Supervise post-harvest staff, and if necessary, disciplinary actions
• Foster a communicative, positive, and safe work environment, ensuring team members adhere to company values
• Lead employees to take actions consistent with company strategy and regulatory standards
• Communicate staffing and resource needs to the Facility Manager and HR Administrator
• Garden & Cultivation Support:
• Assist with garden tasks such as defoliating, transplanting, harvesting, and cloning as needed
• Ensure that all plant tags are properly assigned, managed, and rotated within Metrc
• Regulatory Compliance:
• Stay current with federal, state, and local regulations, ensuring full compliance with the law
• Prepare for and participate in facility audits and inspections by regulatory agencies such as OSHA, MED, and the Department of Agriculture
• Maintain facility compliance records, ensuring adherence to safety, environmental, and legal standards
  

Other Responsibilites

• Continuously update and maintain SOPs to ensure alignment with evolving industry standards and regulations
• Support open communication among staff, promoting a fair and friendly working environment
• Manage supply inventory and communicate when restocking is needed
• Ensure the facility adheres to the company’s policies on equality, diversity, and maintaining a drug-free workplace
  
  

All other duties as assigned.

Compensation

• $22 to $23/hour
  
  

Benefits

• Paid Holidays, PTO and PSL
  
  

WORKING CONDITIONS AND PHYSICAL ENVIRONMENT

NOBO Inc. operates in an office environment. Must be able to work in an office environment with low to moderate noise levels. Must be able to lift or leverage up to 25 pounds frequently. Must be able to sustain posture in a seated or standing position for prolonged periods of time. Dexterity of hands and fingers to operate a computer keyboard, mouse and other business machines. Visual and color acuity are required for reading and interpreting legal and financial documents. Accommodations may be made for qualified individuals to perform the essential functions of the position.

EQUAL PAY FOR EQUAL WORK ACT (THE “ACT”), COLORADO REVISED STATUTES (“C.R.S.”)

NOBO will make reasonable efforts to announce, post or otherwise make known all opportunities for promotion to all current employees on the same calendar day and prior to making a promotion decision. A “promotional opportunity” exists when NOBO has or anticipated a vacancy in an existing or new position that could one considered a promotion for one or more employees(s) in terms of compensation, benefits, status, duties, or access to further advancement. A communication announcing, posting, or otherwise making a promotional opportunity known will be in writing and include at least (i) job title, (ii) compensation and benefits, and (iii) means by which employees may apply for the position.

NOBO will make reasonable efforts to communicate promotional opportunities with any method(s) by which all NOBO employees (i) can access within their regular workplace, either online or in hard copy, and (ii) will be told where to find required postings or announcements. If a particular method reaches some but not all employees, such as an online posting not accessible to those lacking internet access or access to or knowledge of that internet site, then an alternative method will still be used for NOBO employees.

NOBO will notify all employees of promotional opportunities and will not limit notice to those employees it deems qualified for the position, but NOBO may state that applications are open to only those with certain qualifications and may screen or reject candidates based on such qualifications.

NOBO does not need to post a promotional opportunity to all employees if NOBO has a compelling need to keep a particular opening confidential because the position is still held by an incumbent employee who, for reasons other than avoiding job posting requirements, NOBO has not yet made aware they will be separated. If any NOBO employees are told of the opportunity, all employees must be told who with (i) meet the minimum qualifications or (ii) have a job “substantially similar” (within the meaning of C.R.S.

• 8-5-102 in the Colorado Equal Pay for Equal Work Act) (the “Act”) to any employees being told of the opportunity. If the need for confidentiality ends before any deadline to apply for the job, NOBO will then promptly comply with applicable posting requirements in the Act
  
  

No promotion posting to other employees is required for a promotion within one year of an employee being hired with a written representation (whether in an offer letter, in an agreement, or in a policy NOBO published to employees) that NOBO will automatically consider an employee for promotion to a specific position within one year based solely on their own performance and/or NOBO’s needs.

No immediate promotion posting is required to fill a position on a temporary basis for up to six months where the hiring is not expected to be permanent, e.g., an acting or interim position. If the hire may become permanent, then the required portion posting must be made in time for employees to apply for the percent position.

Promotion posting requirements do not apply to NOBO employees entirely outside Colorado.

The compensation posting requirements do not apply to either (i) jobs to be performed entirely outside Colorado, or (ii) postings entirely outside Colorado.

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