Project Manager, People Team

The Role 

The Project Manager, People Team serves as the operational backbone for GTI's People function, driving structured execution of HR initiatives across Talent & Organizational Development (T&OD), Employee Relations (ER), People Operations, Payroll & HRIS, Benefits, Compensation, HR Business Partnering, Talent Acquisition (TA), M&A activities. This role ensures that People Team projects and initiatives are delivered on time, within scope, and with intentional change management — giving HR leadership and cross-functional partners clear visibility into priorities, progress, and risks. 

Responsibilities 

Project Planning & Execution 

• Maintain a holistic view of the full People Team project portfolio, proactively identifying where projects overlap, create resource conflicts, or place competing demands on HR partners or field leaders. 


• Own end-to-end project management for all People Team initiatives, ensuring projects are tied to established OKRs across Talent & Organization Development, Employee Relations, People Operations, Payroll, Benefits, Compensation, HR, and Talent Acquisition. 


• Directly lead project management efforts for all Retail & Production projects. Build and maintain detailed project plans including scope, milestones, timelines, owners, dependencies, and success metrics for all. 


• Support COE teams with project kickoffs, working sessions, and status reviews to keep initiatives on track, as needed. 


• Control project phasing to ensure logical sequencing of work, prevent scope creep, and protect team bandwidth. 


• Maintain rolling 12-month and calendar year views of People Team project plans and flag bandwidth issues to People leadership with recommended mitigation strategies (re-phasing, reprioritization, resource reallocation). 

Stakeholder Communication & Visibility 

• Partner with People Team leads and Centers of Excellence to translate OKRs into project roadmaps with clear accountability. 


• Develop and distribute regular project status updates to HR leadership, summarizing progress, decisions needed, and upcoming milestones. 


• Serve as a central point of contact for project-related questions from HR partners and field/business leaders 


• Change Management & Communications 


• Ensure every People Team project includes a defined change management plan — identify impacted audiences, key messages, timing, and adoption risks. 


• Develop and support communication plans for projects affecting field leaders, managers, and employees, in partnership with HR Business Partners and Internal Communications. 


• Proactively identify and escalate change management risks that could affect project adoption or employee experience. 

PM Tools & Reporting 

• Serve as the primary administrator of the People Team's project management platform (Airtable), ensuring all projects, timelines, deliverables, and updates are captured and current. 


• Train COE project leads on the team’s project management platform to ensure adoption.  


• Build dashboards and reporting views that give HR leadership real-time visibility into HR data, upcoming milestones, and at-risk items. 


• Standardize project intake, tracking, and closure processes across the People Team. 

Qualifications  

• 7+ years of project management experience, preferably supporting HR, People Operations, or a similarly complex function. 


• Demonstrated experience managing multiple concurrent projects with cross-functional stakeholders. 


• Proficiency with the Microsoft Office Suite and project management tools (Airtable, monday.com, Asana, Smartsheet, or similar). 


• Strong working knowledge of change management principles and communication planning. 


• Excellent written and verbal communication skills; comfortable presenting to senior leaders. 


• Highly organized with strong attention to detail and the ability to operate in a fast-paced, matrixed environment. 

Preferred 

• Familiarity with core HR domains including payroll, benefits, compensation, talent acquisition, and employee relations. 


• Experience in the cannabis, retail, CPG, or multi-site operations industry. 


• PMP, CAPM, or Prosci Change Management certification. 


• Experience building PM infrastructure or processes from the ground up. 

Additional Requirements 

• Must pass any and all required background checks  


• Must be and remain compliant with all legal or company regulations for working in the industry  


• Must possess valid driver’s license 


• Must be a minimum of 21 years of age 


• Must be approved by state badging agency to work in cannabis industry