If you operate a cannabis business in California, you already know the regulators don’t grade on a curve. The DCC, Cal/OSHA, the Labor Commissioner, ICE — they each show up with their own checklist, and none of them care that you’re a small shop trying to do right by your people. I’ve spent eight years inside HR for cannabis, STRTP, healthcare, and small business in this state, and I can tell you exactly where most operators fail: they treat HR like paperwork instead of infrastructure.

Compliance in California cannabis isn’t a binder you build once. It’s a living system: bilingual policies your team can actually read, SOPs that hold up when a regulator pulls a file, training records, I-9s done right, audit-ready documentation for every termination, and a real plan for the day ICE knocks. Most dispensaries I’ve audited had two of those things. The other six were a stack of borrowed templates from somebody’s cousin in Colorado.

I built these tools for the operators and founders who can’t afford a $5,000 retainer just to find out their handbook hasn’t been compliant since 2022. Same documents I use inside my consulting engagements. Bilingual EN/ES where the law and your workforce demand it. PHR-certified. California-specific. Priced so a single-location operator can actually buy them.

If you need something custom, we’ll talk. If you need to fix this today, start below.