Carole Richter

Human Resources Consultant

CRichter ~ HR Consulting, LLC

Human Resources/Talent Management Expert; Compliance to Strategic Planning; Hiring, Maximizing, Terminating Employees-Your Greatest Asset!

InCall® Rates

Duration Price
15 minutes $50.00
30 minutes $75.00
60 minutes $150.00


HR Human Resources HR Strategic Planning Employee Relations Employment Law Performance Management Talent Management Training Leadership Development People Processes Employee Engagement Organizational Culture Compensation Conflict Resolution Investigations Terminations Workforce Planning HR Metrics Employees Retail Start Ups

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I am a Human Resources professional who strived to implement a consultancy approach long before adopting the title. With over twenty-five years of business, operations, human resources management training and experience, business leaders have appreciated my firsthand experience in operations, my understanding of how all the HR functions impact the bottom line, and the proper balance of employee and business needs.

Before focusing on HR, I established a solid track record as a successful business partner improving revenue generation and containing costs when working with start-ups and organizations undergoing explosive growth. I derived keen insights from my operational background enabling me to improve profitability through attention to return on investments, employee retention, improved organizational design and development, and aligning HR to organizational strategies and goals. My experience is largely based in retail, and other client or customer service industries, with exposure to mining and financial organizations. I have extensive experience in recruiting, training and facilitation, employee relations, negotiation and conflict resolution, talent management, leadership development and succession planning.

Recently, I completed a Master’s Degree in Human Resources Management with a Specialization in Organizational Leadership and have successfully applied my knowledge in the latest trends affecting HR and business today – talent management, employee engagement, leadership development and organizational culture. I remain current through education and networking, in large part, from my involvement with the Mile High Society for Human Resource Management, the local chapter of the global association of SHRM, where I serve as Programs Director on the Board of Directors.

As a lifelong learner, I share my knowledge of successes… and failures. As a risk taker, I share the benefits of diversity and change while overcoming associated challenges. As an optimist, I emphasize the positives while dealing with the negatives.


Human Resources Consultant

CRichter ~ HR Consulting, LLC
March 2014 - present

Consultant to small-medium sized cannabis business owners with an emphasis on driving sales by aligning individuals and teams to financial goals, enhancing productivity through redesigning positions and processes, and managing projects from needs analysis through solution sustainability. 

  • Featured speaker at the National Cannabis Industry Association and Indo Expo trade conferences in Las Vegas, Denver, and Seattle, focusing on employment law and performance management, engaging participants with real world experiences.
  • Provided compensation and benefit analysis addressing misclassifications, demonstrating the need for internal and external equity, and advising owners on total rewards strategies.
  • Set up or audited HR policies, procedures, and handbooks to mitigate risk and increase employee satisfaction, in conjunction with comprehensive training to increase owner’s knowledge in employment laws and regulations, as well as the latest trends in talent management.


National University

Master's Degree
2011 - 2012

Masters in Human Resources Management with a Specialization in Organizational Leadership




Society for Human Resource Management
January 2015 - January 2018
12/21/2018 10:37:25 AM,
Carole Richter replied:

Hello Paul,

I'm sure there are a host of options locally and online.  I would recommend contacting my colleague, Maureen McNamara, at Cannabis Trainers for advice on your specific goals.  Good luck in your new career path!

12/22/2018 7:35:48 PM,
Maureen McNamara replied:

Hello Paul,
Carol is indeed right. We have a compliance focused training program: Sell-SMaRT. It's ideal for people who work in dispensaries.

Come check out our website and pop us a note- we'lre happy to share details with you.

Are employees federal rights protected?

As an employer, I am concerned about federal implications, specifically federal rights and protections for employees and employers. Are my employees rights under federal law affected because of the industry, and as an employer what can I do to assure current and potential employees that they are protected?

2/21/2018 4:58:09 PM,
Carole Richter replied:

Yes!  There are a myriad of laws that protect employees from discrimination (Title VII, ADAAA, ADEA, GINA, PDA, etc.), ensure they are paid fairly (FLSA), and are safe in our workplaces (OSHA) under federal, state and local laws and regulations.  All employees are entitled to the protections and benefits enacted.  And many employers go above and beyond what is required to attract and retain the best talent and to enhance their culture.  

Happy to answer any specifc questions you may have!

6/27/2016 10:22:28 AM,
Carole Richter replied:

Recently, the NCIA HR Council discussed this same question!  What is very unique in this market is our tenuous right to operate.  Disgruntled employees may have more power to incite claims from the DOL, EEOC, state or local regulatory agencies.  This requires owners to learn and ensure compliance with all federal, state and local employment laws.  If you understand your responsibilities, manage accordingly, and document decisions then you are in a better position to defend your actions, when an employee brings forth frivolous lawsuits or agency charges. 

In this emerging market, we are developing new products and, in these businesses, you would want policies in place with respect to Confidentiality.  I’m not a fan of Non-Competes as they may restrict one’s ability to continue working in the industry but they may be appropriate in some cases.  With all policies, you want to review them with counsel to ensure they are legal and enforceable in your state.  Non-competes, for instance, may not be enforceable in Colorado.   

Another topic that often arises, surrounds the use of cannabis during working hours.  There are valid reasons for prohibiting the use, or at least the abuse, of alcohol, drugs (including prescription drugs) and cannabis while at work.  The use may jeopardize your business license, create unsafe working conditions, or negatively impact employee productivity.  Since drug testing measures “use” not “abuse,” and cannot measure impairment, I suggest a policy that simply addresses poor performance.  If an employee is abusing drugs or alcohol, the quality and/or quantity of their work will suffer.    If this happens, inform the employee of your observations, with examples of the undesirable behavior or performance, give them an opportunity to improve and if they do not, then escalate your discipline, up to and including termination.  Such a policy is called Progressive Discipline and is a fair and just process when dealing with any employee transgressions.  There are exceptions to Progressive Discipline such as new employees that are not a good fit or for serious offenses (theft, violence, etc.).  In either of these cases, swift terminations may be best.  

If you choose to use drug testing, I would not advise pre-employment testing due to the limitations of the “test.”  Some employers may choose to test after observing impaired behavior at work.  Such a policy is called and based on “Reasonable Suspicion.”  Or, they may retain the right to test “Post-Accident” in conjunction with observations of impairment, should the employee be responsible for a workplace or auto accident that causes significant harm to themselves, other employees, or property.  Many often think the government or work comp carriers require testing, but since it doesn’t measure impairment, I have found it is often the employer’s decision.

I believe the use of medicinal cannabis should be given consideration as an accommodation during the interactive process dictated by the Americans with Disabilities Act.  Some state laws reflect this positive line of thinking, as well.  The ADAAA dictates we give individualized consideration to anyone with a disability to “enable” them to perform the essential job functions.  But, this does not mean you must lower your performance standards!

Contact me if you would like a list of federal laws that you must comply with.  Build your policies to mirror them and then go beyond the laws to define the positive culture you want to establish.

8/23/2017 3:40:23 PM,
Carole Richter replied:

Good question!  If you ask someone to join your leadership team, who already has knowledge and experience in the industry, you will be able to expedite the onboarding process and have them contributing at 100% capacity sooner than the alternative.  Hiring someone without industry experience will require additional time to learn the laws and regulations surrounding the production, distribution and sale of cannabis.  Secondly, one must learn about the unique products and services in the industry, yours and the completion’s, before they can help maximize your profitability.  And, lastly, some leaders, used to the status quo, may be tested by the unique employee demographic; workforces full of risk takers and status quo breakers. 

However, there are very good reasons to consider talent from outside the industry.  You may need a particular skill set, educational background or business experience to strengthen the organizational foundation or to enable you to take advantage of growth opportunities.  Leadership needs to assess current needs, not only for the “position,” but for the team and the organization, as well.  Then, select the best from the rest!