Marc Rodriguez, Co-Founder and CEO of Green Leaf Business Solutions – Interview Series

With the American cannabis industry expected to reach $35 billion a year, the need for proper and organized payroll providers as well as an effective human resources department has become increasingly necessary. One such company that specializes in connecting cannabis businesses with these services is Green Leaf Business Solutions. To better understand how necessary these services are for a business so young yet heavily regulated like a cannabis business, mycannabis.com had the pleasure of speaking with Marc Rodriguez, Co-Founder and CEO of Green Leaf Business Solutions.

What subjects and concepts in business and marketing did you study while attending California State University-San Bernardino, and how did those subjects prepare you for both working in cannabis and for a juggernaut of a company such as Paychex?

At Cal State San Bernardino, my studies were rooted in business administration with a focus on marketing, management, and organizational behavior. These subjects laid the foundation for understanding how to build scalable systems, lead teams, and develop go-to-market strategies. The practical coursework around business ethics and strategic planning especially prepared me for highly regulated industries like cannabis and for working at large-scale, structured corporations like Paychex. That mix of entrepreneurial thinking and corporate discipline continues to inform how I lead Green Leaf today.

What were the roles you held with 2020 Companies, and how did those experiences help you strengthen your managerial and marketing skills?

At 2020 Companies, I held several leadership positions focused on sales operations and field marketing, including Territory Manager and Regional Director roles. It was a fast-paced, results-driven environment where I learned how to lead high-performance teams, manage large territories, and execute national product launches. Those roles taught me how to build and scale teams quickly, manage budgets, and adapt to shifting market conditions—all skills that are essential when navigating the ever-evolving cannabis space.

How did you become part of the Paychex team, and what were your primary duties as first HR Solutions Sales Consultant and then District Manager? Given your almost seven years with the company and its massive size, I would imagine you saw quite a few big decisions and other similar important scenarios during your time there.

I joined Paychex as an HR Solutions Sales Consultant during a period of expansion and quickly moved into a District Manager role. In both roles, I was responsible for consulting with business owners to deliver tailored payroll, HR, and compliance solutions. As District Manager, I led a team of consultants, driving growth and ensuring alignment between client needs and service delivery. The scale of operations and exposure to various business models gave me an inside view of the complexities companies face with workforce management—and inspired me to eventually specialize those solutions for the cannabis industry.

What would you say were the cornerstone moments or other deciding factors that inspired you to create Green Leaf Payroll and Business Solutions, Inc.? Given the federal prohibition of cannabis and many different widespread issues the industry regularly faces, did you have any initial concerns about creating a business catered to the cannabis industry?

The inspiration for Green Leaf came from repeated conversations with cannabis operators who were underserved and often turned away by traditional payroll and HR providers. Seeing legitimate businesses denied services simply because of their industry didn’t sit right with me. While there were concerns about federal prohibition and banking restrictions, I also saw a tremendous opportunity to build infrastructure that legitimizes and supports this growing sector. That challenge—paired with the chance to drive change—was too important to ignore.

From your experience with Green Leaf, what have been the most widespread issues you’ve seen from your clients regarding payroll, HR, and compliance? Are some specific issues more prevalent in some state industries than in other states, or are those common problems equally widespread?

Some of the most common issues include misclassified workers, lack of proper onboarding and documentation, inconsistent timekeeping practices, and challenges with staying compliant amid rapidly changing state laws. While these issues exist across the board, we do see state-specific challenges—like different labor laws, overtime regulations, and union activity—that require nuanced solutions. Operators in newly legal states often face steeper learning curves, while those in more mature markets may struggle with scaling compliant systems.

What would you say are the best and most efficient ways that cannabis companies can strengthen their HR and compliance practices? What are some common factors that prevent companies from having a decent HR department and proper compliance?

The first step is prioritizing HR as a strategic function, not just an administrative one. That means hiring experienced HR professionals or outsourcing to a cannabis-compliant HR provider. Implementing standardized onboarding, digital timekeeping, and regular compliance audits can dramatically reduce risk. Barriers often include underfunding, rapid growth without infrastructure, and a misunderstanding of how costly non-compliance can be. Education and planning are key.

What are some of the financial services that Green Leaf offers, and how does Green Leaf ensure that affiliated financial service providers are trustworthy businesses despite the federal prohibition?

We offer a range of services including payroll, timekeeping, HR management, employee benefits, and cannabis-compliant 401(k) retirement plans through GreenPath. We also connect our clients with vetted, cannabis-friendly banking partners. All of our providers undergo rigorous due diligence to ensure regulatory alignment, reputational integrity, and a strong track record in high-risk industries. Trust and transparency are non-negotiable in this space.

Because multi-million dollar acquisitions in the cannabis industry have become increasingly common and will continue to be so as the sector expands far past $30 billion a year, what are the best ways to ensure that proper HR and payroll practices are transferred over as well?

During M&A events, diligence around HR and payroll is often overlooked—yet it’s critical. Having standardized digital systems in place for employee data, pay history, job classification, and compliance documentation makes transitions much smoother. We help our clients to conduct internal audits before any transaction and ensure that their systems are scalable and transparent. Involving experienced HR and legal advisors early in the process helps avoid costly post-close surprises.

I did want to ask about cannabis unionization. What would you say are the most crucial pros and cons of unionization, and do you think that certain roles and sectors within the industry need unionization more than others?

Unionization can bring structure, improved worker protections, and pathways for better wages and benefits, which is especially important in cultivation and manufacturing roles. On the other hand, it can add complexity and rigidity to fast-growing operations that need flexibility to scale. I believe unionization has a place, especially where there are significant safety risks or high turnover, but it should be balanced with open dialogue between employers and workers. What matters most is that companies create safe, fair, and engaging workplaces—unionized or not.

If a federal rescheduling of cannabis were to occur, how would that impact both the operations of Green Leaf and the fields of payroll, HR, and compliance within cannabis as a whole?

Rescheduling would be a game changer. It would likely open up traditional banking access, reduce insurance risk, and streamline federal employment tax and benefits compliance. For Green Leaf, it would mean fewer operational barriers and greater scalability for the solutions we already provide. More broadly, it would allow cannabis operators to function more like traditional businesses—opening up talent pipelines, benefits offerings, and expansion opportunities that are currently limited by federal uncertainty.

Thank you for joining us, Marc! For more information on Green Leaf Business Solutions, please visit its website.