Since 1869 we've connected people through food they love. Our history was created by remarkable people, ideas, and innovations. It serves as inspiration and foundation for our future success. 
 
We’re proud to be stewards of amazing brands that people trust. Our portfolio includes the iconic Campbell’s brand, as well as Michael Angelo’s, noosa, Pace, Pacific Foods, Prego, Rao’s Homemade, Swanson, and V8. In our Snacks division, we have brands like Cape Cod, Goldfish, Kettle Brand, Lance, Late July, Pepperidge Farm, Snack Factory, and Snyder's of Hanover.  
 
We foster a culture of belonging where people come first, and diversity is embraced. And we live our values, always, while setting the highest standards for performance.
 
Here, you will make a difference every day. You will be part of a dynamic, collaborative, and competitive team. You will be supported to build a rewarding career with opportunities to grow, innovate and inspire. Make history with us.

The Manager, Employee Relations is responsible for supporting the design and execution of the company’s Employee Relations Center of Expertise (ER COE) strategy, including the centralization of salaried exempt and salaried non-exempt ER activities. This role is also accountable for managing and resolving complex ER issues. This role is responsible for developing and maintaining enterprise ER resources, processes, and tools. This role involves conducting thorough internal employee-related investigations, analyzing data to identify trends, and providing strategic recommendations to improve ER policies and practices. The Manager, Employee Relations will work closely with HR leaders, business partners, and in-house counsel to ensure compliance with employment laws and regulations, and to promote a positive workplace culture.
 

Principal Accountabilities

Employee Relations Strategy and Execution:

Support the design and execution of the ER COE strategy, including the centralization of salaried exempt and salaried non-exempt ER activities.Design the reason for change/the change story required to mature our ER approach and outcomes.Navigate senior leadership and other key stakeholders to gain alignment to the reason for change and the implementation plan.

Employee Relations Case Management:

Manage and resolve complex ER issues, including disciplinary actions, counseling, performance improvement plans, and workplace conflicts.Conduct thorough investigations into employee complaints, including Integrity Hotline reports and concerns related to alleged harassment or discrimination and policy violations.Clearly and professionally document findings and provide recommendations for resolution.

Policy Development and Compliance:

Develop, implement, and update ER policies and procedures to ensure legal compliance and alignment with company values.Monitor changes in employment laws and regulations and, working with in-house counsel, ensure relevant company policies are updated accordingly.Lead people-based compliance activities, including providing guidance and training to managers and employees on ER best practices and compliance.

Data Analysis and Reporting:

Analyze ER data to identify trends, patterns, and areas for improvement.Develop and maintain dashboards and reports that track key ER metrics.Present findings and strategic recommendations to senior leadership to inform decision-making.

Employee Engagement and Retention:

Collaborate with HR and business leaders to develop and implement strategies to enhance employee engagement and retention.Conduct exit interviews and analyze feedback to identify opportunities for improving the employee experience.Support initiatives aimed at building a positive and inclusive workplace culture.

Conflict Resolution and Mediation:

Act as a mediator in conflict resolution processes, facilitating discussions between employees and between managers and employees to resolve disputes.Provide coaching and support to managers on handling difficult employee situations.Promote and model effective conflict resolution techniques and practices.

Training and Development:

Develop and deliver training programs on ER topics, including conflict resolution, performance management, and compliance.Provide ongoing education and resources to managers and employees to promote a healthy work environment.Stay current on industry trends and best practices in ER and incorporate them into training materials.

Risk Management:

Identify and mitigate risks related to employee relations issues.Ensure that employee relations activities are conducted in a manner that protects the company’s reputation and legal standing.Maintain accurate and confidential records of employee relations cases and investigations.

Job Requirements/Specifications

Bachelor's degree required; preferably in Human Resources or business-related field. Master’s degree a plus.Minimum of 8 years of Human Resources experience, including generalist and/or employee relations experience.Strong HR background in HR operations/delivery (credible activist, operational executor).Must have the ability to both design strategy and gain senior stakeholder alignment for the strategy, as well as execute core components of the strategy.Must possess a sense of urgency, take initiative, be a self-starter, be comfortable working independently, and be curious.Must be an excellent communicator, including written communication, and—among other things—be able to clearly and succinctly recap complex matters (like internal investigations) in summary memos or reports.Strong leadership, facilitation, project management, and problem-solving skills.Ability to work cross-functionally with all levels of employees and management.Willingness to take a position, to show personal initiative, and to persevere in the face of significant challenges and obstacles.Must have the ability to set priorities and make tradeoff decisions in a dynamic environment.

Travel

5% travel may be required

Compensation and Benefits:

The target base salary range for this full-time, salaried position is between 

$85,900-$140,800

Individual base pay depends on work location and additional factors such as experience, job-related skills, and relevant education or training. Total pay may include other forms of compensation. In addition, we offer competitive health, dental, 401k and wellness benefits beginning on the first day of employment. Please ask your Talent Acquisition Partner for more information about our total rewards package.

The Company is committed to providing equal opportunity for employees and qualified applicants in all aspects of the employment relationship, including consideration for employment, without regard to race, color, sex, sexual orientation, gender identity, national origin, citizenship, marital status, protected veteran status, disability, age, religion, or any other classification protected by law.