Human Resources Manager

Since 1869 we've connected people through food they love. 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. 

Here, you will make a difference every day. You will be supported to build a rewarding career with opportunities to grow, innovate and inspire. Make history with us.

Why Campbell’s…

• Benefits begin on day one and include medical, dental, short and long-term disability, AD&D, and life insurance (for individual, families, and domestic partners).
• Employees are eligible for our matching 401(k) plan and can enroll on the first day of employment with immediate vesting.
• Campbell’s offers unlimited sick time along with paid time off and holiday pay.
• If in WHQ – free access to the fitness center. Access to on-site day care (operated by Bright Horizons) and company store.
• Giving back to the communities where our employees work and live is very important to Campbell’s. Our “Campbell’s Cares” program matches employee donations and/or volunteer activity up to $1,500 annually.
• Campbell’s has a variety of Employee Resource Groups (ERGs) to support employees.

Come join our team and Set the Standard for high performing teams at our bakery in Downers Grove!

This position is responsible for hands-on management of Human Resources systems and processes in Pepperidge Farm’s Downers Grove, IL bakery, which employs approximately 250 hourly, salaried and contract associates. The individual in this generalist role will have operational responsibility for recruitment and retention, employee relations, training and talent development, organization effectiveness, wage and salary administration, performance management, employee safety and wellness, engagement planning, oversite to company store and benefits administration.  In addition to managing compliance activities, the incumbent will act as a strategic business partner in building a high performing culture, as well as lean manufacturing and other continuous improvement initiatives, that support both the plant’s and Company’s overall goals and objectives.

Principal Accountabilities

• Daily HR Operations - Manage the following HR processes and Supply Chain initiatives: Provide ongoing recruiting support to the plant management team. Source a diverse slate of well-qualified candidates, schedule and conduct interviews, and prepare offer letters in a timely manner. Maintain a positive employee relations environment by responding to all employee relations issues and guiding them to successful resolution and leading training for front line leaders. Conduct thorough and prompt investigations, interpret and explain Company policy, coach employees as necessary, and ensure that disciplinary action is administered fairly and consistently. Drive employee learning and development by facilitating Campbell University workshops and other training programs. Identify plant and individual training needs and develop a curriculum focusing on managerial/supervisory development, diversity and inclusion, new hire selection process, objective setting, etc. Build internal talent by driving the creation, implementation, and execution of high-quality development plans which are directly linked to the annual Succession Planning process. Manage the compensation process for both hourly and salaried employees. Conduct an annual survey of prevailing hourly wages in the local area; prepare an Hourly Wage Recommendation.  Partner with the management team to develop job descriptions for open salaried positions; work with Corporate Compensation to identify appropriate levels and salary ranges for these openings. Provide focus and direction for performance management activities. Drive the Hourly Performance Management Program. Lead salaried employees through objective setting, Individual Development Planning, mid-year review, and year-end performance appraisal processes. Partner with the management team to drive safety performance and employee accountability for safety throughout the plant. Work with the Safety Manager to manage occupational injury/illness claims and administer Workers’ Compensation. Provide leadership for the implementation of unique, site-specific wellness programs (in addition to corporate programs) to encourage employee involvement. Drive high organizational engagement and empowerment by implementing a survey tool to measure culture, manager quality, high performance, and employee engagement. Help managers interpret survey results, facilitate engagement planning sessions, and develop and execute robust action plans. Oversee benefits and leave of absence administration.  Communicate benefit changes, manage the Annual Enrollment process, and assist employees in resolving benefit and leave issues. 
• Strategic Partner – Execute the following strategic initiatives: Drive the Key Operator Certification Program. Provide ongoing leadership for Downers Grove’s continuous improvement initiatives and participate in and help drive the 5S Program, kaizen events, standard work development, etc. Assist the Director, HR – Supply Chain in building a high performing culture at Downers Grove while simultaneously sustaining its unique culture, as well as implementing other key strategic initiatives.
• Regulatory Compliance – Manage the following compliance activities: Develop Downers Grove’s annual Affirmative Action Plan and quarterly updates in compliance with Company and EEOC guidelines. Partner with the Leadership Team to ensure full compliance with OSHA standards. Drive compliance with FMLA and ADA regulations.

Job Complexity

• Must interpret Company policy and resolve complex employee relations issues in a fair and consistent manner. Must be available to respond to these issues on a 24/7 basis.
• Must possess the interpersonal savvy necessary to interact effectively with employees at all levels of the organization – from hourly production workers to the Company President. Must tailor the message and presentation style to fit the audience.
• Must partner effectively with the Corporate Legal Department to investigate and resolve Integrity Hot Line complaints, complex employee relations issues, ethics violations, charges filed by regulatory agencies, etc.
• Must be able to manage multiple projects simultaneously and prioritize based on business needs. Must align plant projects/initiatives with Company goals, in order to drive organizational alignment. 
• Must serve as Company contact and liaison during compliance reviews and audits by regulatory agencies, such as EEOC, State Human Relations Commission, etc.
• Must partner with the plant leadership team to determine appropriate crewing levels and source a diverse slate of qualified candidates for both hourly and salaried positions.
• Must serve as a change agent and help employees adapt to organizational change. Must actively support and help drive lean transformation and high performing culture.
• Must drive the performance management process for hourly and salaried employees, meeting all corporate timelines and other deliverables.
• Must stay current with respect to both internal and external factors impacting the plant’s workforce, including new or revised Company policies, developments in employment law, pending legislation, etc., communicate these changes to the plant leadership team, and make appropriate recommendations.

Job Specifications

• Minimum education required: B.A./B.S. degree in Human Resources Management or a related field. Education desired: M.A./M.S. degree in Human Resources Management preferred.
• Years of relevant experience: Minimum 6 years experience in human resources in an industrial environment (Prior experience in food manufacturing or other consumer product industry is preferred.)

Knowledge, skills, and abilities required:

• Strong Human Resources Generalist background with a comprehensive working knowledge of employee relations, employment law, and regulatory compliance.
• Exceptional interpersonal skills, including excellent verbal and written communication abilities. Must demonstrate active listening and strong facilitation and conflict resolution skills.
• Demonstrated business savvy. Must possess strong organizational and analytical skills and attention to detail.
• Familiarity with Lean principles and initiatives, including 5S programs and standard work development.
• Proficiency with Microsoft Office applications, including Word, PowerPoint, Excel, and Outlook. Prior Workday, Kronos, and SAP experience is preferred.
• Ability to thrive in a fast-paced, team environment.
• Proven track record of delivering excellent business results under demanding timetables.

• The working environment includes both office and plant floor settings. Exposure to industrial noise, forklift traffic, moving mechanical parts, and temperature extremes occurs in operating areas of the plant.

Compensation and Benefits:

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

$104,700-$150,500

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.