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 Cape Cod, Chunky, Goldfish, Kettle Brand, Lance, Late July, Pacific Foods, Pepperidge Farm, Prego, Pace, Rao’s Homemade, Snack Factory, Snyder’s of Hanover. Swanson, and V8. 

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.

How you will make history here…
The Director of HR Supply Chain is a key member of the HR team and their respective Campbell Supply Chain partners working collaboratively across the Supply Chain HR team and the division to build HR strategies, improve organizational performance and develop capabilities to attract, reward, motivate and develop talent.  This role acts as strategic HR partner to the Campbell Supply Chain Leadership team leading organization design, change management and people development discussions and strategies to build a winning organization.

What you will do…

• Participates and collaborates as an integral part of the company HR team. Develops and leads HR projects that encompass both assigned functional team and broader division. Participates in and promotes a collaborative team environment by working with the HR organization effectively to deliver value to our business partners.
• Partner with Supply Chain and HR leaders to shape and drive the implementation plans in support of Campbell’s labor strategy including but not limited to new training, recruiting, work environment, and workforce planning strategies.
• Partner with Supply Chain leaders to identify talent, organization, capability, and culture outcomes required to deliver on short and long-term strategic priorities.
• With leaders, drives efforts to increase engagement of our employees to ensure a positive work environment within function and across the workplace. Proactively works with leaders and employees to identify and resolve areas of concern and promote and foster an open and inclusive environment.
• Drives company culture by assessing current state and gaps, developing plan to communicate and reinforce the company’s values and culture to enable us to develop and maintain a high performing, values-based organization in support of the company’s objectives.
• Acts as strategic lead to the business and leads people discussions to ensure we have the right size organization with the right people in the right roles.  Provides consultative support in organization structure and design to ensure support of the short- and long-term goals of the organization.
• Leads the Talent Development process for assigned functional team to ensure assessment, development, and succession planning.
• Identifies best practices – both from within and outside the Campbell Soup Company; recommends innovative opportunities to drive HR strategies to the next level.

Who you will work with…

• You will work directly with Supply Chain partners and Supply Chain HR team.

What you bring to the table (must have) …

• Bachelor’s degree.
• Ten (10) years of increasing responsibility experience within the HR function.
• Three (3) years within a manufacturing environment.
• 35-40% travel required.

It would be great to have…

• Master’s degree.
• Ability to analyze and interpret data to support recommendations for the HR function and client groups.
• Ability to overcome resistance to organizational change, influence all employees to embrace it, and lead the change initiative.
• Ability to simultaneously prioritize and execute multiple projects based on business needs.
• Develop and maintain rapport with employees at all levels of Campbell’s to drive results.
• Must interface effectively with multiple locations, departments/functions.
• Strong understanding of labor and employment law.
• Ability to work in a matrixed environment, integrating cross-functional input and guidance into priorities and solutions.
• Ability to manage both strategic and tactical execution of HR programs simultaneously
• Strong verbal and written communication skills; able to communicate at any organizational level.
• Strong training/facilitation skills.
• Outstanding analytical, problem-solving, and decision-making skills.
• Ability to use data to drive decisions.
• Ability to identify continuous improvement opportunities and lead initiative to deliver bottom-line results.
• Change agent.
• Ability to influence business leaders to support and drive the HR strategic plan.
• Computer proficiency in Windows-based software applications (i.e. Word, Excel, PowerPoint, etc.) and SAP knowledge.
• SHRM-CP or PHR preferred.

Compensation and Benefits:

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

$163,000-$234,400

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.