Senior Manager Field Labor & Culture

Category/Area of Expertise: Human Resources Job Requisition: 489727 Address: USA-NC-Salisbury-2085 Harrison Road Store Code: ADUSA Distribution - HR (5121911) ADUSA Distribution is the distribution company of Ahold Delhaize USA, providing distribution services to leading grocery brands. The company fosters a culture that inspires and empowers associates to deliver exceptional service and value. Manager II Field Labor & Culture – Key Responsibilities Enterprise Labor Engagement Strategy Develop and lead a comprehensive pro-associate labor engagement strategy aligned with organizational values and operational priorities. Establish a clear philosophy and framework promoting associate listening, leadership visibility, transparency, and open‑door ways of working. Advise executive leadership on labor climate trends, risks, and strategic mitigation plans. Drive alignment and accountability across Distribution & Transportation leadership to sustain a positive associate relations culture. Labor Analytics, Intelligence & Risk Monitoring Own enterprise reporting and analytics related to labor activity, engagement indicators, turnover trends, attendance patterns, and external union activity. Develop dashboards and predictive insights to identify early warning indicators of labor risk. Monitor external labor trends, industry activity, regulatory developments, and competitor environments. Provide executive‑level reporting and strategic recommendations based on data analysis. Ensure consistent data governance and reporting accuracy across the network. Associate Listening & Engagement Programs Design and deploy structured associate listening strategies, including surveys, focus groups, roundtables, skip‑level meetings, and pulse mechanisms. Partner with site leadership to translate listening insights into actionable engagement plans. Develop toolkits and training resources that reinforce open‑door practices and frontline leadership effectiveness. Identify systemic themes impacting morale, trust, or workforce stability and drive cross‑functional resolution strategies. Measure and monitor impact of engagement interventions across sites. Pro‑Associate Culture & Leadership Enablement Develop programs that reinforce leadership capability in associate relations, conflict resolution, and effective communication. Facilitate leadership sessions to build understanding of labor dynamics and proactive engagement practices. Coach senior and field leaders on navigating complex associate relations situations. Ensure leaders consistently model company values and a culture of fairness, respect, and accountability. Labor Activity Response Leadership Lead the cross‑functional team deployed in the event of labor activity, including organizing campaigns or other workforce disruptions. Develop standardized response protocols, communication strategies, and playbooks. Coordinate closely with Legal, Communications, HR, and Operations to ensure compliant and consistent response execution. Oversee training and readiness planning for leaders and field HR in advance of potential labor activity. Conduct post‑activity assessments and implement improvement strategies to strengthen organizational preparedness. Cross‑Functional Partnership & Governance Partner with Legal to ensure compliance with federal, state, and local labor laws and regulations. Align with Talent Acquisition, Organizational Talent Planning, and Learning & Development to address systemic drivers of associate dissatisfaction. Collaborate with Communications to ensure clear, accurate, and values‑aligned messaging. Establish governance standards and enterprise consistency in labor engagement practices. Team Leadership & Operational Oversight Lead and develop a team responsible for labor engagement strategy execution and labor activity deployment. Establish clear performance objectives, readiness standards, and accountability measures. Conduct resource and capacity planning to ensure rapid deployment capability when required. Manage associated budgets and ensure effective use of resources. Build bench strength and subject matter expertise within the labor engagement function. Qualifications Education Bachelor’s degree in Human Resources, Labor Relations, Business, or related field required. Master’s degree or advanced labor relations education preferred. Experience 8–12 years of progressive experience in Employee Relations, Labor Relations, HR Leadership, or related discipline within complex, multi‑site operations. Demonstrated experience leading labor strategy or responding to labor organizing activity. Experience advising senior leadership on labor relations risk and strategy. Experience leading cross‑functional teams in high‑pressure or sensitive environments. Other Travel required (approximately 30–50 %) to distribution centers and transportation sites, particularly during periods of elevated labor activity. Ability to respond quickly to emerging labor situations, including evenings or weekends as necessary. Operate within broad corporate policies and legal frameworks with significant decision‑making authority; major strategic direction aligned with executive leadership. PA/SC/ME/NC Salary Range: $108,880 – $163,320 MA/NY/NJ/CT/RI Salary Range: $125,200 – $187,800 We are an organization that values diversity and encourages all qualified individuals to apply without regard to sex, race, color, ancestry, national origin, citizenship status, religion, age, marital status (including civil unions), military service, veteran status, pregnancy (including childbirth and related medical conditions), genetic information, sexual orientation, gender identity, legally recognized disability, domestic violence victim status or any other characteristic protected by law. Our organization is committed to working with and providing reasonable accommodations to individuals with disabilities, including applicants. If you have a disability and require assistance in the application process, please email View email address on click.appcast.io. #J-18808-Ljbffr