Senior Manager Field Labor & Culture

Ahold Delhaize•Pleasant Hill, CA

5h•$108,880 - $187,800

About The Position

ADUSA Distribution is the distribution company of Ahold Delhaize USA, providing distribution services to one of the largest grocery retail supply chains in the nation. ADUSA Distribution fosters a culture that inspires and empowers our associates to always deliver exceptional service and value. Our team is supporting the supply chain network evolution to an integrated self-distribution model of the future, serving leading omnichannel grocery brands – Food Lion, Giant Food, The GIANT Company, Hannaford and Stop & Shop. To learn more about our company and the other supply chain companies of Ahold Delhaize USA, visit www.adusasc.com. The Manager II Field Labor & Culture is responsible for establishing and leading a comprehensive pro-associate strategy and culture across ADUSA Distribution & Transportation. This role drives enterprise-wide initiatives that promote associate listening, open-door practices, leadership transparency, and a positive associate relations environment that supports operational continuity and workforce stability. This role operates with significant strategic latitude and enterprise impact. The role owns labor-related analytics and reporting (internal and external), designs and deploys proactive engagement strategies targeting key risk areas and leads the cross-functional response team deployed in the event of labor activity. The role partners closely with Executive Leadership, Operations, Legal, HR, Communications, and field leadership to anticipate labor risks, strengthen associate trust, and ensure compliant, consistent, and values-based responses across the network.

Requirements

Bachelor’s degree in Human Resources, Labor Relations, Business, or related field required.
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.
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.
Operates within broad corporate policies and legal frameworks with significant decision-making authority; major strategic direction aligned with executive leadership.

Nice To Haves

Master’s degree or advanced labor relations education preferred.

Responsibilities

Develops and leads a comprehensive pro-associate and labor engagement strategy aligned with organizational values and operational priorities.
Establishes a clear philosophy and framework promoting associate listening, leadership visibility, transparency, and open- door ways of working.
Advises executive leadership on labor climate trends, risks, and strategic mitigation plans.
Drives alignment and accountability across Distribution & Transportation leadership to sustain a positive associate relations culture.
Owns enterprise reporting and analytics related to labor activity, engagement indicators, turnover trends, attendance patterns, and external union activity.
Develops dashboards and predictive insights to identify early warning indicators of labor risk.
Monitors external labor trends, industry activity, regulatory developments, and competitor environments.
Provides executive-level reporting and strategic recommendations based on data analysis.
Ensures consistent data governance and reporting accuracy across the network.
Designs and deploys structured associate listening strategies, including surveys, focus groups, roundtables, skip-level meetings, and pulse mechanisms.
Partners with site leadership to translate listening insights into actionable engagement plans.
Develops toolkits and training resources that reinforce open-door practices and frontline leadership effectiveness.
Identifies systemic themes impacting morale, trust, or workforce stability and drives cross-functional resolution strategies.
Measures and monitors impact of engagement interventions across sites.
Develops programs that reinforce leadership capability in associate relations, conflict resolution, and effective communication.
Facilitates leadership sessions to build understanding of labor dynamics and proactive engagement practices.
Coaches senior and field leaders on navigating complex associate relations situations.
Ensures leaders consistently model company values and a culture of fairness, respect, and accountability.
Leads the cross-functional team deployed in the event of labor activity, including organizing campaigns or other workforce disruptions.
Develops standardized response protocols, communication strategies, and playbooks.
Coordinates closely with Legal, Communications, HR, and Operations to ensure compliant and consistent response execution.
Oversees training and readiness planning for leaders and field HR in advance of potential labor activity.
Conducts post-activity assessments and implements improvement strategies to strengthen organizational preparedness
Partners with Legal to ensure compliance with federal, state, and local labor laws and regulations.
Aligns with Talent Acquisition, Organizational Talent Planning, and Learning & Development to address systemic drivers of associate dissatisfaction.
Collaborates with Communications to ensure clear, accurate, and values-aligned messaging.
Establishes governance standards and enterprise consistency in labor engagement practices.
Leads and develops a team responsible for labor engagement strategy execution and labor activity deployment.
Establishes clear performance objectives, readiness standards, and accountability measures.
Conducts resource and capacity planning to ensure rapid deployment capability when required.
Manages associated budgets and ensures effective use of resources.
Builds bench strength and subject matter expertise within the labor engagement function.