Hormel Foods strives to be a company where people aspire to work and remain for the duration of their careers. We have a proud tradition and rich history of fostering long-term careers that starts with promoting from within and continues with the support of competitive compensation, benefits, training and a safe work environment.
At Hormel Foods, our employees are our most important asset. In fiscal year 2014, we had 20,444 employees as part of our company, in more than 50 plants and offices worldwide. We invite you to learn more about our people here, as well as in our 2014 Corporate Responsibility Report.
Investing in Employee Growth
At Hormel Foods, continuous improvement and innovation are a way of life for not only our products, but for our employees as well. These principles are the foundation for our people’s personal development and a means to encourage continuous growth in their careers. We know it’s also important to help employees manage career endings, which is accomplished by offering ongoing retirement planning education workshops.
For more information about our employee programs, please see our 2014 Corporate Responsibility Report.
Performance Review Program
Hormel Foods employs a formal employee performance and learning management system for more than 3,000 of our employees. Administered through the corporate learning and development team, this process provides a structure for managers to meet with each direct report to evaluate development needs and identify training to be delivered, as well as set priorities for the employee’s development and discuss opportunities for career enhancement and advancement.
More information about our performance review program can be found in our 2014 Corporate Responsibility Report.
Training is an important part of developing and growing the skills that foster long-term careers and high employee satisfaction at Hormel Foods. Training is based on applicability to employees’ daily activities; therefore, the number of training hours per employee varies across the company. Some of our training programs include:
Our career development efforts feature training and coaching that facilitate and encourage career enhancement and advancement. We also offer educational assistance to reimburse eligible employees for undergraduate, graduate and preparatory courses.
View the latest training data in our 2014 Corporate Responsibility Report.
Hormel Foods Training Courses Examples
Leading for Success Advanced Seminar: Consumer products sales (CPS) employees participate in the Leading for Success Advanced Seminar, which is designed to further advance skill sets through additional training and development sessions. Participants also spend time with the CPS executive leadership team.
Manager training: Employees of Hormel Foods from various company locations participate in manager training. Participants are chosen from different areas of the company to broaden the conversation and provide an opportunity to network. The event focuses on coaching and leadership skills, a human resources overview, performance management and compensation.
Foodservice sales training: Foodservice sales employees from across the country complete this program, which provides newer employees with a better understanding of how to more effectively sell the benefits of the company’s products, become a consultative seller and better represent Hormel Foods and our brands. The training includes presentations by the foodservice marketing team that highlight the full line of products the foodservice division offers.
At Hormel Foods, diversity is defined as the similarities and differences we share with one another, encompassing a variety of personal attributes, values and organizational roles. Embracing all of the ways in which we are different — beyond race and gender — fosters innovation and cultivates an environment filled with different perspectives in which people feel challenged and excited to come to work every day, and where they aspire to remain for the duration of their career.
Our human resources department is actively implementing initiatives related to diversity and inclusion, including training programs and solidifying relationships with organizations at higher education institutions to increase the diversity of our talent pools. Scorecards for business units and an inclusion index to track and monitor progress related to these initiatives are also key components of the companywide program.
Corporate Diversity and Inclusion Councils
Internal groups at Hormel Foods, such as the Executive Diversity and Inclusion Steering Committee and the cross-functional Corporate Diversity and Inclusion Advisory Council, are champions of diversity and inclusion and advocates for change. The Corporate Diversity and Inclusion Advisory Council is responsible for implementing the diversity and inclusion strategic plan throughout the entire organization, which provides a roadmap for building a culture of inclusion by creating an environment where employees feel engaged and are encouraged to actively participate in discussions centered around building their aspirations (whether through employee resource groups, mentoring or other development opportunities). The council is responsible for:
Information about our 2014 diversity programs can be found in our 2014 Corporate Responsibility Report.
We offer competitive compensation and a benefits program that attracts and retains top talent. Full-time employees at all U.S. locations are eligible for disability coverage, life insurance, health care and retirement programs. Part-time and seasonal employees may be eligible for benefits based on the hours they work and their length of service.
Counseling Resource Service
Hormel Foods offers employees and their family members access to a free, confidential counseling service. Employees can contact the service for information concerning work, home and life issues related to grief and loss, child care and elder care referrals, midlife transitions, staying fit after age 50, budgeting, “empty nest” syndrome and retirement planning. The service provides information in many ways: online, via telephone, through printed materials (tip sheets, booklets, kits, etc.) and through digital materials (CDs and videos).
Retirement Savings Plans
Hormel Foods employees are eligible for a retirement savings plan that includes company contributions. In fiscal year 2014, the company contributed $30.1 million to its defined contribution benefit plans. Hormel Foods also contributed $29.7 million to its defined benefit plans and continues to maintain these plans on a fully-funded basis.
Our educational assistance program reimburses eligible employees for undergraduate, graduate and preparatory course fees, books and lab fees.
Hormel Foods also offers adoption benefits to employees for those looking to expand their family. These benefits include financial reimbursement, leave of absence and resource and referral services for up to three adoptions per household during the employee’s tenure with the company.
More information about our employee benefits can be found in Careers.
The goal of our pay programs is to attract, retain, motivate and reward highly-qualified employees. We aim to maintain internal equity while remaining competitive with external labor markets and ensuring consistent and nonbiased pay programs. Information about our employee tenure can be found in our 2014 Corporate Responsibility Report.
Under our merit-based process, managers assign individual performance ratings to employees in conjunction with our formal performance management process. This involves annual written performance appraisals, which require multiple levels of approval. An employee’s individual performance and relative position to the external labor market determines his or her merit increase.
For our salaried employees who are part of the parent-company organization, we conducted an independent third-party analysis to statistically review pay differences by gender, minority and age to ensure nondiscriminatory pay practices. The results of this analysis showed no pay inequities. We plan to expand this type of analysis throughout our organization.
To learn more about executive compensation, visit the Performance-Based Executive Compensation section.
Hormel Foods understands that maintaining leadership in our field requires optimal performance from our employees. We also understand that employees perform best when they are healthy and health is one of the most important factors to everyday life. We aim to cultivate and maintain a culture of health that is focused on encouraging and empowering them to make healthy lifestyle choices through awareness, prevention and positive behavior change. To that end, we have a companywide wellness initiative called Wellness Our Way, which includes activities and resources such as:
Hormel Foods established our profit sharing plan in 1938 as a method to return a portion of the company’s profit back to employees, either as a payment in cash or as a contribution to the Joint Earning Profit Trust Plan. In fiscal year 2014, we announced the largest annual profit sharing in company history to be distributed to eligible employees: nearly $17.4 million.
The company offers flexible work arrangements, which includes flex-time schedules, alternative work schedules, partial work arrangements, telecommuting and a summer-hours program for our employees to maintain a healthy and happy work-life balance.
Additionally, Hormel Foods offers a phase-back option for employees following birth of a child, adoption or placement of a child in foster care. This option allows employees to spread out their 12 weeks leave allotted through the Family and Medical Leave Act (FMLA) over a maximum of 24 weeks.
The Hormel Foods flex-force program provides flexible employment opportunities for retirees who elect to return to the workplace. These employees can assume a variety of responsibilities in the role they held prior to retirement on a part-time or intermittent basis. This could include vacation coverage, temporary or weekend coverage, mentoring or training new staff, project work or filling other short-term employment needs.
Founder George A. Hormel was instrumental in promoting the first child labor laws in the United States. He was obligated to work when he was a young boy, and it was his hope that in the future, no child would be forced into a similar situation of exploitation.
Hormel Foods complies with the age regulations set forth by local, state and federal laws. We look to hire the best talent and do this through local talent recruitment. We also have a long and proud history of promoting from within the company.
We do not hire anyone under the age of 18 at our processing facilities, in compliance with employment laws of the United States. Our policies do not tolerate child labor or forced labor at either our facilities or within our supply chain, and we forbid the use of forced prison labor. Information about collective bargaining agreements can be found in the 2014 Corporate Responsibility Report.
We value the individual at Hormel Foods. Our policies protect each employee’s right to a workplace in which everyone follows laws, avoids discriminatory practices and shows respect for one another. If for any reason an employee feels that he or she has received treatment that does not align with these expectations, an anonymous third-party hotline is available to report the discrepancy. A team is assigned to review each issue and find a resolution.
Hormel Foods fully adheres to hiring practices according to all local and federal guidelines. We have voluntarily used the E-Verify system since its inception in 1997. Administered by the Department of Homeland Security in partnership with the Social Security Administration, this program verifies the eligibility of an employee to work in the United States. We also participate in the Mutual Agreement between Government and Employers (IMAGE) program with the U.S. Immigration and Customs Enforcement, which assists us with verification efforts and enhances fraudulent document awareness through education and training.
Human Rights Statement
Our human rights practices and expectations are part of our Code of Ethical Business Conduct, other policies, Supplier Responsibility Principles and supplier contracts. These address nondiscrimination, workplace safety, child labor, forced labor and human trafficking, working hours and minimum ages, and freedom of association and collective bargaining.
Hormel Foods is committed to providing a work environment that is free from discrimination based on sex, race, color, religion, national origin, age, sexual orientation, gender identity, disability, veteran’s status, pregnancy and genetic information.
All company policies at Hormel Foods follow local and national laws in the United States and other locations in which we operate. To ensure adherence to our Code of Ethical Business Conduct, we established a compliance program that upholds accountability through reporting, tracking and investigation of possible violations of the code. The Audit Committee of the company’s Board of Directors oversees the compliance program. In order to facilitate anonymous employee feedback and address concerns, we provide a hotline number and website that is operated by an independent third-party organization.
Hormel Foods recognizes the international principles and guidelines aimed at promoting and protecting human rights, including the:
When Hormel Foods considers international investments, acquisitions and joint ventures, as part of the due diligence process, our teams conduct research on human rights parameters to ensure compliance with all governing country or province laws regarding investment agreements, including:
Information about employee safety, discrimination, training, human rights training and diversity is reported annually in the people section of our 2014 Corporate Responsibility Report.
Our human rights statement is reviewed annually by the vice president of human resources. The company’s Code of Ethical Business Conduct is reviewed yearly by the Audit Committee of the company’s Board of Directors.
Hormel Foods is known for its award-winning safety programs. Our dedicated corporate safety department develops and administers companywide safety policies to ensure the safety of each employee and compliance with Occupational Safety and Health Administration (OSHA) standards. The corporate safety department also conducts annual safety audits of our manufacturing plants to ensure compliance with company safety policies.
View the latest safety data in our 2014 Corporate Responsibility Report.
Our corporate safety department administers the monthly Our Way to Safety employee training program. Plant safety managers coordinate monthly train-the-trainer safety meetings for plant supervisors.
Examples of topics covered by the trainings include: electrical safety, emergency action plans, ergonomics, the global harmonized system for hazard communication, inclement weather, lockout–control of hazardous energy, machine guarding and personal protective equipment.
There are 138 automated external defibrillator (AED) devices located in Hormel Foods plants and approximately 1,850 trained responders. Response team members receive biennial training in bloodborne pathogens, first aid, CPR and the use of the AED. AED readiness is ensured through a daily check of the AEDs. Three lives have been saved since the inception of the AED program at Hormel Foods in 2008.
Companywide safety conferences are held biennially, and the 2013 Our Way to Safety Conference included safety management employees from all company locations, along with members of the Corporate Safety Steering Committee. The theme was “Influencing Employee Safety,” which focused on developing methods to teach and influence employees to work safely.
View the latest safety training information in our 2014 Corporate Responsibility Report.
Hormel Foods has a Corporate Safety Steering Committee that provides corporate-wide safety process leadership to all business units of Hormel Foods and its subsidiaries. Hormel Foods has long been at the forefront of the industry in employee safety, and this committee further drives our leadership in this area.
The goals of the committee include:
Our Safety, Health and Ergonomic Policy states that the safety, well-being and comfort of each employee is a team effort requiring everyone’s participation. Each location operates with a manager responsible for the safety program and a safety committee that meets monthly to review and discuss safety topics and ideas. The committees are responsible for assisting in the development of the plant’s safety processes and keeping employees engaged. In addition, they perform monthly safety and ergonomic audits, and when necessary, ensure corrective actions are implemented. Companywide, our safety committees are comprised of approximately 2,000 hourly and salaried employees.
At Hormel Foods, we believe that a more engaged workforce leads to a more innovative, productive and profitable company. We take specific steps to increase the engagement of our people, beginning with our biennial Employee Engagement Survey to secure feedback from our people to help understand what engagement at Hormel Foods really means to them, and how it can be enhanced.
In 2013, employee engagement increased from the 2011 survey. Seventy-one percent of respondents were in agreement with statements that measure overall engagement. Our employee response rates continue to outperform the manufacturing industry average of 65 percent.
To help drive change throughout the company, Hormel Foods designates “survey champion” leaders, who are charged with explaining and sharing survey results with their direct reports. Survey meetings are conducted across the company to identify key opportunities for improvement. Corresponding action plans are developed as a result of these meetings. Hormel Foods believes this process helps us drive change in the company and equips leaders with a roadmap to identify opportunities for improvement.