At Reynolds American Inc., 88 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1656 employee surveys, with a 90% confidence level and a margin of error of ± 1.67. It was published on Sep 11, 2017. 1292 Visitors

What Employees Say

I am able to take time off from work when I think it's necessary.
93%
 
I am given the resources and equipment to do my job.
90%
 
Management is honest and ethical in its business practices.
89%
 
Management is competent at running the business.
88%
 
I want to work here for a long time.
87%
 

What They Do

We asked Reynolds American Inc. to explain what they do. Here is what they had to say.

RAI's operating companies are developing a range of innovative products that are redefining tobacco enjoyment. Through this innovation and the marketing of our companies' iconic brands, we're not just building market leadership we're transforming an industry.

About this Company

Website: www.reynoldsamerican.com Industry: Manufacturing & Production
US Headquarters: Winston-Salem, North Carolina, 27101 Major Locations: Winston-Salem, North Carolina; Tobaccoville, North Carolina; Memphis, Tennessee; Clarksville, Tennessee; Oxford, North Carolina; Santa Fe, New Mexico
US Employees: 5,281 US Revenues: $12,503 million
Corporate Structure: Private Founded: 1875

Company-wide celebrations include sweet treats in honor of National Ice Cream Month.

Perks and Programs

We asked Reynolds American Inc. to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Employee Community Involvement: Our employees embrace a longstanding tradition of generosity. RAI's most recent United Way campaign raised nearly $2.6 million for the United Way of Forsyth County. Each employee gift was matched at 100% by the Reynolds American Foundation. RAI has received the United Way’s Spirit of North Carolina award for three years in a row, recognizing companies and their employees who demonstrate campaign excellence and community commitment through the United Way. Employees' biggest hands-on project is Days of Caring, a week of giving back to the community by volunteering time to help United Way agencies. In 2016, more than 230 employee teams participated nationwide. Employees stay engaged with United Way year-round by participating in activities with Women’s Leadership Council and Young Leaders United.
  • Total Well-Being: Our talent strategy focuses on overall employee well-being and recognizes that well-being is a tapestry of physical, emotional, social, financial and career elements that help our employees achieve their personal and professional goals. Last year we launched an integrated physical well-being program with Virgin Pulse, providing a fun, free platform for our employees to take charge of their health and wellness goals. We invested in a work environment upgrade to foster innovation and social well-being through physical spaces and technologies, including more collaboration spaces for employees. We commit to financial well-being through company-paid financial counseling services and we support employee retirement readiness with a 401k contribution of 9% and auto-enrollment/escalations — for which we have received PLANSPONSOR’s Best in Class 401(k) Plan designation.
  • Internship Program: Through the RAI internship program, undergraduate and graduate students can shape their future in a culture that empowers and encourages everyone to blaze new trails and challenge the status quo. Throughout the 10-week program, interns lead meaningful projects focused on substantive business issues across all areas of the company. Interns are given the opportunity to exercise initiative, and to engage in creative problem solving, teamwork, and influencing — core skills that will help them thrive no matter where their careers may take them. They also enjoy the added benefits of competitive pay, a housing stipend, and a 401k company match during their internship. Our program earned us placement on Vault.com’s 2017 50 Best Internships list and #1 internship in Retail & Consumer Products internships overall.
  • Pay for Performance: Performance incentives encourage our employees to think and act boldly. All full-time employees participate in the annual bonus plan, and receive up to a 2 times bonus multiplier dependent on company performance. Additionally, bonus pay for VP level and below is linked directly to individual performance ratings, with multipliers up to 1.5 times annual bonus pay for above-the-bar achievements. Leaders in the organization, representing 10% of salaried employees, receive stock grants that vest over three years — rewarding them for delivering sustainable, future-focused growth. We acknowledge that employees’ hard work directly contributes to our success. As part of a recent acquisition, RAI’s Board implemented a one-time Game Changer Bonus, equivalent to an extra annual bonus, made available to all employees for driving RAI’s successful achievement of acquisition-related objectives.
  • Recognition Programs: We leverage our reward and recognition programs as strategic tools to drive the behaviors that support our business. Our peer recognition program (“WOW” – We Own Winning) gives all employees and managers the power to recognize each other anytime throughout the year for lending a helping hand, an impactful thought or idea, demonstration of great teamwork or for going the extra mile. In 2016, employees gave and received nearly 19,000 WOW awards worth more than $1 million. We give years of service awards to recognize career milestones. The highest level of recognition, the Leadership Team Awards, honors employees who make exceptional contributions to achieve extraordinary business results. Employees receive a $5,000 reward and attend a luncheon where they receive special recognition from the Executive Leadership Team.
  • Development Fuels Performance: Our commitment to employee development includes custom classroom events, self-directed learning, and employee-focused resources allowing employees to own their development. Employee development is strongly encouraged because we know it fuels individual and company performance. Our classroom experiences are reinforced and enhanced with e-learning tools and on the job experiences. Since 2016, the majority of managers and direct reports have participated in Coaching Exchange, a program designed to build an effective coaching culture. The program includes pre-class assessments on leadership, workshops, and on-the-job activities for prizes and skill application. In addition to formal learning, we offer resources such as IDEAS. In IDEAS, employees explore ways to develop their leadership on-the-job tailored to their specific needs, interests, and level of experience.
  • Employer Brand: We are trailblazers, thriving together to transform an industry. Through “voice-of-the-employee” research, we found that our culture is defined by three key differentiators: People, Opportunity, and Purpose. These differentiators are articulated through our employer brand. We activated the employer brand in the candidate experience first, but we are now focused on sustaining it throughout the entire employee lifecycle by infusing it into our internal communications and processes. This work unifies our culture, drives a consistent employee experience and demonstrates our bright future. Our focus on employee engagement has been recognized by Achievers as one of the 50 Most Engaged Workplaces in North America for two years in a row, and this year as the overall winner in the Vision & Values element.
  • Thrive Portal/Service Team: Last year, RAI completed two key initiatives that have significantly improved the employee experience with HR’s customer service. Through a new HR portal called “Thrive,” we streamlined more than 150 HR processes and implemented or revised all of the systems and tools used to manage them, creating a one-stop shop that enhances self-service options and thereby increases employee productivity. We also formed an HR Service Team comprised of internal employees with extensive knowledge of our HR programs, giving employees a single point-of-contact for their HR-related questions. The benefit of these improvements was acknowledged in our HR Customer Satisfaction survey where 83% of employees said they are satisfied with HR and the services it provides — up 12 points from the previous year.
  • Transparency: Transparency is in our DNA, from our compensation philosophy and entire salaried pay structure (including up to the CEO) that are published internally, to potential ratings that are shared by managers with salaried employees at all levels. We strongly believe that transparency and open communication are critical to building trust and achieving our organization’s strategic vision. Our intranet, The Hub, provides employees with broad information about company or industry news and access to senior leader videos, as well as local events and community engagement activities. Promotions, developmental moves, and job openings are posted on The Hub for all employees to view. Employees also receive business updates and company news from senior leaders and function heads via quarterly cascade meetings that include open Q&A with employees.
  • Corporate Sustainability: Our organization was recognized again as a leader in corporate sustainability by being awarded membership in the 2016-2017 Dow Jones Sustainability North America Index (DJSI). We attained the DJSI World designation for the top-performing tobacco company worldwide. This is the third consecutive year, and eighth out of the last nine years, that RAI has been recognized as a leader in corporate sustainability efforts. Selection to the index identifies companies that are best equipped for long-term success in light of the risks and opportunities related to sustainability. Companies are selected based on an extensive evaluation of many criteria, including corporate governance, risk management, energy consumption, supply chain standards and human resources development. RAI’s Transforming Tobacco initiatives contributed to its selection.

COMPENSATION BY THE NUMBERS

86% Company-paid health coverage for employees (for Full-time employees enrolled in the Standard plan. An alternative Advantage plan pays 90.6% of the premium.) 66% Company-paid health coverage for dependents (for Full-time employees enrolled in the Standard plan. An alternative Advantage plan pays 69.8% of the premium for dependents.)
$10,111 Average Tuition Reimbursement
A recently completed renovation project at our Research and Development facility features impromptu gathering areas that encourage collaboration and interaction.

WORK-LIFE BALANCE BY THE NUMBERS

26 days Paid time off after one year of full-time employment 26 Days Paid time off as of first day of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (71% use it)
  • Telecommute option (49% use it)
  • Subsidized On- or Off-site Fitness (54% have access)
  • Medical facilities (at some locations)
  • Onsite Amenities (Free on-site medical centers (at most locations); Free on-site fitness centers; Free fitness classes; Free personal fitness assessments; Personal training at reduced rates; Wellness incentive program; Free fitness tracker; On-site wellness events; Free on-site skin cancer, blood pressure, and mammogram screenings; Free annual flu vaccine program; Free EAP in-person counseling sessions; Child and elder care referral services; Dry cleaning; Personal concierge service; Free financial wellness consultations)

FAMILY CARE BY THE NUMBERS

80 days Job-protected maternity leave (including FMLA/STD) 25 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
62 days Average length of maternity leave new mothers take60 days Job-protected paternity leave (including FMLA)
12 days Average length of paternity leave new fathers take60 days Job-protected parental leave for adoptive parents (including FMLA)*
*Employees are not required to use all their personal paid time off before taking parental leave.

FAMILY CARE PROGRAMS

  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

$15,300,000 Philanthropic donations in last year $2,100,000 Total company-matched employee donations in last year
VP Corporate Sustainability Leads environmental impact team Third-Party Conducted Environmental impact audit
Yes Renewable energy program Yes Carbon offset program
Yes Recycling program Yes Locally-sourced food program

Diversity

  • Vice President, Workplace Practices is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Women
  • 4 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
Celebrating company and brand successes serves to educate employees about our transformation story and creates opportunities for them to connect with colleagues.

DEMOGRAPHICS

 
Our Trade Marketing teams use monthly workshops not only to learn and develop, but also to make blankets to donate throughout the communities in which we live and work.

How to Get Hired

We asked Reynolds American Inc. for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

Our employees say they are drawn to working at RAI and its companies because of the iconic brands and next generation products, but they stay for the visionary, principled and passionate people they get to work with every day. We are excited to speak with candidates who are eager to work in a fun, collaborative and caring environment where their ideas will make a real difference in the company of good people who are as original as them. Our core values — principled, passionate, dynamic and creative – are the essence of who we are and how we operate as a company. We are always seeking diverse, bold thinkers who are committed to doing the right thing, are future-focused, desire to create a positive impact, and are motivated by changing the game through innovation.

What can prospective employees do to get your attention?

Our interview panel process is centralized around our six Leadership Dimensions — Strategy Development, Driving Execution, Leading Change, Talent Development, Influencing and Credibility. These dimensions are critical attributes to achieving our business goals and provide the framework and guidance employees need to grow based on their performance, individual talents and professional goals. Prospective employees must share tangible examples of experiences that demonstrate these behaviors in their careers or personal lives. When candidates exhibit the characteristics defined by our Leadership Dimensions, we know they will have a successful, long-term career where they feel challenged, engaged and empowered professionally.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

Because we are transforming our industry, we are always seeking Research & Development candidates who have a background in STEM education and work experience. Our RAI Innovations team will be focused on eCommerce and digital talent, as well as product innovation marketing candidates who are passionate about understanding consumer preferences and converting those preferences into product concepts, technical product specifications, innovations, and/or product improvements. Trade Marketing Services is essential to achieving our vision; they are the trailblazers who drive the sale, development and execution of strategic business plans and marketing programs. We will be hiring Territory Managers who are hungry for responsibility, accountability and a chance to really make an impact! Finally, the Operations function will continue to hire production associates at all levels to support product manufacturing in our facilities in North Carolina and Tennessee.

What should interested candidates do to find out more and get started?

We welcome anyone interested in joining RAI companies to visit and apply online via the RAI Careers web site: https://careers.reynoldsamerican.com. But we also invite candidates to connect with us and gain more insight into our culture through our social media channels: LinkedIn, Facebook and Twitter. We also encourage candidates to learn more about what it’s like to work at RAI on Glassdoor or on Vault.com, where our interns rated us #1 in Best Retail & Consumer Products Internships. Applicants requiring reasonable accommodation for any part of the application and hiring process should contact us directly by calling 262-439-1893 or emailing us at TalentAcquisition@RJRT.com.

hiring Outlook

600 Forecasted positions to fill in coming year -0% Job Growth
20 Average applicants per opening 13,941 Total job applicants
10% New hires by employee referrals 94% Openings filled by current employees
58 Recent graduates hired 3% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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