At Reynolds American Inc., 84 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1605 employee surveys, with a 90% confidence level and a margin of error of ± 1.70. It was published on Aug 9, 2018. 4657 Visitors

What Employees Say

I am able to take time off from work when I think it's necessary.
95%
 
This is a physically safe place to work.
91%
 
People here are given a lot of responsibility.
90%
 
I am given the resources and equipment to do my job.
88%
 
Management is honest and ethical in its business practices.
88%
 

What They Do

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

Reynolds American and its operating companies are committed to driving their businesses forward, while transforming the tobacco industry by developing innovative products that have the potential to reduce harm caused by smoking and leading efforts to reduce youth tobacco use.

About this Company

Website: www.reynoldsamerican.com Industry: Manufacturing & Production
US Headquarters: Winston-Salem, North Carolina, 27101 Major Locations: Tobaccoville, North Carolina, 27050; Memphis, Tennessee, 38141; Clarksville, Tennessee, 37040; Owensboro, Kentucky, 42301
US Employees: 5,087 Corporate Structure: Private
Founded: 1875

Reynolds American Inc. has been awarded:

Best Workplaces in Manufacturing & Production 2018 (ranked 14)


RAI United Way Days of Caring

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.

  • Total Well-Being: We believe well-being is a tapestry of professional development opportunities and a comprehensive package of tools and resources to help our employees nurture their best selves. Our employees can visit our on-site health clinics for an allergy shot, enjoy the company of their colleagues in our cafes over lunch, take a yoga class in one of our fitness centers after work, and have a free, financial coaching session by phone with a professional advisor. Employees in trade marketing positions receive a company vehicle and discounted fitness center memberships. We utilize a fitness-tracking platform, a rewards program that allows users to earn well-being points -- tracking health goals, or participating in challenges designed to engage employees in the benefits we offer. Our commitment to total well-being is reflected in our open workspace environment and supportive culture. We value social well-being and offer opportunities throughout the year for employees to connect informally.
  • Financial Well-Being: Our commitment to each employee’s financial well-being is reflected in our compensation package and in the tools we offer employees to manage their financial future. We offer a competitive base salary, annual bonus plan, and 401k contribution of 9% with auto-enrollment and auto-escalations, for which we have received PlanSponsor’s Best in Class 401(k) Plan designation. In 2017, 95% of our employees participated, compared to 83% among peer companies. Also, 77% of our participants save at least 15% of their eligible earnings, compared to 38% among peer companies. These savings rates include employer and employee contributions. We provide annual statements that articulate expected annual retirement income from company-sponsored benefits and social security, a retirement readiness assessment, and recommendations to improve savings outcomes. Free financial coaching is offered through our partners. We leverage our fitness-tracking platform to award points to employees for engaging in activities that enhance their financial well-being.
  • Internship Program: “They really view me as another team member.” “Your co-workers become your family.” “A life-changing summer for me, it gave me perspective on what I want to do.” This feedback is from participants in our internship program, and contributed to our placement among Vault.com’s 2017 and 2018 50 Best Internships, and #1 ranking in the retail consumer products category. Our 10-week program gives promising undergraduate and graduate students the opportunity to work on projects that make a substantive business impact. These students are immersed in a demanding environment with thoughtful consideration given to growing their professional and personal acumen. We offer competitive compensation, housing stipend, car (for trade marketing positions), and participation in our 401k program. Employees who were formally interns have the opportunity to participate in our parent company’s Global Graduate Academy (see 6.9). In 2017, we offered full-time positions to 50% of our interns with an acceptance rate of 75%.
  • Employee Community Involvement: RAI is deeply rooted in the community, due in large part to its legacy of giving. Our employees contribute their time, talent and financial resources to the betterment of their local communities. We foster a culture that values and encourages charitable contributions and volunteerism. The company matches 100% of employee donations up to $7,000 and we offer paid time off for employees to volunteer during United Way Days of Caring. Our eConnect online portal matches employees with volunteer opportunities and is the easy tool to take advantage of our matching gift program. During the 2017 United Way Days of Caring, over 1,250 employees (48% more than 2016) volunteered over 5,000 hours to help United Way agencies. We were honored to receive the United Way’s Spirit of North Carolina award for the fourth year in a row. Our companies, foundations and employees contributed 32.6 million in cash and property in 2017.
  • Leadership Presence and Accessibility: A clear, purposeful vision and strong core values are the bedrock of our company. Indoctrinating that foundation into our culture starts with the leadership team. They play an active role in onboarding activities for new employees and lead roundtable discussions with our summer interns. They regularly visit facilities outside of the corporate office and field employee teams, keeping a pulse on what is happening in the company beyond the headquarters. Employees are welcome to approach and build one-on-one relationships with leaders. From posing questions, voicing concerns, or sharing ideas, we nurture a culture of openness and transparency and are particularly deliberate about doing so with senior leaders. They engage with their teams formally through regularly scheduled meetings, and informally through office walkabouts and casual lunches in the cafeteria. We conduct biennial voice-of-the-employee survey and leaders are accountable for acting on opportunities that are illuminated as a result of employee feedback.
  • Pay for Performance: We believe our employees – our greatest assets – should receive a fair and competitive rewards package that recognizes the value they bring to the organization. Key to our total rewards package is compensation tied to individual performance. All full-time employees participate in an annual incentive plan that rewards both individual and company performance. Bonus pay is linked directly to performance ratings with pay multipliers for above-the-bar achievements. For example, all employees may receive up to a 2 times bonus multiplier dependent on company performance and VP and below levels may receive up to 1.5 times their annual bonus dependent on individual performance. To ensure equitable ratings, employee performance is calibrated in review panels in accordance with function and job level. Directors and above receive stock that vests over three years— motivating and rewarding these leaders to deliver sustainable, future-focused growth.
  • Recognition Programs: We have three recognition programs: peer recognition, years of service, and leadership team awards. Our peer recognition program (“WOW” – We Own Winning) gives employees and managers the power to recognize above and beyond performance anytime throughout the year. We take this recognition opportunity seriously and a cash value in increments of $25, $50, $100, $300, and $1,000 (an amount awarded by senior leadership) is assigned to each award. In 2017, employees across our entire population awarded their peers nearly 20,000 WOW awards worth more than $1 million. We celebrate career milestones at 10, 20, 30, and 40 years of service, and at retirement. Our highest level of recognition is the leadership team award, in which our executive leadership honors employees who make exceptional contributions to achieve extraordinary business results. These prestigious awards are given annually to individual employees or teams who are shaping our success in bold and innovative ways.
  • Development Fuels Performance: Our commitment to employee development includes -- instructor-led training, self-directed and e-learning opportunities like Lynda.com courses, conference and seminar opportunities, international trainings, and tuition reimbursement of 85% for employees wishing to advance their formal education. Our Coaching Exchange program for managers and their direct reports (90%+ participation) creates a high performing coaching culture that provides opportunities for growth, accelerates skill development and cultural alignment, and helps ensure life-long learning. Managers are expected to support career development by guiding and coaching their direct reports utilizing tools like the individualized development plan created by each employee. Our HR business partners work with functional leaders to identify growth opportunities for employees, including international assignments. The assignments provide employees with the opportunity to exchange ideas, practices, cultures and technologies with their peers by temporarily living and working in one of the 180 countries our parent company operates in worldwide.
  • Global Graduate Academy: Reynolds American was acquired by British American Tobacco (BAT) in mid-2017. Opportunities to grow careers beyond the United States and gain valuable cultural exchange opportunities are now among the programs we can offer because of our global organization. Former interns have the opportunity to participate in BAT’s Global Graduate Academy (GGA), an intensive, two-week international program for high-potential, early-career talent. The formal curriculum is based on the company’s desired leadership capabilities and is designed to develop commercial acumen in the next generation of leaders to prepare them to lead the business and lead people -- specifically, learning how to think commercially and strategically, working with speed and agility, communicating effectively and collaborating to deliver results. Informally, participants are immersed in a culturally diverse experience, networking and learning alongside colleagues from around the world. All of which accelerates the development of our long-term talent pipeline.
  • Corporate Sustainability: Sustainability in all its forms is embedded in our commitment to transform our industry that is being driven by a focus on preventing youth from using tobacco products, on reducing the harm associated with tobacco, and on meeting society’s expectations for how we treat people and the planet – something we call commercial integrity. We have a long track record of success on sustainability, and we publicly report the priorities, processes, and achievements relevant to each of these objectives. Our sustainability efforts are governed by a cross-functional team charged with identifying, evaluating and recommending social and environmental sustainability initiatives; developing and recommending sustainability goals; ensuring the development and dissemination of best practices across the enterprise; and engaging employees in the sustainability mission of RAI and its subsidiaries.

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.) 67% Company-paid health coverage for dependents (for Full-time employees enrolled in the Standard Plan. An alternative Advantage plan pays 69.9% of the premium for dependents.)
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WORK-LIFE BALANCE BY THE NUMBERS

31 days Paid time off after one year of full-time employment 31 Days Paid time off as of first day of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (69% use it)
  • Telecommute option (50% use it)
  • Subsidized On- or Off-site Fitness (100% have access)
  • Medical facilities (at some locations)
  • Onsite Amenities (On-site medical centers (cost varies with health plan coverage). Free on-site fitness centers. Free fitness classes. Free personal fitness assessments. Free Virtual Fitness Coaching. One-on-one personal training at reduced rates. Wellness platform that includes incentives. Free fitness tracker. On-site wellness events. Free on-site skin cancer, blood pressure, hearing and mammogram screenings. Free annual flu vaccinations. Free Employee Assistance Program (EAP) in-person counseling sessions. Child and elder care referral services. Dry cleaning service. Personal concierge service. Free financial wellness consultations. Vending machines marked with healthy options. On-site subsidized cafeterias. Fresh fruit in the cafeteria.)

FAMILY CARE BY THE NUMBERS

80 days Job-protected maternity leave (including FMLA/STD) 30 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)
5 days Fully-paid paternity leave (does not include personal vacation or paid time off)*12 days Average length of paternity leave new fathers take
60 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. All employees are eligible for parental leave benefits.

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

$32,000,000 Philanthropic donations in last year $1,971,000 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 oversees diversity and inclusion practices
  • 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
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
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DEMOGRAPHICS

 
Rock for a Reason Event

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 core values — principled, passionate, dynamic and creative – are the essence of who we are and how we operate as a company. Prospective employees who value and embody those characteristics are those most likely to succeed in our company. Diverse thinkers and bold innovators who eschew the perceived stigma of working for a tobacco company because they’re excited by the opportunity to transform an industry are likely to find a career here. If someone is motivated, challenges themselves, and wants to make an impact, this company is for them. If they value collaboration and crave the camaraderie that comes from a fun, supportive culture, then they belong here.

What can prospective employees do to get your attention?

Our vision is to transform an industry. Innovative thinking will help us achieve that. Prospective employees can get our attention by demonstrating they have the desire, capacity and passion for bold thinking. When we interview candidates, we are evaluating them on the leadership dimensions core to how we behave as people and operate as a company - strategy development, driving execution, leading change, talent development, influencing and credibility. Prospective employees can comb their experience for tangible examples of how their past experience, behavior and way of thinking reflects those characteristics. Our culture has made us a desirable place to work – a place people want to join, and a place people want to stay. We’ve built that culture by valuing our people, and nurturing a fun, collaborative and supportive environment. Prospects should show us they’re eager to be a part of contributing to that dynamic.

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

We are eagerly seeking research and development candidates with a background in STEM education and work experience. Our innovations team is focused on eCommerce and digital talent acquisition. Product innovation marketing candidates who understand consumer preferences and how to convert those preferences into product concepts, technical product specifications, innovations, and/or product improvements are in high demand. We have a need for trade marketers. The role is essential to the day-to-day operation of the business. Trade marketing professionals drive sales and the execution of strategic business plans and marketing programs. Trade positions are excellent entry-level opportunities with clear career trajectories for those who demonstrate a mastery of their role. Our company's operations function is seeking production associates at various levels to support product manufacturing at their facilities in North Carolina and Tennessee.

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

We’re excited to begin the conversation with high-performing candidates ready to be a part of our bold, transformation journey. Information about the company, and job postings are available on our website, www.reynoldsamerican.com and https://careers.reynoldsamerican.com, respectively. Candidates can connect with us via our social media channels - LinkedIn, Facebook and Twitter - and learn more about the work we’re doing and what it’s like to work at the Reynolds American companies. Applicants requiring reasonable accommodation for any part of the application and hiring process can contact us at 262-439-1893 or TalentAcquisition@RJRT.com.

hiring Outlook

500 Forecasted positions to fill in coming year -4% Job Growth
30 Average applicants per opening 18,000 Total job applicants
10% New hires by employee referrals 94% Openings filled by current employees
64 Recent graduates hired 5% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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