Senior Team Member Engagement Coordinator

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Description

Position Summary:

The Senior Team Member Engagement Coordinator leads the analysis, design, prioritization, and continuous improvement of site team member engagement programs that support retention, communication, workforce stability, and leadership follow-through. The role evaluates engagement information, identifies material trends and risks, develops recommendations, and independently determines the methods, sequencing, and stakeholder involvement for approved initiatives.

The primary duty is strategic, analytical, advisory, and program-governance work directly related to management and general business operations. Expectations of this role consist of engagement related analytics, program design, communication strategy, cross-functional governance, and recommendations to management. Routine coordination and administrative support

Working under general direction, the Senior Coordinator exercises discretion and independent judgment on matters of significance within approved, policies, and role boundaries. Operations leadership retains accountability for final business decisions. HR, EHS, Talent Acquisition, Payroll/Benefits/Compensation, Labor Relations, Legal, and other functional owners retain authority in their respective areas.

Requirements

Engagement Strategy, Analysis, and Advisory

• Own the site engagement program framework, operating cadence, annual and quarterly priorities, success measures, and governance routines
• Independently analyze engagement data, listening-session themes, new-hire experience information, participation measures, retention indicators, and leadership follow-through to identify systemic issues
• Evaluate alternative operating responses and present senior leaders with business implications, risk assessments, resource requirements, and recommended decisions
• Develop and present options, business implications, and recommended actions to Operations leadership on workforce stability, engagement effectiveness, and communication risks
• Design or materially improve engagement processes, dashboards, standards, and controls, subject to Operations approval and functional-owner review where required
• Resolve routine program issues and adjust approved project methods and timelines without prior approval when changes remain within approved objectives, policy, risk parameters, and budget

Program Design and Cross-Functional Governance

• Lead the planning and governance of recognition, appreciation, Director Lunches, listening sessions, milestones, community activities, and other approved engagement and workforce-stability programs
• Define program objectives, operating standards, project plans, success measures, and post-event evaluation methods; coordinate tactical execution with site partners
• Facilitate cross-functional working sessions, surface tradeoffs, secure commitments, and influence leaders to close approved team member -engagement actions
• Maintain a consolidated engagement action tracker and You Said / We Did process; assess business impact and escalate material barriers to Operations leadership
• Allocate and reallocate approved resources within established line items and delegated expenditure limits; escalate material variances and exceptions
• Resolve complex program issues and modify approved plans, methods, and timelines without prior approval when changes remain within delegated authority

Communication Strategy and Change Support

• Develop engagement and operational communication plans that identify audience, channel, timing, risk, approval needs, and measures of understanding
• Draft, edit, and coordinate approved communications, communication boards, campaign rollouts, team member meetings, and shift-to-shift engagement content
• Assess communication gaps and recommend changes to improve reach, clarity, consistency, and leadership credibility
• Collect frequently asked questions and coordinate validated responses from the appropriate functional owner before release
• Consult HR/Labor Relations/Legal before communications that may affect policy, labor matters, schedules, pay, or other terms and conditions of employment

Team Member Integration and Retention Support

• Set standards for post-onboarding integration, 30/60/90-day engagement check-ins, associate suggestions, listening practices, and supervisor follow-through
• Analyze new-hire experience themes, identify retention risks, and recommend operational interventions while routing individual HR, pay, benefits, leave, accommodation, conduct, or safety matters
• Lead the associate suggestion process for non-HR operational topics, evaluate feasibility and impact, and recommend priorities and owners to Operations

Operations Follow-Up, Reporting, and Controls

• Design and administer the Operations follow-up control confirming supervisors and managers reviewed required attendance and safety-point reports and completed assigned leadership follow-up
• Analyze completion patterns, identify systemic breakdowns, recommend process improvements, and escalate unresolved or material gaps to Operations leadership
• Prepare executive-ready summaries that frame trends, material risks, decisions required, recommended actions, accountable owners, and open items
• Maintain program records, dashboards, calendars, and decision logs without retaining confidential HR case content
• Lead periodic role-scope reviews with Operations and functional partners to prevent scope drift and improve handoff procedures

Program Administration and Tactical Coordination

• Coordinate approved event logistics, listening-session schedules, recognition materials, engagement calendars, and participation records in support of the strategic programs owned by this role
• Distribute communications only after required approval and maintain approved team member communication materials
• Maintain accurate program records and complete routine administrative follow-up that is directly related to the role's primary duty
• Escalate workload conditions that would cause tactical or clerical activity to exceed the expected allocation or displace the role strategic and advisory primary duty

Escalation and Role Guardrails

§ Immediately escalate employee relations, harassment, discrimination, retaliation, ethics, conduct, labor/union, or potential legal concerns; do not investigate or reach conclusions

§ Route policy, payroll, benefits, compensation, leave, accommodation, workers' compensation, and safety questions to the appropriate functional owner; do not interpret policy or provide employment advice

§ Do not calculate attendance or safety points, determine corrective action, coach employees on performance, or make hiring, discipline, termination, pay, schedule, benefits, leave, accommodation, or employment-status decisions

§ Do not access confidential HRIS roles or personnel files unless separately authorized following HR/Legal review

§ Do not represent Human Resources or state the company position on labor relations or union matters

Required Skills & Abilities:

Required Qualifications

§ Bachelor's degree in business administration, organizational leadership, communications, operations, human resources, or a related field; or an equivalent combination of education and progressively responsible experience

§ Five or more years of progressively responsible experience in team member engagement, employee experience, operations programs, internal communications, change management, or a related field

§ Demonstrated experience analyzing ambiguous qualitative and quantitative information, developing options, and making independent recommendations to senior leaders

§ Demonstrated ability to prioritize competing initiatives, design program controls, manage approved resources, and influence stakeholders without direct authority

§ Strong written communication, presentation, facilitation, project-management, and relationship-building skills

§ Advanced proficiency with Microsoft Excel, PowerPoint, Outlook, and Teams or comparable business tools

§ Ability to maintain confidentiality, recognize functional boundaries, and make sound escalation judgments

Preferred Qualifications

§ Experience in a 3PL, manufacturing, warehouse, distribution, supply-chain, or other high-volume, multi-shift environment

§ Experience developing team member -engagement strategy, retention initiatives, change communications, dashboards, and executive recommendations

§ Experience supporting multiple sites or business units

§ Bilingual communication skills, where applicable

Required Skills and Abilities

§ Business judgment and the ability to evaluate significance, risk, alternatives, and downstream impacts

§ Program strategy, project planning, data interpretation, process improvement, and outcome measurement

§ Ability to work independently under general direction and adapt methods when established approaches do not fit the situation

§ Credibility and diplomacy when working with hourly employees, supervisors, senior Operations leaders, and functional specialists

Physical Requirements:

§ Work is performed in office and operational environments, including warehouse, logistics, manufacturing, distribution, supply chain, or similar settings.

§ Regular presence across shifts and operational areas is required. Schedule flexibility may be necessary for listening sessions, team member meetings, and time-sensitive business needs.

§ Prolonged periods of sitting at a desk and working on a computer may be required.

§ Must be able to access and navigate departments, offices, production areas, warehouse areas, and other operational spaces at assigned facilities.

§ Must follow all applicable safety requirements and wear required personal protective equipment when present in operational areas.

§ Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.

§ Scope: Supports assigned sites, departments, business units, or operational locations, including hourly and salaried populations where applicable.

§ Reporting: Reports to the Director of Operations or designated Operations leader.

§ Travel: Travel between assigned locations is expected, typically 20% depending on site footprint and business need.