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.

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.