Director, Engagement & Workforce Risk

Panasonic•De Soto, KS

6d•Onsite

About The Position

The Director, Employee Engagement & Workforce Risk is the enterprise leader for PECNA's positive employee relations, employee experience, and workforce-risk strategy. This role leads the Employee Relations and Employee Experience teams and creates an integrated system that listens to employees, identifies and resolves emerging issues, strengthens leader capability, improves the everyday employee experience, and reduces workforce and organizing risk. The Director partners closely with the Chief People Officer, Legal/OEC, Internal Communications, site HR and business leaders to ensure PECNA is prepared, responsive and consistent across Kansas and Nevada.

Requirements

Bachelor's degree in Human Resources, Labor Relations, Business, Communications or related field.
10+ years of progressive HR, Employee Relations, Labor Relations or Employee Engagement experience, including leadership responsibility.
Demonstrated experience developing positive employee relations and union-readiness strategies in a large hourly workforce environment.
Experience leading complex Employee Relations matters and partnering closely with employment/labor counsel.
Experience building enterprise programs, standards, training, communications and measurement across multiple locations.
Strong knowledge of federal, state and local labor and employment laws, including the National Labor Relations Act.

Nice To Haves

Master's degree, JD or advanced education in Human Resources, Labor Relations, Organizational Development or related discipline.
SHRM-SCP, SPHR or comparable professional certification.
Manufacturing experience with a large hourly workforce and demonstrated experience preparing for or responding to union organizing activity.
Experience leading both Employee Relations and Employee Engagement/Experience functions.
Experience operating in a complex, multi-site and/or global organization.

Responsibilities

Lead PECNA's integrated Employee Engagement, Employee Relations and Workforce Risk strategy, connecting employee listening, experience, ER trends and organizing risk into one enterprise approach.
Lead and develop the Employee Relations team, including the Sr. Manager, Employee Relations & Workforce Risk and site ER Managers; ensure consistent investigation standards, escalation, case governance, reporting and compliance across PECNA.
Lead and develop the Employee Experience team, including site Employee Engagement Managers; set enterprise priorities for listening, recognition, employee HR experience, all-hands content, daily communications and site activation.
Develop and implement PECNA's positive employee relations and union-risk mitigation strategy in partnership with the CPO and Legal, including vulnerability assessments, risk indicators, mitigation plans and recurring readiness reviews by site, shift and workforce segment.
Build leader and HR capability through practical education on labor law, the National Labor Relations Act, positive employee relations, engagement techniques, lawful organizing-risk mitigation, employee communications and respectful workplace expectations.
Create transparent processes for identifying, escalating and driving solutions for issues impacting employees. Integrate focus groups, engagement and pulse surveys, ER/OEC cases, workforce data, leader feedback and operational signals to identify root causes, hotspots and emerging risk.
Establish enterprise employee-communication standards that build trust, consistency and transparency. Define objectives, audiences, messages, timing and escalation requirements; partner with Internal Communications and Legal to develop and deploy targeted positive employee relations communications.
Maintain enterprise union-petition readiness, including a current, legally reviewed 30-day response plan that can be activated immediately upon organizing activity or a petition.
Establish and maintain a trained supervisor 'jump team' and rapid-response operating model, including roles, decision rights, leader deployment, communication cadence, site coverage and escalation protocols.
Maintain ready-to-deploy union-response communication campaign materials, leader talking points, FAQs, employee listening mechanisms and response protocols in partnership with Legal and Internal Communications.
Partner with Legal/OEC to ensure labor and employment compliance, appropriate escalation, policy alignment and disciplined documentation; translate legal and ER trends into proactive workforce-risk actions.
Set KPIs, dashboards and reporting for engagement, employee experience, ER trends, workforce risk and union readiness; provide actionable insights and recommendations to the CPO, HR Leadership Team and site leadership.
Partner with PECNA Institute to embed leader capability and positive employee relations expectations into leadership development, onboarding and ongoing training.
Create a closed-loop model in which ER and workforce-risk insights inform employee-experience priorities and engagement actions are measured for their impact on recurring employee friction and risk.

Benefits

Health Benefits – Offering medical, dental, vision, prescription plans, plus Health Savings Account and Flexible Spending Account options.
Voluntary Benefits – Life, accident, critical illness, disability, legal, identity theft, and pet insurance.
Panasonic Retirement Savings & Investment Plan (PRSIP) – 401(k) plan with company matching contributions and immediate vesting.
Paid Time-Off Benefits – Vacation, holidays, personal days, sick leave, volunteer, and parental & caregiver leave.
Educational Assistance – Tuition reimbursement for job-related courses after six months of service.
Health Management and Wellbeing Programs –Lifestyle Spending Account, EAP, virtual health management, chronic condition, neurodiversity, tobacco cessation, substance abuse support, and life stage and fertility resources.
Employee Recognition Program - High5 employee recognition and awards platform, quarterly and annual employee recognition
Annual Bonus Program - Opportunity for an annual performance-based bonus.
On-site Food Options: Several on-site cafes, plentiful snack and beverage kitchens, revolving on-site vendor visits and employee events
Free Shuttle: Rides to and from work, depending on location!