Sr. Manager, Employee Relations & Workforce Risk

Panasonic•DeSoto, TX

13d•Onsite

About The Position

The Senior Manager, Employee Relations is the enterprise owner of PECNA's Employee Relations strategy and operating model. This leader creates one PECNA standard for employee relations, builds HRBP and leader capability to support positive employee relations and engagement, strengthens investigation and case-management compliance, and connects employee, Office of Ethics and Compliance (OEC), legal, operational, and organizing signals into an integrated workforce-risk strategy for the Director, Employee Relations & Workforce Risk and leadership. The role directly leads Employee Relations Managers at the Kansas and Nevada sites and provides enterprise functional leadership, standards, and governance for investigations and other ER activities performed by HRBPs across PECNA. It requires occasional local travel between company facilities and up to 30% travel, primarily between PECNA sites. PPE may be required and can include a full Tyvek suit, safety shoes, gloves, safety glasses, face mask, bump cap, or a full hazmat suit with respirator. The position is onsite. The normal workday involves sitting 10% of the time, walking 50%, and standing 40%. Lifting or carrying up to 10, 20, or 35 lbs., as well as team-lifting over 35 lbs., is occasional. Pre-employment drug testing is required. Candidates must have valid authorization to work in the U.S. without restriction.

Requirements

Bachelor's degree in Human Resources, Business, Labor Relations, or a related field.
At least 8 years of progressive HR/Employee Relations experience, including leadership of complex workplace investigations.
Experience building ER standards, training, case-management governance, and reporting.
Demonstrated experience partnering with employment counsel and ethics/compliance functions.
Deep expertise in Employee Relations, workplace investigations, performance management, corrective action, and employment practices in complex operating environments.
Strong knowledge of U.S. employment and labor relations principles and laws, positive employee relations, and lawful organizing-risk mitigation.
Ability to build enterprise ER frameworks, case-management standards, governance, quality controls, KPIs, and reporting processes.
Ability to translate ER expertise into practical tools, training, and coaching for HRBPs and operational leaders.
Exceptional judgment, discretion, executive presence, and ability to navigate sensitive, high-risk, and ambiguous employee matters.
Strong analytical capability to connect case data, legal activity, employee feedback, and operational trends into actionable workforce-risk insights.
Ability to influence across HR, Legal, OEC, site leadership, PECNA Experience, PECNA Institute, and corporate stakeholders.
Proven effectiveness in a complex, multi-site environment.
Ability to perform essential job functions with or without reasonable accommodation.
Valid authorization to work in the U.S. without restriction.

Nice To Haves

Master's degree, JD, or advanced HR/labor relations education.
SHRM-SCP, SPHR, or comparable professional certification.
Experience in manufacturing, large hourly workforces, multi-site operations, and/or positive employee relations and union-preparedness strategy.
Experience leading ER professionals or a centralized/enterprise Employee Relations function.
Manufacturing and large hourly workforce experience are strongly preferred.

Responsibilities

Own and continuously strengthen PECNA's Employee Relations operating model, including tier definitions, triage, escalation, investigation standards, documentation, corrective action governance, case closure, and quality expectations.
Lead, coach, and develop site Employee Relations Managers, creating a consistent PECNA approach while maintaining site responsiveness, compliance, and high-quality Tier 2 investigations.
Build enterprise ER capability by providing practical training to HRBPs and people leaders on investigations, documentation, corrective action, retaliation prevention, respectful workplace expectations, and ER practices.
Establish HRBP ownership of appropriate Tier 1 matters and provide tools, coaching, certification, and quality reviews to support consistent execution and sound judgment.
Own ER data governance and reporting across PECNA, including case capture, common taxonomy, documentation audits, KPIs, trend reporting, and enterprise reporting processes.
Serve as PECNA's primary ER interface with OEC; support compliance with global Panasonic policies, ensure escalation protocols, and conduct recurring trend reviews to identify hotspots, repeat allegations, and systemic risk.
Support the Director, Employee Relations & Workforce Risk in leading PECNA's positive employee relations strategy; assess vulnerability by site, shift, department, and leadership area and drive proactive mitigation plans.
Partner with employment counsel on high-risk matters, agency charges, litigation, significant corrective actions, and emerging legal issues, connecting legal activity to the broader workforce-risk picture.
Integrate ER, OEC, legal, employee feedback, and operational data to identify root causes and emerging risks and provide actionable workforce-risk insights to the Director, HR, and business leaders.
Partner with PECNA Experience, PECNA Institute, site HR, and business leaders to translate ER trends into targeted prevention, leader capability, and employee-experience interventions.
Maintain confidentiality, independence, documentation discipline, sound judgment, and consistent treatment in sensitive employee matters.
Provide enterprise functional leadership, standards, and governance for investigations and other ER activities performed by HRBPs across PECNA.

Benefits

Medical, dental, vision, and prescription plans, plus Health Savings Account and Flexible Spending Account options.
Voluntary life, accident, critical illness, disability, legal, identity theft, and pet insurance.
401(k) retirement savings plan with company matching contributions and immediate vesting.
Vacation, holidays, personal days, sick leave, volunteer leave, and parental and caregiver leave.
Tuition reimbursement for job-related courses after six months of service.
Lifestyle Spending Account, EAP, virtual health management, chronic condition support, neurodiversity resources, tobacco cessation, substance abuse support, and life stage and fertility resources.
Employee recognition and awards platform, with quarterly and annual recognition.
Opportunity for an annual performance-based bonus.
On-site cafes, snack and beverage kitchens, vendor visits, and employee events.
Free shuttle rides to and from work.
Competitive salary and benefits.