Senior Team Member Engagement Coordinator

Senior Team Member Engagement Coordinator

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.

• 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

• 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

• 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

• 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…