Director, Engagement & Workforce Risk

Do you want to join a team that's changing the world? Do you have a strong background as a Director, Engagement & Workforce Risk? Then we're looking for you! Put your skills to meaningful use, gain unique experience, and work with world-class team members with diverse backgrounds and expertise who share the same vision. Join the PECNA team today!

Director, Engagement & Workforce Risk

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.

• 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.

• Deep expertise in employee engagement, Employee Relations, positive employee relations, labor relations and workforce-risk management in complex operating environments.
• Strong working knowledge of U.S. labor and…