Sr. Manager, Employee Relations & Workforce Risk

Do you want to join a team that's changing the world? Do you have a strong background as a Sr. Manager, Employee Relations & 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!

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 ER, 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.

• Own and continuously strengthen the PECNA Employee Relations operating model, including Tier 1/Tier 2 definitions, triage, escalation, investigation standards, documentation, corrective action governance, case closure, and quality expectations.
• Lead, coach, and develop the site Employee Relations Managers, creating one PECNA approach while ensuring site-level responsiveness, compliance and strong Tier 2 investigation quality.
• Build enterprise ER capability through practical training for HRBPs and people leaders, including investigation fundamentals, documentation, corrective action, retaliation prevention, respectful workplace expectations, and ER do's and don'ts.
• Establish HRBP ownership of appropriate Tier 1 matters and create the tools, coaching, certification, and quality reviews required for consistent execution and sound judgment.
• Own ER data governance and reporting across PECNA, including complete Tier 1/Tier 2 capture, common case taxonomy, documentation audits, KPIs, trend reporting, and required enterprise reporting processes.
• Serve as PECNA's primary ER interface with OEC; support processes and 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 to lead 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; connect legal activity to the broader workforce-risk picture.
• Integrate ER, OEC, legal, employee feedback, and operational data to identify root causes and emerging risk; provide clear, actionable workforce-risk insights to the Director, Employee Relations & Workforce Risk, 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.
• Set the standard for confidentiality, independence, documentation discipline, sound judgment, and consistent treatment in sensitive employee matters.

The foregoing description is not intended and should not be construed to be an exhaustive list of all responsibilities, skills and efforts or work conditions associated with the job. It is intended to be an accurate reflection of the general nature and level of the job.

• 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.
• Demonstrated ability to build enterprise ER frameworks, case-management standards, governance, quality controls, KPIs, and reporting processes.
• Strong capability builder who can translate ER expertise into practical tools, training, and coaching for HRBPs and operational leaders.
• Exceptional judgment, discretion, executive presence, and the 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 effectively across HR, Legal, OEC, site…