Team Member Engagement Coordinator

Schnellecke Logistics USA; Woodstock (AL); On-site; USD 42,000 - 65,000; Full time

Job summary

Schnellecke Logistics USA is seeking a Team Member Engagement Coordinator to plan and execute workforce engagement initiatives, maintain floor presence, and support engagement activities across the facility. The role focuses on coordinating communications, tracking follow-ups, and escalating matters to HR or operations leadership while ensuring consistent engagement practices and timely responses.

Strong collaboration with Operations and EHS is essential to sustain engagement and ensure safety

Job description

Description

the Team Member Engagement Coordinator (TEC) plans and executes workforce engagement initiatives, communication practices, and Operations follow-up routines across the facility. This role maintains a strong floor presence while ensuring engagement activities, communication standards, and tracking processes are consistently executed making recommendations based on trends.

Requirements

Employee Engagement and Floor Presence

• Maintain regular floor presence to build relationships with employees and Operations leadership
• Support and coordinate recognition programs, engagement activities, Director Lunches, and listening sessions
• Distinguish isolated requests from systemic trends and compare possible operational responses based on impact, urgency, feasibility, cost, and functional risk
• Support consistency of engagement routines across shifts and departments
• Independently recommend operational engagement actions while immediately routing individual employee matters to the appropriate functional owner

Workforce Communication Support

• Coordinate and distribute approved operational communications
• Maintain workforce communication boards and engagement materials
• Support communication planning for engagement activities and operational updates
• Identify communication gaps and share improvement opportunities
• Collect frequently asked questions, identify recurring themes, and coordinate validated responses from the appropriate functional owner
• Route policy, payroll, benefits, safety, and employment-related questions to the appropriate functional owner

Operations Follow-Up Tracking

• Maintain and update weekly follow-up trackers confirming Supervisor and Manager review of attendance and safety reports
• Monitor completion of leadership follow-up actions and escalates outstanding items
• Provide visibility into follow-up status and gaps in execution
• Track completion only; does not calculate points or participate in corrective action

Engagement Tracking and Reporting

• Maintain accurate program records and complete routine administrative follow-up directly related to the role's primary duty
• Support preparation of engagement summaries highlighting trends and participation
• Track engagement activities, recognition programs, and follow-up actions
• Identify and analyze basic trends and share observations and recommendations with Operations leadership

Site Integration and Workforce Support

• Plan and coordinate the post-onboarding site-integration experience after HR/TA onboarding, including 30/60/90-day engagement check-ins and supervisor follow-through
• Support engagement initiatives focused on retention and employee connection
• Assist with coordination of events and engagement logistics
• Evaluate non-HR associate suggestions for feasibility and impact and recommend priorities and owners to Operations
• Escalate individual pay, benefits, leave, accommodation, conduct, policy, safety, or employee-relations matters without attempting to resolve them

Program and Administrative Support

• Support teamwear distribution, tracking, and issue escalation
• Maintain accurate records for engagement activities and participation
• Assist with coordination of engagement calendars and events
• Support site-level engagement initiatives and programs

Escalation and Governance

• Escalate employee relations concerns, complaints, and conduct issues immediately
• Route policy, payroll, benefits, leave, and accommodation questions to HR or appropriate functional owners
• Escalate safety concerns and workers’ compensation questions to EHS and Operations leadership
• Maintain adherence to defined role scope and escalation processes