Job Description
Description
SGS & Co. is a global brand impact group delivering speed and quality through innovation and insights to drive impact for our world class clients. We combine deep expertise in design, graphic services, production, technology and process optimization with unmatched marketplace understanding, dynamic ideas and client first customer service. We bring the world's best brands to life and set them up for success in a modern world.
SGS & Co shifts brands to impact through the strength of our people. Our team of nearly 5,000 employees across 30+ countries works collaboratively to exceed client expectations today and anticipate how we'll need to pivot together to win tomorrow. We take pride in our commitment to diversity, equity, and inclusion along with our ambition to lead the industry to a more sustainable future to drive positive impact for our clients, our people, and our planet.
Job Summary
We are currently looking for an HR Advisor to support various client groups as a business partner and as the primary contact for employees to support employee wellbeing, which may include manufacturing, graphics, shared services, commercial, and/or project management teams in the US.
The primary responsibility of this role is to partner with leaders, managers, and HR Centers of Excellence (COEs) to be a culture steward of SGS & Co. and its brands. This position implements and manages performance plans, employee relations, employee engagement, talent reviews, and other HR initiatives.
This position will be remote in nature, however proximity to a local facility or office may be preferred. Candidates that are remote in nature may be asked to travel one to two times per year, as needed.
Essential Responsibilities, Accountabilities & Results
HR Partnering
Partner with COEs and leadership on all facets of HR including advising on employment matters, staffing & recruitment, salary planning, strategic initiatives, and facilitating our performance development (review) process.
Coach front-line and management through employee relations and performance concerns.
Staffing & Recruitment
Partner with the Talent Acquisition COE to align with recruitment on talent needs and making a positive impact to the candidate experience, as needed.
Train and support leaders on legal and compliance aspects of recruitment.
Organize and maintain accurate electronic employee records in all stages of the employee life cycle.
Complete necessary documentation and forms for any changes that occur for employees.
Maintain filing system for employment records such as scanning and filing relevant HR-related documentation, which includes file uploads into HRIS system.
Oversee the organization of document housing to ensure compliance with record keeping and easy access to necessary forms.
Assist the HR Talent Acquisition and Operations COEs in the on-boarding process for new hires and promotions to ensure accuracy and compliance with Federal and State laws, which may include support with the following:
Guide leaders on the processes for budget approval and alignment with internal compensation structures and benefits, when requesting a new role or backfill.
Review of pre-employment screening results and completion.
Review of external and internal offer letters for the implementation of HR guidelines, including those subject to policy review and eligibility.
New hire onboarding requirements and completion.
Employee Relations
Serve as lead point of contact for employee inquiries to support the employee experience, coordinating with COEs as appropriate.
Provide consult to leadership on any necessary action arising from performance or conduct issues and advise on appropriate solutions.
Have a thorough understanding of employment law, partnering with various HR team members and legal counsel as appropriate.
Advise leaders and employees on Company policies and procedures.
Conduct exit interviews with those exiting the organization.
Request and analyze HRIS reporting for trends and/or opportunities.
Leave of Absence Management
Partner with leaders, Benefits Team, and appropriate vendors to manage leave of absences and accommodation requests.
Conduct return to work meetings in conjunction with leaders as required.
Coordinate return of appropriate documentation to support the leave of absence.
Facilitate communication with employees whose absence levels are approaching expiration or requiring re-certification.
Competency Requirements
Project management, collaboration, coaching, investigation, negotiating and relationship building skills.
Critical to the role is the ability to communicate effectively at an individual level and amongst small groups.
Technical understanding of employment laws and performance management.
Ability to maintain confidentiality, follow instructions and possess an attention to detail and ability to work accurately.
Knowledge of Microsoft Office Products (Word, Excel, Outlook) and the ability to navigate and use other web based HRIS systems as necessary.
Possess a positive attitude and establish good working relationships with a variety of internal and external stakeholders, at all levels of the organization.
High sense of urgency in providing strong level of service and follow-through.
Ability to make decisions independently and seek additional information to make informed decisions without bias.
Educational & Experience Minimum Requirements
Bachelor's degree and at least 3-5 years of experience in Human Resources or equivalent work experience.
SHRM-CP or PHR certification preferred.
Physical Requirements
While performing the duties of this job, the employee is occasionally required to sit; use hands to finger, handle or feel objects, tools, or controls; reach with hands and arms; talk and hear. The employee must occasionally lift and/or move up to 5 pounds.
Our salary ranges are determined by role, level, and location. The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific salary range for your preferred location during the hiring process.
This is a remote position in the US. We are open to candidates in various states, with the exception of those residing in the following: AK, DC, DE, ME, NH, NM, OK, HI, MS, MT, NV, NE, ND, SD, UT, VT, WY, WV
Qualifications
Education
Bachelors (required)
Experience
Ability to make decisions independently and seek additional information to make informed decisions without bias (required)
High sense of urgency in providing strong level of service and follow-through (required)
Possess a positive attitude and establish good working relationships with a variety of internal and external stakeholders, at all levels of the organization (required)
Knowledge of Microsoft Office Products (Word, Excel, Outlook) and the ability to navigate and use other web based HRIS systems as necessary (required)
Ability to maintain confidentiality, follow instructions and possess an attention to detail and ability to work accurately (required)
Technical understanding of employment laws and performance management (required)
Ability to communicate effectively at an individual level and amongst small groups (required)
Project management, collaboration, coaching, investigation, negotiating and relationship building skills (required)
SHRM-CP or PHR certification (preferred)
3 - 5 years: Years of experience in Human Resources or equivalent work experience (required)
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
Southern Graphic Systems, LLC ("Sgsco ") is an equal opportunity employer. Sgsco will not discriminate against any applicant for employment on the basis of race, creed, color, religion, sex, age, national origin, disability, veteran status, sexual orientation, marital status, or any other characteristic protected by state or federal law. Use the links below to review statements of protection from discrimination under Federal law for applicants and employees
