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As part of a centralized HR team that provides consulting and administrative services to field HRBPs, managers and employees on a variety of topics and issues, the Employee Relations Junior Advisor is responsible for leading the Employee Relations initiatives and relationships at various levels within the organization.  The Employee Relations Junior Advisor will be heavily engaged in driving these key initiatives:

• Employee Relations:  through responsibility for managing and leading Employee Relations initiatives and relationships at various levels within the organization and ultimately increasing employee engagement and retention, the Employee Relations Junior Advisor helps navigate complex employee relations issues between employees and leaders as well as consults/coaches on the rules and regulations of the company and procedures that need to be followed to ensure compliance and fair treatment of employees. 
• Talent:  by responding to questions and requests for assistance related to the Company's Talent Management programs and initiatives, and through use of our in-house suite of programmatic resources, the Employee Relations Junior Advisor will consult on Performance Reviews and Intercultural Development Plans. The Employee Relations Junior Advisor will be engaged in active coaching discussions for managers and employees, leveraging their knowledge of the Company and the proper use of these and other tools. 
• Engagement and Culture: through coaching with managers at all levels of the organization on promoting positive engagement and morale building efforts within their team.  the Employee Relations Junior Advisor will advise managers on the important aspects of Quad's culture that we expect employees to be cognizant of every day. In addition, the Employee Relations Junior Advisor will assist in interpreting the Values wheel and encourage team discussions through managers as one of many possible ways to accomplish this. 
• Learning & Development: working with managers and employees on how to improve manager and leader skills, plus other professional skills like communications and change management. The Employee Relations Junior Advisor will assist employees on the navigation of our marquis programs aligned to development plans and skill augmentation. The Employee Relations Junior Advisor will model and be a source of ideas on how to best use these techniques, as a support to the Field HRBPs. 
• Diversity, Equity and Inclusion: Assist in driving DEI awareness and opportunities for growth through coaching and counseling with managers and employees. Model behavior in the DEI space and facilitate "difficult" conversations with leaders.
• In addition the Junior Advisor will play an integral part in informing and guiding employees and leaders on company policies procedures that need to be followed to ensure compliance and fair treatment of employees, receiving and effectively handling employee complaints and complex investigations including escalation to Employee Relations Manager, the level of disciplinary or legal action when necessary, and will generally help to resolve conflict in the workplace while ensuring fair and consistent treatment is provided to all employees resulting in increased employee engagement and retention.    

KEY RESPONSIBILITIES

• Serves as a consultant and advisor to management on complex and/or high visibility employeerelations issues including coaching and counseling.  Using our tools and training supporting the Company programs. 
• Responsible for managing and leading Employee Relations initiatives and relationships at various levels within the organization, ultimately increasing employee engagement and retention.  
• Informs and guides employees and leaders on company policies and procedures that need to be followed to ensure compliance and fair treatment of employees.
• Responds to questions and requests for assistance related to the Company's Talent Management programs and initiatives.  Help guide leaders on training and development opportunities for their employees. 
• Uses our in-house suite of programmatic resources to consult on Performance Reviews, Talent Reviews, Succession Plans and Development Plans.   
• Participates in active coaching discussions for managers and employees by leveraging their knowledge of the Company and the proper use of these and other tools.
• Consults with managers on the best ways to promote positive engagement and morale building efforts including consulting with managers on how to interpret team engagement scores and construct engagement action plans. In addition, will advise managers on the important aspects of Quad's culture that we expect employees to be cognizant of every day as well as interpreting the Values wheel, and encouraging team discussions through managers is one of many possible ways to accomplish this. 
• Conducts interviews with various levels of employees to understand their concerns.
• Working with the Field HRBP, will develop action plans to motivate and build morale of employees, thereby strengthening the employee and employer working relationship to help in the growth of the organization
• Meets with employees on employee relations complaints or concerns and assists with solutioning as required.  
• Conduct complex investigations including senior leadership, claims of discrimination, harassment or other DEI issues.  
• Analyzes trends and metrics to identify solutions and beable to present your ideas along withrecommendations for training programs and/or policies.  
• Conducts effective, thorough and objectiveinvestigations and partners with appropriate leaders (including Quad in-house counsel) tocollaborate on outcome and next step(s) required (e.g. corrective action, training).  
• Maintains in-depth knowledge of legal requirementsrelated to day-to-day management of employees,reducing legal risks and ensuring regulatorycompliance.  
• Provides performance management guidance andprogressive discipline guidance to managers andleaders (coaching, counseling, corrective actions).  
• Works closely with leaders and employees to improvework relationships and promote employee engagementand retention.  
• Identifies trends and champions needed leadershiptraining and development needs.  
• Provides more complex HR Policy guidance andinterpretation as related to employee relations issues.  
• Supports RIFs, terminations, plant closures including consulting with the business, analyzing data, preparing exit packages and communicating with the affected employee(s).  
• Serves as point of escalation from myQuad on morecomplex employee relations or policy interpretationissues.   

JOB REQUIREMENTS
Education: 

• Bachelor's degree in Human Resources or related field or equitable experience.  
• Appropriate education and/or experience may be substituted on an equivalent basis

Experience: 

• 3-5 years of employee relations experience required.
• Bilingual Spanish is required

Knowledge, Skills & Abilities:  

• The ability to resolve conflict and find solutions. Proven ability to conduct complex, high profile investigations and drive to successful resolution.  
• Having the technical skills and foundational knowledge to run reports, analyze data and act upon it. 
• Ability to listen to employees and leaders to understand complex issues, counsel, advise and assist in navigating to resolution.   
• Ability to anticipate and identify trends and react accordingly to proactively resolve potential areas of conflict.   
• Ability to organize, plan and lead projects and initiatives and bring to conclusion. 
• Ability to effectively communicate at all levels within the organization and take responsibility to understand others even in difficult circumstances, understanding the audience and tailoring the message as appropriate.   
• Ability to change to fit circumstances and business needs/conditions. 
• Strong business acumen, knowing how the businesses works, practices and trends.  
• Ability to think analytically and break down undefined problems into specific, workable components, makes logical conclusions, anticipates obstacles, and considers different approaches to the decision-making process. 
• Ability to identify resources and develop a plan to deliver results and bring conflict to resolution. 
• Strong problem-solving ability to work towards effective solutions through honest analysis and implement innovative plans for employee welfare.

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