People & Culture Advisor

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. is shifting brands to create a lasting impact through the strength of our people. With a team of over 5,000 employees across 30+ countries, we work collaboratively to exceed client expectations today and proactively adapt to succeed in the future. Our company values-People, Passion, and Purpose-guide everything we do. We take pride in fostering a culture where our people are empowered, our passion for excellence drives results, and our shared purpose fuels our commitment to making a meaningful impact.

We are currently seeking a People & Culture Advisor to join our People & Culture (P&C) Business Partner team in the Americas. SGS & Co. employs over 1,200 people in the U.S., and this role will support approximately 400 of those employees across various client groups, including Graphic Solutions, Print Solutions, Merchandising Services, Shared Services, and/or Creative Solutions.

The main responsibility of this role is to partner with leaders, employees, and P&C Centers of Excellence (COEs) to champion the culture of SGS & Co. and its brands. Key tasks include managing performance plans, employee relations, employee engagement, talent reviews, annual salary planning, and other P&C initiatives.

The People & Culture Advisor will report to the Sr. Manager of People & Culture for the U.S. This is a remote position, though candidates based within a commutable distance of Cincinnati, OH, or Louisville, KY, are preferred. Remote employees may be required to travel 1-2 times per year, as needed.

Essential Responsibilities, Accountabilities & Results

Business Partnering

• Partner with COEs and leadership on all facets of P&C, including advising on employment matters, staffing & recruitment, salary planning, strategic initiatives, and facilitating our performance development (review) process.
• Coach front-line leaders and managers through employee relations and performance concerns.

Staffing & Recruitment

• Partner with the Talent Acquisition COE to align on recruitment needs and positively impact the candidate experience, as needed.
• Train and support leaders on the legal and compliance aspects of recruitment.
• Organize and maintain accurate electronic employee records throughout the employee life cycle:




• Complete necessary documentation for any changes that occur for employees.
• Maintain an organized filing system for HR-related documentation, including scanning, filing, and uploading into HRIS systems.
• Oversee the organization of document housing to ensure compliance and easy access to necessary forms.




• Assist Talent Acquisition and P&C Operations COEs with onboarding and Labor Cost Management (LCM) processes for new hires and promotions to ensure compliance with Federal and State laws, which may include:




• Guiding leaders on budget approval and alignment with compensation structures and benefits when requesting new roles or backfills.
• Reviewing pre-employment screening results and completion.
• Reviewing external and internal offer letters for P&C guidelines, policy review, and eligibility.

Employee Relations

• Serve as the lead point of contact for employee inquiries, supporting the overall employee experience and coordinating with COEs as appropriate.
• Provide guidance to leadership on actions arising from performance or conduct issues and advise on appropriate solutions.
• Support restructuring and change initiatives, providing guidance to leadership and affected employees throughout the process. This includes managing communication, ensuring compliance with company policies, and maintaining a positive employee experience during transitions.
• Have a thorough understanding of employment law, partnering with HR team members and legal counsel as appropriate.
• Advise leaders and employees on company policies and procedures.
• Utilize exit surveys/interviews to gather feedback from departing employees.
• Request and analyze HRIS reports for trends and opportunities.

Leave of Absence Management

• Partner with leaders, the Benefits Manager, and appropriate vendors to on leaves of absence and accommodation requests.
• Conduct return-to-work meetings with leaders, as required.
• Coordinate return of appropriate documentation to support leave of absence.
• Facilitate communication with employees whose absences are approaching expiration or require re-certification.

Competency Requirements

• Strong understanding of federal and state employment laws, including FMLA, ADA, Title VII, FLSA, and other applicable regulations, ensuring compliance in all P&C activities and providing guidance on legal matters related to employee relations, accommodations, and fair labor practices.
• Strong project management, collaboration, coaching, investigation, negotiation, and relationship-building skills, with the ability to foster strong relationships across all levels of the organization.
• Strategic thinking and the ability to apply long-term vision to P&C initiatives, aligning them with broader organizational goals to drive success.
• Strong critical thinking skills, with the ability to analyze complex situations, identify solutions, and make informed decisions to address employee and organizational needs.
• Ability to maintain confidentiality, follow instructions, and work with a high attention to detail.
• Proficiency in Microsoft Office products (Word, Excel, Outlook) and ability to use web-based HRIS systems.
• Positive attitude and ability to build strong working relationships with internal and external stakeholders at all levels.
• Strong sense of urgency in providing excellent service and follow-through.
• Ability to make independent decisions and seek additional information when needed.
• Strong written and verbal communication skills.

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 handle objects, tools, or controls, reach with hands and arms, talk, and hear. The employee may occasionally lift and/or move up to 5 pounds.

Compensation Details

Our compensation reflects the cost of labor across several U.S. geographic markets, and we pay differently based on those defined markets. The U.S. pay range for this position is $65,000.00- $75,000.00 annually. Ultimately, in determining pay, we will consider the successful candidate's location, experience, and other job-related factors.

Group benefits currently include a selection of health care plans with prescription drug coverage, dental plan, vision plan, basic and supplemental life insurance, a flexible spending account for medical and dependent care expenses or a health savings account based on plan selection, short/long term disability and 401(k) Savings Plan.