Michelle Fleck Email & Phone Number

• Development and Implementation of the Employee Experience Strategy: In collaboration with leadership within HR, creating and executing a comprehensive strategy to improve the overall experience of the organization’s workforce. • Collaboration with HR and Other Departments: Working in partnership with other departments that directly connect to elements of the employee lifecycle to ensure that the employee experience is top priority. • Talent Gravity: Key to Quad’s cultural evolution as an MX company, continue the rollout, training, measurement, and refinement of Quad’s emerging Talent Gravity program. Partner with HR, Talent Management, and Shared Services to coordinate and execute on annual cycles, deepen program effectiveness, and project manage key elements of the program. • Employee Value Proposition: Participate as an essential team member in work associated with defining Quad’s employee value proposition in collaboration with team members from HR, Marketing & Communications. Identify and, where appropriate, lead projects to support implementation of the EVP work along with assisting in the translation of the EVP to Quad’s externally facing employer brand. Identify aspects of the EVP that can be leveraged to enhance employee ‘moments of truth’ along their journey within the company.• Measurement and Analysis of Employee Experience: Gathering employee feedback through surveys, focus groups, and other means, and then analyzing the data to identify trends and areas for improvement. • Demonstrating Creativity and Staying Current with Industry Trends: Demonstrating creative and critical thinking will be critical to collaboration with key organizational partners and to ensure Empoyee Experience is evaluated from multiple and evolving perspectives.

Responsible for driving and leading five key initiatives:• Employee Relations: Day to day management of the SSHRBP team who have responsibility for growth guidance, managing and leading Employee Relations initiatives and relationships at various levels within the organization. Primary employee relations support for the health care business segment.• Talent: Facilitates partnerships with the field and corporate HR organization on Talent Management initiatives, and consultation on Performance Reviews, Talent Reviews, Succession Plans and Development Plans. Also responsible for talent growth within the SSHRBP team to ensure continued advancement of skill sets. • Engagement and Culture: Drives and leads Engagement and Culture within the team by modeling best practices for consultation with people leaders and facilitating SSHRBP/field/corporate HR partnership through the change management cycle for the business operations teams on the best ways to promote positive engagement and morale building efforts, and how to interpret team engagement scores and construct engagement action plans. Interprets the Values wheel, and encourages team discussions to drive best practice and continuous improvement. • Learning & Development: Leads team on enhancing skill set for working with managers and employees on how to improve manager and leader skills, plus other professional skills like communications and change management. Cultivates a deeper understanding within the SSHRBP team of the business, navigating the matrix effectively and aligning services to the evolving business needs and operational priorities. • Diversity, Equity and Inclusion: Drives DEI awareness and opportunities for growth through day to day coaching and counseling with SSHRBP team members, identifying challenges and leading “difficult” conversations to build strength and understanding of each other. Supports through example the corporate DEI initiatives and implement within the team.

Serve as a business partner to segment senior leadership teams and provide overall HR support and direction. Act as an employee champion and change agent by assessing and anticipating HR-related needs based on overall business objections and direction. Provide an employee-oriented, high performance culture through sustainment of processes and metrics. Support the achievement of segment business goals and work in coordination with other segment managers to ensure consistency.• Oversee annual HR goal setting process and ensure the team aligns to the business needs and the overall HR strategy.• Understand the health of locations around attraction, retention and engagement and determine the appropriate programs to support working with the HR team in the field.• Act as a consultant with the business management team. • Analyze trends and metrics to develop solutions, programs and policies. • Manage and resolve complex employee relations issues. • Maintain in-depth knowledge of legal requirements related to day-to-day management of employees to reduce legal risks and ensure regulatory compliance. • Provide day to day performance management guidance to line management .• Work closely with segment leadership, plant team management and employees to improve work relationships, build morale and ensure the Company’s HR strategy of attraction, retention and engagement are being managed effectively.• Provide HR Policy guidance and interpretation.• Partner with HR COE leaders on program design and participate on task force teams. • Provide guidance and input on business unit restructures, workforce planning, succession planning. • Identify training needs for business units and individual executive coaching needs .

Columbus, Ohio

Responsible for development and implementation of strategic Human Resources initiatives for the Columbus, Ohio and Greenville, MI sites: - Provide employee relations support and guidance for more than 360 employees.- Provide support and guidance to HR Generalist site support in Greenville, MI.- Develop strategic human resources communication and action plan to align with corporate initiatives and goals.- Provide oversight and implementation of corporate programs including annual open enrollment process, annual employee evaluation, and other key initiatives. - Developed S.E.T. The Tone program to provide a new and holistic approach to talent acquisition, on-boarding and mentoring to increase overall site retention and engagement. - Collaborate with operations and functional platforms to address employee issues and guide toward equitable solutions in compliance with company policies and applicable laws.- Implement communication platform to increase business partner relationships within the business units and across the sites.- Project manage employee engagement initiative to revitalize the Lighthouse Program within the business. - Develop employee training programs focusing on further integrating Quad Culture at the sites including email, CBT and InsideQuad training sessions.

Westerville, Ohio

Responsible for development and implementation of labor programs including:- Responsible for development and implementation of awareness and training tools including management/hourly websites, Labor Conference Series, orientation video, authorization card poster and e-Learning course. - Member of Intervention Team developing strategies at high risk sites and managing action plans.- Lead investigations into unfair labor practice charges filed against the company.- Develop strategic labor messaging for communication tools and inter-departmental collaboration.- Responsible for administering the Speak Up associate relations hot-line and report on call trends analysis across sites, regions and business units. - Develop reports highlighting union membership and penetration based upon zip code for business pursuits. - Collaborate with field and functional departments to address incidents and ensure equitable solutions.- Develop monthly reports for executive teams highlighting domestic activity and trends.

Westerville, Ohio

- Responsible for administering the Speak Up associate relations hot-line and report on call trends analysis across sites, regions and business units. - Develop reports highlighting union membership and penetration based upon zip code for business pursuits. - Develop monthly reports for executive teams highlighting domestic activity and trends.- Identify labor climate trends within the company, industry and across the country

Columbus, Ohio

Primary associate relations support for 850+ hourly associates including:- Coached management on associate issues to ensure consistent policy application.- Counseled associates with regards to benefits and company policies.- Conducted bi-annual employee survey and led roundtables to share results.- Managed seasonal hiring process resulting in the hire of 1500 seasonal associates.- Directly Supervised two HR support personnel.

Grove City, Ohio

Responsible for all Human Resources functions for four facilities including:- Responsible for the hiring process for three sites totaling 200+ distribution associates and drivers.- Lead HR for two start-up sites and one acquisition site. - Counseled and trained managers on all aspects of disciplinary actions and terminations.- Developed on-going training for management team on proper employment procedures in compliance with state and federal laws and company policies.- Conducted investigations for all terminations, corrective action appeals, harassment and discrimination claims. - Partnered with Operations to develop annual staffing and talent management model.- Managed temporary labor programs including vendor selection and compliance.

Columbus, Ohio

Dayton Ohio

Dayton, Ohio

Bachelor Of Arts (B.A.), Psycchology

Education record

Education record