This position primarily serves as a strategic business partner for designated areas and Vice Presidents by developing, facilitating, and overseeing programs to drive the HR Strategies and Company initiatives for (Headquarters and Divisional groups). The HR Manager also serves as an employee advocate to ensure appropriate resolution of concerns and drives employee engagement. The HR Manager provides leadership and developmental support to HR Generalists, HR Coordinators and/or HR Administrators, and supports the HR Director in the execution of HR policies, processes, and procedures.
Here, we believe there’s not one path to success, we believe in careers that grow with you. Whoever you are or wherever you come from in the world, there’s a place for you at Sherwin-Williams. We provide you with the opportunity to explore your curiosity and drive us forward. Sherwin-Williams values the unique talents and abilities from all backgrounds and characteristics. All qualified individuals are encouraged to apply, including individuals with disabilities and Protected Veterans. We’ll give you the space to share your strengths and we want you show us what you can do. You can innovate, grow and discover in a place where you can thrive and Let Your Colors Show!
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At Sherwin-Williams, part of our mission is to help our employees and their families live healthier, save smarter and feel better. This starts with a wide range of world-class benefits designed for you. From retirement to health care, from total well-being to your daily commute—it matters to us. A general description of benefits offered can be found at http://www.myswbenefits.com/. Click on “Candidates” to view benefit offerings that you may be eligible for if you are hired as a Sherwin-Williams employee.
Compensation decisions are dependent on the facts and circumstances of each position, which will impact where actual compensation may fall within the stated wage range. The wage range listed for this role takes into account the wide range of non-discriminatory factors considered in making compensation decisions including geographic location; skill sets; experience and training; licensure and certifications; and other business and organizational needs.
The wage range, other compensation, and benefits information listed is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.
Qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable federal, state, and local laws including with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act where applicable.
Sherwin-Williams is proud to be an Equal Employment Opportunity/Affirmative Action employer committed to an inclusive and diverse workplace. All qualified candidates will receive consideration for employment and will not be discriminated against based on race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, age, pregnancy, genetic information, creed, marital status or any other consideration prohibited by law or by contract.
As a VEVRAA Federal Contractor, Sherwin-Williams requests state and local employment services delivery systems to provide priority referral of Protected Veterans.
Please be aware, Sherwin-Williams recruiting team members will never request a candidate to provide a payment, ask for financial information, or sensitive personal information like national identification numbers, date of birth, or bank account numbers during the application process.
CORE RESPONSIBILITIES AND TASKS:
(1) EFFECTIVE BUSINESS PARTNER:
- Partner with business leaders to execute Company Initiatives.
- Support functional stakeholders to achieve organizational and functional goals.
- Effectively communicate, build relationships and partner with key Business Leaders, Subject Matter Experts and Division Representatives.
- Lead and drive Company, Division, and Regional initiatives and programs.
- Assist business leaders with organizational design and developing structures that support the needs of the business.
- Support business leaders through management of organizational change.
(2) EMPLOYEE RELATIONS:
- Promote and maintain positive employee relations in a safe and productive work environment.
- Communicate accurately and appropriately with other employees/vendors in a timely manner.
- Administer and enforce HR policies and procedures and make recommendations for change as needed.
- Ensure compliance with all national, regional and local laws and regulations.
- Accurately complete reports in accordance with appropriate legal documentation (AAP, Adverse Impact, Annual Wage Survey, Disability, FMLA, Compensation, Benefits, EEOC, OSHA, Terminations, etc.).
- Investigate, mediate and resolve employee concerns and/or team conflicts.
(3) EMPLOYEE ENGAGEMENT:
- Manage employee events (recognition, fundraisers, volunteer programs, etc.) as needed.
- Institute programs and events that encourage high levels of employee engagement and focus on retention. Work with business leaders to implement programs on their teams (i.e., engagement survey, focus groups, employee committees, etc.)
- Lead the Employee Engagement Survey for Headquarters teams, conduct focus groups and work with business leaders to develop and execute action plans.
RECRUITMENT AND ONBOARDING:
- Partner with the Talent Acquisition team and business leaders to identify and define open positions, discuss the needs of the department and determine a staffing solution to meet business needs. Work with business leaders to create and revise job descriptions as needed.
- Manage steps throughout recruiting process including, but not limited to, conducting interviews and making hire decisions and/or recommendations to hiring managers.
- Review and approve all offers partnering with Compensation as needed.
- Ensures that key positions are being filled by qualified talent and aligned with diversity initiatives/ goals.
- Facilitate Management 101.
- Ensure employees complete onboarding as they transition into new positions.
(5) TALENT MANAGEMENT:
- Coach/guide/counsel career and leadership development of subordinates.
- As HRBP, lead talent management process for organization under their support
- Partner with business leaders to develop succession plans. Analyze data (e.g. turnover, diversity, retirements, etc.) to create plans that address any talent gaps identified.
- Support enterprise-wide learning and development initiatives and work with business leaders to identify learning opportunities for their teams.
- Facilitate training sessions.
(6) PERFORMANCE MANAGEMENT:
- Write annual performance appraisals for subordinates (if applicable) and deliver along with goals and objectives.
- Administer Progressive Discipline techniques when necessary.
- As HRBP, lead performance management process for organization under their support
- Coach managers through performance related issues. Assist in administering Progressive Discipline techniques when necessary.
- Lead the performance management process for organization under their support
- In partnership with leadership, help create Performance Improvement Plans
(7) Inclusion & Diversity:
- Support the Enterprise, Group/Division & Department level Inclusion & Diversity initiatives
- Support Employee Resource Groups and provide guidance and counsel as needed
- Partner with the Talent Acquisition team to identify diversity recruitment resources
- Provide training & education on Inclusion & Diversity Initiatives
FORMAL EDUCATION:
Required:
- Bachelor’s Degree or equivalent academic Degree
Preferred:
- Master’s Degree or equivalent academic Degree
- Focus in Human Resources or business related field
KNOWLEDGE & EXPERIENCE:
Required:
- Must have a minimum of 4 years of previous experience in Human Resources or related field
Preferred:
- HRBP experience in corporate environment
- SHRM or HRCI professional certification
TRAVEL REQUIREMENTS: (TIME SPENT AWAY FROM HOME OR OTHER TYPICAL OFFICE LOCATION)
- 10%