Human Resources Business Partner

Sherwin-Williams•Cleveland, OH

7d•Onsite

About The Position

This position primarily serves as a strategic business partner developing, facilitating, and overseeing programs to drive the HR Strategies and Company initiatives for the following Global Supply Chain Functions: Engineering, Supply Chain Planning Architectural, Supply Chain Planning Execution Industrial, Procurement and Finance. The HR Manager also serves as an employee advocate to ensure appropriate resolution of concerns and drives employee engagement. The HR Manager supports the HR Director in the execution of HR policies, processes, and procedures. The travel for this positions is 10%. This role is not remote/hybrid. This role will report to Sherwin-Williams Global Headquarters located at 1 Sherwin Way, Cleveland, OH 44113. This position is also eligible for bonus based on performance and subject to the terms of the Company’s applicable plans. Job duties include contact with other employees and access confidential and proprietary information and/or other items of value, and such access may be supervised or unsupervised. The Company therefore has determined that a review of criminal history is necessary to protect the business and its operations and reputation and is necessary to protect the safety of the Company’s staff, employees, and business relationships.

Requirements

Must be at least eighteen (18) years of age
Must be legally authorized to work in the country of employment without needing sponsorship for employment work visa status now or in the future
Must have a bachelor’s degree or higher
Must have at least four (4) years of work experience in Human Resources

Nice To Haves

Have a Master’s Degree or higher in Human Resources or Business
Have at least (6) six years of experience being a Human Resource Business Partner (HRBP)
Have Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM-CP, or SHRM-SCP certification
Have two (2) years of experience providing Human Resource Business Partner (HRBP) support to Functional Groups

Responsibilities

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.
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.
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 the groups supported, conduct focus groups and work with business leaders to develop and execute action plans.
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.
Ensure employees complete onboarding as they transition into new positions.
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, 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.
Write annual performance appraisals for subordinates and deliver along with goals and objectives (if applicable)
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