WELCOME TO SHERWIN WILLIAMS 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 to show us what you can do. You can innovate, grow, and discover in a place where you can thrive and Let Your Colors Show! 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 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. CORE RESPONSIBILITIES AND TASKS This role leads the development, implementation and administration of compensation programs that support The Performance Coatings Group business strategy and compensation philosophy. Includes broad-based, annual/short-term incentives, and global recognition and award programs. General & Base pay: - Oversees the analysis of compensation programs, policies, and pay structures to ensure that programs remain competitive. Ensures ongoing analysis to determine financial impact of compensation programs. - Recommends and implements changes to base pay programs. Consults and makes program and design recommendations targeted at attraction and retention. - Monitors trends and regulatory developments in the external market that impact the organization's compensation programs. - Partners and consults regularly with others in Human Resources along with associates at all levels within the organization, including top leadership. - Review and approve job analysis and evaluation of all PCG non-exempt and professional level positions for job grade assignment and changes. Includes ensuring job descriptions accurately reflect responsibilities and that positions are market priced using a common methodology and assigned to market competitive salary grades. - Effective day-to-day salary/incentive administration through counseling/policy exception resolution; review approve escalate exceptions Bonuses: - Develops, implements, and administers annual, quarterly, and ad hoc bonus programs. Ensures bonus programs are communicated and distributed accurately. Conducts regular analyses to determine effectiveness and financial impact of programs. Includes the analysis, design, and development of plan documentation and communication. - Collaborate with PCG Finance and Corporate Compensation on bonus and recognition award forecasts - Work with team to calculate min/max for CIP/SWMIP, audit payout sheets for management plans, and communicate to managers/employees regarding payouts and dates - Review, discuss and approve/deny exception requests in coordination with Corporate Compensation and PCG Executive Leadership - Review approve escalate ‘budget adjustments’ from divisions at year-end - Coordination of budget relief and other compensation related communications Global Recognition & Awards Programs: - Administer Spectrum of Excellence recognition program, including but not limited to: Program development, evaluation, and determination of winners; coordinate the distribution of awards with Divisions and vendor; collaborate with PCG Finance, vendor, and executive leaders to plan and oversee President’s Club Trip. - Manage the quarterly DSO and DCA global award process, including but not limited to communication to leaders, collection of nominations, lead review meetings with PCG executive leadership, submission to Corporate Compensation and communication back to Division on approve/deny of nominations. - Collaborate with PCG Finance, Divisions, vendor and/or Corporate compensation on special recognition programs, including SPIFFs, award points, second half resets, etc. Data Management & Metrics Reporting - Identifying data dependencies within HR Cloud, to establish reporting hierarchies - Driving the process of creating new job titles, organizations, etc.. - Working closely with integration team, Group mgmt., and HRSS to ensure HR Cloud data consistency - Ongoing HR Metric Reporting (Turnover, Diversity, Headcount, etc.) POSITION REQUIREMENTS FORMAL EDUCATION: Required: - Bachelor’s Degree in Human Resources or related field Preferred: - Master’s Degree in Business Administration. HR or related field KNOWLEDGE & EXPERIENCE: Required: - Minimum of 7 years of significant and progressive HR experience in activities related to this position. - Minimum of 5 years of management experience. - Excellent communication skills to persuade and negotiate with others on important matters. - Skill in developing, planning, directing & evaluating compensation, and other HR programs in alignment with PCG business objectives. Knowledge of trends in compensation. Preferred: - Certified Compensation Professional TECHNICAL/SKILL Required: - Ability to develop and maintain positive relationships with employees and Senior Executive leadership. - Ability to acquire a thorough understanding of PCGs hierarchy, roles, qualifications, compensation practices and administrative practices related to those factors. - Track record of influencing and providing consultative guidance to senior management around complex organizational issues. - Demonstrated and sophisticated ability to independently identify and analyze issues and problems and develop and influence appropriate business solutions and plans of action. - Ability to research information and analyze data to arrive at valid conclusions, recommendations and plans of action. - Strong partnering, diplomacy, collaboration, communication and influencing skills. - Ability to handle highly sensitive information with absolute confidentiality and professionalism. - Demonstrated orientation to flexibility and adaptability to changing business conditions and needs. - Ability to quickly conceptualize, think critically and develop frameworks. - Expert level applied knowledge of base pay, variable pay, reward & recognition programs, federal and state/province employment pay laws. - Demonstrated understanding of SHW HR policies and procedures. - Expert level project management skills. Preferred: - Demonstrated experience in human resource management. - Demonstrated experience in HR data management and analysis - Demonstrated experience in organizational development and org design 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. Compensation decisions are dependent on the facts and circumstances of each case and 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 factors considered in making compensation decisions including skill sets; experience and training; licensure and certifications; and other business and organizational needs. The disclosed range estimate has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. 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.