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.

Qualifications

POSITION REQUIREMENTS

FORMAL EDUCATION:

Required:

• Bachelor’s Degree in Human Resources, Communications, Business or another related field

KNOWLEDGE & EXPERIENCE:

Required:

• Minimum seven years’ experience in Human Resources or related field
• Experience leading the Human Resources function or Learning & Development specialty within a business unit or Division of the Company
• Must possess strong written and verbal communication skills
• Advanced computer skills in Excel, Access, Word, PowerPoint
• Organization, follow-up, and attention to detail
• Excellent leadership skills
• Ability to influence others
• The ability to speak English fluently

Preferred:

• Knowledge of the Sherwin-Williams Global Supply Chain (GSC) organization
• Previous experience with instructional design, talent development or organizational effectiveness
• Experience managing a budget
• The ability to speak other Languages – Spanish, Portuguese, Swedish, Italian, Mandarin, etc.

TRAVEL REQUIREMENTS: (TIME SPENT AWAY FROM HOME OR OTHER TYPICAL OFFICE LOCATION)

• 20%

Responsibilities

CORE RESPONSIBILITIES AND TASKS

Organizational and Talent Development

• Enhance Organizational Capabilities: Strategically identify and capitalize on opportunities for process improvement and organizational change to drive continued growth and efficiency.
• Succession Planning: Facilitate and manage comprehensive annual talent review and succession planning processes to ensure a robust leadership pipeline.
• Lead initiatives to enhance the talent pipeline within the Global Supply Chain (GSC), identifying opportunities for process improvement and organizational change in collaboration with HR & Division leadership teams.
• Address Talent Development Gaps: Develop and implement targeted programs and solutions at both individual and Division levels to address talent development gaps.
• Onboarding Programs: Design and execute effective global onboarding programs and processes to accelerate growth and enhance learning capabilities for new hires.
• Performance Management: Provide strategic leadership and management for all performance management and goal setting
• Execute Employee Engagement Survey, Exit Survey, and Stay Interview processes to drive retention, equipping managers and leaders to take action to cultivate and foster an inclusive workplace

Learning and Training Development

• Provide Leadership in Learning and Development: Provide leadership in Division and Enterprise learning and development initiatives, ensuring they align with organizational goals. Ensure the execution of all Division-sponsored development programs, such as Supervisor Development, Operations Manager Training, Executive Presentation Skills, and Continuous Improvement Programs, to foster a culture of continuous learning and development.
• Identify and Address Learning Needs: Strategically identify Division-wide learning needs, implement tailored solutions, and measure their impact. Lead the creation and management of comprehensive training resources for employees and managers.
• Early Talent Program Management: Lead the strategic management, continuous improvement, and execution of all early talent programs within Global Supply Chain, including the Accelerated Development Program (ADP), Intern Program, and Co-Op Program.
• Partner with similar learning and training groups to ensure ongoing alignment and effective collaboration.

Inclusion, Diversity, and Equity:

• Provide leadership for all Division-wide Inclusion, Diversity, and Equity (ID&E) initiatives and programs.
• Partner with GSC ID&E Council, Employee Resource Groups, and Corporate ID&E to sponsor, develop, communicate, and implement key actions, programs, and trainings to further GSC’s advocacy for an inclusive and diverse workforce.
• Coordinate and manage all action items as it relates to ID&E activities.
• Be an active advocate and supporter of all ID&E activities throughout GSC and the Company.

Communications

• Develop and Execute Communication Plans: Create and implement a consistent, streamlined communication plan aligned with business strategy, key initiatives, and organizational development programs, systems, tools, and processes.
• Ensure Consistent Messaging: Maintain clear, consistent messaging throughout the GSC Organization using a variety of communication methods.
• Advise on Event Planning: Provide guidance in the planning and execution of large-scale GSC conferences and events, such as Operational Excellence, HR Conference, and GSC Leadership Conferences.
• Support Organizational Change: Offer support for organizational change initiatives across various Division groups.
• Foster strong relationships with peers in similar roles across the Company, ensuring enterprise efforts are addressed in a manner that leverages programs and resources.

HR Functional Excellence

• Lead annual HR Strategic Plan processes, identifying current business drivers and trends to determine future HR & Talent strategy and initiatives
• Serve as project manager on key Human Resource projects and initiatives