HR Business Partner

Sherwin-Williams, founded in 1866, is a global leader in paints and coatings industry with $18 billion in sales and 140 manufacturing - distribution centers worldwide. We employ over 60,000 people across all regions embracing and celebrating our diversity. Our people are behind the strength of our success. When you embark on a career at Sherwin-Williams, we invest and support you in life + career + connection.

Create your possible with us!

The GSC HRBP is responsible for aligning business objectives with employees and management in a specific location. This role serves as a consultant to management on human resource-related issues, acting as an employee champion and change agent. The GSC HRBP will work closely with the Senior HR Manager and Employee Relations Manager to deliver value-added service to management and employees that reflects the business objectives of the organization.

KPI

• Drive accountability by setting clear objectives and track progress across all HR initiatives.

• Use data to inform decisions, identify trends in recruitment, retention, engagement and performance to guide strategic actions.

• Collaborate with Managers to define and monitor people-related KPIs that support business goals.

• Report regularly on key HR metrics (GBMS) and translate them into actionable insights for local leadership teams.

Recruitment & Onboarding

• Manage the end-to-end recruitment process, including job postings, candidate screening, interviews, and selection for blue collars.
• Support Managers in drafting the job description and participate to the recruitment process for white collars positions.
• Track blue collars recruitment progress and maintain local recruitment dashboards or trackers.
• Coordinate onboarding activities to ensure new hires are effectively integrated into the organization. Support onboarding and offboarding processes by coordinating local documentation, system access, and checklists, complementing HRSS activities.

Performance Management

• Support the performance appraisal process, including goal setting, mid-year reviews, and annual evaluations by monitoring progress and tracking completion in the system.
• Provide coaching and feedback to managers and employees supported to improve performance and development.
• Ensure implementation of the Talent Management strategy leading calibration meetings and talent reviews meeting locally. Coach and develop Managers supported to effectively identify, nurture, and retain top talent, fostering a culture of continuous improvement and high performance.

Learning & Development

• Identify training needs and coordinate training programs to enhance employee skills and capabilities.
• Stay updated on changes in employment laws and regulations and ensure timely implementation of necessary changes.
• Support the organization and logistics of training sessions, including invitations, attendance tracking, and feedback collection.

Engagement & Morale

• Support the implementation of engagement surveys conducted by Corporate.
• Analyze survey results and develop localized action plans to address identified issues. Develop and implement programs and initiatives to boost employee morale and engagement.
• Organize events, activities, and recognition programs to enhance employee satisfaction. Monitor employee morale and take proactive steps to address any issues.

Change Management

• Lead and support change management initiatives within the locations supported.
• Provide guidance and support to managers and employees during periods of organizational change.

Time & Attendance and Payroll Coordination

• Monitor and validate time and attendance data to ensure accuracy and compliance with local labor laws and internal policies when not covered by SBS department.

• Act as a local point of contact for timekeeping issues, coordinating with managers and employees to resolve discrepancies when not covered by SBS department.

• When global payroll is implemented: Collaborate with the centralized or local payroll team to ensure timely and accurate submission of local data, including variable pay, absences, and contract changes.

Coordination & Communication

• Act as a liaison between local sites and the central HR team to ensure consistent communication and process alignment.

• Support the organiza