Job Description

The Regional HR Manager Lead serves as a strategic point of contact for all site HR teams within GSC Region(s). This role is responsible for assisting in driving HR excellence at sites through all HR functional matters including attraction, development, engagement, compliance, employee relations, and talent management initiatives and processes. The Regional HR Manager Lead serves as the primary contact for site HR, ensures consistent HR practices, and contributes to the overall employee experience, organizational capabilities, and effectiveness. The Regional HR Manager Lead may support multiple GSC Regions as needed and at the direction of their manager.


Travel Requirement: 50%+


This is a fully remote position.


The ideal candidate will be based in: Cleveland, OH; Philadelphia, PA; Dallas, TX; Chicago, IL; Charlotte, NC; or Orlando, FL, and must reside within a commutable distance to a major airport, as the role requires 50% or more travel.


This position is also eligible for bonus based on performance and subject to the terms of the Company's applicable plans.


This position is eligible for health benefits, such as medical, dental and vision coverage, Flexible Spending Accounts (FSAs), disability coverage, security, retirement and saving benefits. Additional benefits include a generous time away from work package, including personal leave, paid parental leave, medical leave, vacation, and holidays.


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.


At Sherwin-Williams, our purpose is to inspire and improve the world by coloring and protecting what matters. Our paints, coatings and innovative solutions make the places and spaces in our world brighter and stronger. Your skills, talent and passion make it possible to live this purpose, and for customers and our business to achieve great results. Sherwin-Williams is a place that takes its stability, growth and momentum and translates it to possibility for our people. Our people are behind the strength of our success, and we invest and support you in:



Life ... with rewards, benefits and the flexibility to enhance your health and well-being


Career ... with opportunities to learn, develop new skills and grow your contribution


Connection ... with an inclusive team and commitment to our own and broader communities


It's all here for you... let's Create Your

Possible

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 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.



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 employer. 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.


TRAINING AND ONBOARDING

Support enterprise-wide learning and development initiatives and work with HR and business leaders to identify learning opportunities for their teams. Serve as the main point of contact in the Region for HR development and training initiatives, processes, and ad-hoc support. Develop and deliver onboarding programs for new HR Managers. Develop and provide ongoing training and mentorship to HR staff across sites.


EMPLOYEE RELATIONS AND COMPLIANCE:

Partner with sites to 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. Investigate, mediate and resolve employee concerns and/or team conflicts. Ensure fair and consistent application of regional and divisional HR policies and procedures and make recommendations for change as needed. Ensure compliance with all national, regional and local laws and regulations. Serve as the main point of contact and accurately complete reports for compliance activities in accordance with appropriate legal documentation (AAP, Adverse Impact, Annual Wage Survey, Disability, FMLA, Compensation, Benefits, EEOC, OSHA, Terminations, etc.). Conduct routine audits of key compliance policies, practices, and procedures (requisition folders, training records, personnel folders, etc.) and assist site in developing corrective action plans. Partner with Labor Relations and sites on union negotiations and complex union matters.


EMPLOYEE ENGAGEMENT:

Partner with sites in your Area to achieve year over year increase in Site Participation and Engagement Metric on the Employee Engagement Survey, while also providing regular reporting updates of progress and metrics. Collaborate with sites to administer the Employee Engagement Survey at each site, provide guidance on conducting focus groups and work with site HR teams and Site leaders to develop action plans. Partner with sites to create and execute site engagement plans with quarterly updates to the region - ensure plans include activities to help reduce turnover and align with Create Your Possible priorities. Provide analysis and reporting of engagement data as needed.


ATTRACTION AND RECRUITMENT:

As needed, partner with the Talent Acquisition team and business leaders to identify and define open positions, discuss the needs of the site and determine a staffing solution to meet business needs. If needed, manage steps throughout recruiting process including, but not limited to, conducting interviews and making hire decisions and/or recommendations to hiring managers on key roles. Ensure that key positions are being filled by qualified talent that meet position requirements and expectations. Ensure employees complete onboarding as they transition into new positions.


TALENT AND PERFORMANCE MANAGEMENT

Partner with sites to develop succession plans. Analyze data (e.g. turnover, diversity, retirements, etc.) to create plans that address any talent gaps identified. Consult with HR and business leaders on organizational design and developing structures that support the needs of the business. Assist HR and business leaders with coaching and performance management activities. In partnership with site HR teams, help create Performance Improvement Plans where needed. Track and report key metrics to aid in performance and talent management activities.


CULTURE AND BELONGING

Support the Enterprise, Group/Division & Department level Culture, Belonging, and Employee Experience initiatives. Partner with the Talent Acquisition team to identify appropriate recruitment resources. Collaborate with Regional HR Leader in providing training & education on Culture, Belonging, and Employee Experience Initiatives.


REPORTING AND ANALYTICS

Track, analyze, and report key HR metrics to the Regional leadership team. Use data to identify trends, developing recommendations to inform strategic decisions.


HR MANAGER LEAD SUPPORT AND ADDITIONAL DUTIES

Act as the interim HR Manager Lead for sites as needed. Provide guidance and HR leadership for all HR functional activities at a site including workforce planning, organizational support, compliance, and employee relations matters.

Minimum 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 Bachelor's Degree or have at least five (5) years of work experience in HR Must have a minimum of 5 years of progressive experience in HR or related field Must have at least 1 year of experience serving as the lead HR Representative for a designated employee population, business unit or facility, responsible for independently managing core HR functions and serving as the primary HR contact

Preferred Qualifications

Bachelor's Degree in Human Resources or a Business-related field Master's Degree Experience supporting teams in multi-shift operations or that sit across multiple sites in manufacturing or distribution environments Experience supporting teams that are part of a collective bargaining unit * Willingness to relocate to other geographical locations, if considered for higher level positions in HR