Become a driving force behind our Consumer Brands Group! We're looking for a talented HR Business Partner to strategically partner with our Business Leaders and employees to drive the divisions People Agenda in the UK, Ireland, Poland & France.
The Sherwin-Williams Consumer Brands Group (CBG) HR Business Partner will play a crucial role in aligning the organization’s people strategy with its business objectives. The HRBP acts as a tactical advisor, employee champion, and change agent, working closely with the CBG HR Director, Vice President & General Manager, Senior Leadership team and Managers to drive HR initiatives that support the company’s goals. CBG is a growing business but currently operates throughout the United Kingdom, Ireland, France and Poland.
Organizational Development
• Lead initiatives to improve organizational effectiveness, including change management, culture transformation and employee engagement survey.
• Contribute to the Integration & Consolidation committees to support HRD decision-making within the steering committee.
• Lead or participate to Continuous Improvement projects within the Region, providing business insights and ensuring the successful adoption of outcomes across the business.
• Foster a culture centered on KPI reviews and collaborate with HRBP to create action plans that drive business results.
Learning & Development
• Identify training needs and coordinate Learning and Development programs to enhance employee skills and capabilities.
• Facilitate workshops and training sessions to improve organizational efficiency and foster collaboration and innovation within the business.
• With the support of the L&OD department, promote a Learning Culture within the business by advocating for professional development opportunities and coaching Managers & Employees on building their IDP.
Talent Management
• Ensure implementation of the Talent Management strategy leading calibration meetings and talent reviews meeting. Coach and develop HRBP and Managers to effectively identify, nurture, and retain top talent, fostering a culture of continuous improvement and high performance.
• Work closely with hiring Managers to identify needs, draft, or adapt job descriptions, and participate in the recruitment process to ensure the right fit for the business.
• Employer branding: Be the brand ambassador at university of school fairs, job fairs etc. Support any projects for this subject in the region, post on LinkedIn etc.
Compensation & Benefits
• Serve as the primary liaison for the Compensation & Benefits department, ensuring data updates and accuracy.
• With the support of the Compensation & Benefits department, ensure fair and equitable compensation practices across the business providing insights to HRD to support decision-making.
Employee Engagement & Culture Building
• Develop and implement strategies to enhance employee engagement and foster a positive workplace culture. Coach and support HRBP & Managers to draft and implement EES action plans locally.
• Serve as a culture ambassador for the business and company values and behaviors are consistently demonstrated throughout the organization.
Performance Management
• Coach and guide Managers and Employees on their individual development plans. Provide oversight, guidance and training on the SW appraisal process.
• Encourage a culture of continuous feedback by training Managers to provide regular, constructive feedback throughout the year.
• Identify competency gaps by analyzing workforce skills and capabilities, collaborating with managers to assess needs, and developing targeted strategies to bridge those gaps through training and development initiatives.
FORMAL EDUCATION:
• Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent experience.
KNOWLEDGE & EXPERIENCE:
Required:
• Minimum of 5 years of experience in HR, with a focus on business partnering.
• Strong interpersonal and communication skills, strategic thinking, and knowledge of HR best practices.
JOB COMPLEXITY FRAMEWORK:
• Complexity: Manages moderately complex HR issues, often requiring collaboration and influence beyond the immediate team or department.
• Communication: Effectively communicates to influence and shape the business environment.
• Supervision: Coaches, reviews work, and supports other HR professionals with guidance.
• Influencing Skills: Plays a key role in shaping HR practices beyond the immediate team.
• Freedom to Act: Operates independently on assignments, with responsibility for implementing initiatives.
TECHNICAL/SKILL REQUIREMENTS:
• Business Acumen: Strong understanding of the business operations and industry. Ability to translate business needs into HR solutions that drive organizational success.
• Relationship Building: Excellent interpersonal skills to build and maintain strong relationships with business leaders and employees. Ability to influence and collaborate with stakeholders at all levels.
• Analytical Skills: Ability to analyze data and metrics to identify trends, issues, and opportunities for improvement. Proficiency in using HR analytics to inform strategies and decisions.
• Project Management: Strong project management skills to oversee HR initiatives and ensure timely and successful completion. Ability to manage multiple projects simultaneously.
• Communication: Excellent verbal and written communication skills to effectively convey information and updates. Ability to communicate complex information clearly and persuasively to various stakeholders.
Travel Requirement: up to 40%