Sherwin-Williams
HR Business Partner
Sherwin-WilliamsFinland22 hours ago
ContractRemote FriendlyHuman Resources, Manufacturing
Job Description

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.

Responsibilities

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 organization of HR-related events, training sessions, and employee communications.
  • Respond to employee inquiries regarding HR policies, procedures, and documentation, escalating to HRSS or ER Manager as appropriate.

Employer Branding

  • Act as a local ambassador of the Company’s values and culture
  • Partner with Talent Acquisition to promote the company as employer of choice
  • Support local employer branding campaigns, job fairs, and community engagement events

Qualifications

  • Bachelor's degree in Human Resources, Business Administration, or a related field or equivalent through experience.
  • Minimum of 3 years of experience in HR, with a focus on business partnering.
  • Strong interpersonal and communication skills, strategic thinking, and knowledge of HR best practices
  • Microsoft tools: Proficiency in Microsoft Office Suite, including Excel for data analysis and reporting, PowerPoint, and Word, for various business applications.
  • Communication: Excellent verbal and written communication skills. Ability to communicate information clearly and persuasively to various stakeholders.
  • Adaptability: Ability to work in a fast-paced environment and manage multiple priorities.
  • Collaboration: Strong collaboration skills to work effectively with the Senior HR Manager and Employee Relations Manager.
  • Customer focus: Provides high-quality HR services that meet the needs of the business.

About Us

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

Eligibility to Work

You will need to provide proof of right to work. It is a condition of any offer of employment we make to you that you have the permission to work in the country for the role for which you are applying for.

Equal Opportunity Employer

An equal opportunity employer, all qualified applicants will receive consideration for employment and will not be discriminated against based on race, colour, religion or belief, gender, sexual orientation, gender identity, ethnic or national origin, disability, age pregnancy or maternity, marital or civil partner status, or any other protected characteristic prohibited by law.

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.

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