Global Human Resources Director

Job Description

The Global HR Director provides direct leadership support to the Corporate IT and PSG IT Leadership Teams (1,750 workforce) and support the business needs of the department within the Division(s). The Global HR Director also leads the execution of global HR policies, processes, and procedures as well as implementing the strategic HR plans for these work-groups in all global regions (APAC, EMEAI, LATAM & USCA). Additionally, this position is responsible providing HR leadership to a team of HR Managers in support of a matrix organization. The Groups/Divisions supported are: Corporate IT & PSG IT.

Responsibilities

CORE RESPONSIBILITIES AND TASKS

EFFECTIVE BUSINESS PARTNER

• Partner with business leaders to execute Company Initiatives.
• Support functional stakeholders to achieve organizational and functional goals.
• Effectively communicate, build relationships and partner with key Business Leaders, Subject Matter Experts and Division Representatives.
• Lead and drive Company, Division, and Regional initiatives and programs.
• Assist business leaders with organizational design and developing structures that support the needs of the business.
• Assist business leaders with Digital Transformation activities. This includes, org design, new operation models and change leadership.
• Develop career/job matrixes including compensation job grading.
• Support business leaders through management of organizational change
• Network with in country HRBP teams to provide support where Corporate Division does not have direct coverage. Primarily EMEAI & China.
  
  

EMPLOYEE RELATIONS:

• 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.
• Administer and enforce HR policies and procedures and make recommendations for change as needed.
• Ensure compliance with all national, regional and local laws and regulations.
• Accurately complete reports in accordance with appropriate legal documentation (AAP, Adverse Impact, Annual Wage Survey, Disability, FMLA, Compensation, Benefits, EEOC, OSHA, Terminations, etc.)
• Investigate, mediate, and resolve employee concerns and/or team conflicts.
  
  

TALENT ACQUISITION/ TALENT MANAGEMENT

• Partner with Talent Acquisition team to identify candidates for key leadership positions.
• Responsible for talent acquisition activities outside of the US (LATAM, EMEAI & APAC).
• Coach/guide/counsel career and leadership development of employees and subordinates.
• Succession planning and management.
• As HRBP, lead talent management process for organization under their support.
  
  

PERFORMANCE MANAGEMENT

• Write annual performance appraisals for subordinates and deliver along with goals and objectives.
• Lead and develop subordinates.
• Administer Progressive Discipline techniques when necessary.
• As HRBP, lead performance management & talent review processes for organization under their support.
  
  

GLOBAL MOBILITY

• Working with Global Mobility group, lead efforts with international employee relocations.
• Oversee company sponsored work visas and other immigration issues (US and other countries).
• Understand international compensation policies & employment regulations in order to inform/ advise business leaders.
  
  

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

FORMAL EDUCATION:

Required:

• Bachelor’s Degree or equivalent Academic Degree
  
  

Preferred:

• Master’s Degree or equivalent Academic Degree
• Focus in Human Resources or business related field
  
  

KNOWLEDGE & EXPERIENCE:

Required:

• Must have 7 or more years of previous experience in Human Resources or a related field
  
  

TECHNICAL/SKILL REQUIREMENTS:

Required:

• Demonstrate skills in recruiting candidates, conducting interviews, and promotion/termination.
• Demonstrate experience with reporting legal documents (Wage surveys, Performance appraisals/reviews, etc.)
• Demonstrate skills in compensation, organization planning/development and employee engagement/development.
• Experience with employee relations resolution
• Must be able to proficiently speak, understand and write in English language
  
  

Preferred:

• Experience working with labor parties
  
  

Travel- 20%

About Us

Here, we believe there’s not one path to success, we believe in careers that grow with you. Whoever you are or wherever you come from in the world, there’s a place for you at Sherwin-Williams. We provide you with the opportunity to explore your curiosity and drive us forward. Sherwin-Williams values the unique talents and abilities from all backgrounds and characteristics. All qualified individuals are encouraged to apply, including individuals with disabilities and Protected Veterans. We’ll give you the space to share your strengths and we want you show us what you can do. You can innovate, grow and discover in a place where you can thrive and Let Your Colors Show!

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/Affirmative Action employer committed to an inclusive and diverse workplace. 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.