HR Business Partner CBG

The Sherwin-Williams Company; Reading; On-site; GBP 50,000 - 70,000; Full time

Job summary

A leading global coatings company is seeking an HR Business Partner to strategically align HR initiatives with business objectives in the UK and other regions. This role involves leading talent management, organizational development, and employee engagement programs. Candidates should have at least 5 years of HR experience, strong interpersonal skills, and a strategic mindset. Join a dynamic team that fosters a high-performance culture.

Qualifications

• Minimum of 5 years of experience in HR, focusing on business partnering.
• Strong communication skills and ability to influence.
• Experience in managing HR initiatives across multiple regions.

Responsibilities

• Align business strategies with HR initiatives and drive people agenda.
• Lead employee engagement and organizational development projects.
• Support performance management processes and talent management strategies.

Skills

Interpersonal skills

Strategic thinking

HR best practices knowledge

Project management

Analytical skills

Education

Bachelor’s degree in Human Resources or related field

Job description

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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.

• 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.