HR Business Partner CBG

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

Job summary

A leading consumer brands company is seeking an HR Business Partner to align people strategies with business objectives across the UK, Ireland, Poland, and France. This role emphasizes relationship building and analytical skills, overseeing initiatives for organizational effectiveness and employee engagement. The ideal candidate will have a Bachelor's degree and strong project management abilities.

Qualifications

• Strong understanding of business operations and industry.
• Ability to analyze data and metrics for HR strategies.
• Excellent verbal and written communication skills.

Responsibilities

• Lead initiatives to improve organizational effectiveness.
• Facilitate workshops and training sessions for employee development.
• Ensure implementation of the Talent Management strategy.

Skills

Business Acumen

Relationship Building

Analytical Skills

Project Management

Communication

Education

Bachelor’s degree in Human Resources, Business Administration, or related field

Job description

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.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent experience.

• 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
• Ability to travel regularly

#LI-SW1

Responsibilities

•Lead initiatives to improve organizational effectiveness, including change management, culture transformation and employee engagement survey.
•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.
•Ensure implementation of the Talent Management strategy, leading calibration meetings and talent reviews meeting. Partner with country HRBP to coach and develop Managers to effectively identify, nurture, and retain top talent, fostering a culture of continuous improvement and high performance.
•Serve as the primary liaison for the Compensation & Benefits department, ensuring data updates and accuracy.
•Partner with country HRBPs to 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.
•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.