Site HR Manager

Plans, coordinates, and directs the human resources functions at the facility and supports leaders in making people-related decisions in every aspect of the employment life cycle. Oversees recruiting, selection, and onboarding of new staff; supports training, performance management, and corrective action processes; partners with facility leadership on strategic planning; and serves as a link between management and employees. Develops effective Employee Relations strategies that foster a safe, positive, productive, and engaging work environment. Ensures people initiatives align with business goals while driving an inclusive and positive work environment.

5% travel. Monday - Friday with flexibility and expectation to provide support during off-shift hours, alternate shifts, and weekends as business needs require. Eligible for a bonus based on performance and subject to the terms of the Company’s applicable plans. This role involves contact with employees and access to confidential and proprietary information; a criminal history review is required.

Responsibilities

• Partner with leaders to develop strategies and provide guidance in people-related decisions
• Coach and consult the management team to create an engaging work environment
• Implement policies and procedures and ensure compliance with local, state, and federal law
• Conduct thorough and well-documented investigations and provide recommendations for corrective action
• Build a high-performance workforce by recruiting, onboarding, engaging, and retaining talent
• Actively build relationships with organizations and the local community to create a diverse pipeline of qualified talent
• Drive succession planning to ensure the site has a talent bench for key leadership positions
• Use data, roundtables, and trends to create a positive employee relations strategy, including creating and executing the annual site engagement action plan
• Maintain an effective Affirmative Action Program and ensure compliance
• Act as the site's liaison with different departments including Worker’s Compensation, Compensation, Employee Relations, Loss Prevention, Leave of Absence, and Benefits, to help resolve employee questions
• Maintain accurate employee data and records within HRIS, ATS, timekeeping system, and document repositories
• Execute the Company human resources initiatives and goals at the site level

Requirements

• Must be at least eighteen (18) years of age
• Must be legally authorized to work in the country of employment without needing sponsorship for employment work visa status now or in the future
• Must have a bachelor's degree or higher or have at least four (4) years of work experience in human resources
• Must have at least three (3) years of work experience in human resources

Qualifications

• Bachelor's degree or higher in Human Resources, Human Resources Management, Organizational/Industrial Psychology, or Business Management
• Professional in Human Resources ("PHR") or Senior Professional in Human Resources ("SPHR") certification
• Prior work experience ensuring compliance with laws and regulations
• Prior work experience using an HRIS and/or ATS
• Prior work experience maintaining an Affirmative Action Plan
• Prior work experience maintaining and analyzing data
• Prior work experience using timekeeping systems
• At least one (1) year of experience working in a manufacturing or distribution facility

Benefits

Sherwin-Williams offers a wide range of world-class benefits designed to support employees and their families, including:

• Retirement plans
• Health care benefits
• Total well-being programs
• Commuter benefits

A general description of benefits can be found at http://www.myswbenefits.com/. Click on “Candidates” to view benefit offerings eligible for hire.

Pay

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.