Talent and Learning Manager

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

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 employer. 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.

CORE RESPONSIBILITIES AND TASKS:

(1) Corporate Division Learning & Organizational Development Leadership:

• Manage all talent, performance and core learning processes for Corporate Division employees globally
• Partner with HR leadership team and functional leaders to set talent and learning priorities each year
• Partner with HRBPs and Corporate teams to identify talent and learning related needs and attend regular meetings with team
• Lead the development of talent management strategies and programs for Corporate functions
• Lead and/or support core learning and other development programs that support Corporate employees and managers
• Communicate and educate Corporate HR team, managers and employees about enterprise talent processes and resources available that support learning and career development
• Provide leadership and guidance in change management for projects
• Serve as a Corporate Division representative and/or lead on assigned project teams and workstreams

(2) Talent Review & Succession Planning:

• Support the management of the corporate talent review and succession planning process through: pre-process communication and training, reporting and analytics, system management, talent profile development, material preparation support, identified follow up activities, facilitating prep meetings, etc.
• Use data from our HR and Talent Systems to identify trends and opportunity areas
• Create and maintain training and resources for HRBPs and managers
• Work with HRBPs to ensure that development plans are occurring in a timely fashion
• Partner with Enterprise Talent Management team to be an expert in enterprise succession planning process and provide input on process changes
• Lead processes to increase health of talent pipeline within the Corporate Division in partnership with HR leadership team
• Complete regular and ad hoc analysis and reporting on key talent and development metrics and share analysis with key stakeholders

(3) Employee Life-Cycle Management:

• Partner with the Enterprise Talent Management team and Corporate HR team to develop and maintain resources, training and communications to support successful execution of onboarding, performance management and other enterprise talent processes
• Provide reporting and analysis to track completion and effectiveness of talent processes including, performance appraisal completion, IDPs, etc.
• Partner with Enterprise Talent Management and HR business partners to communicate criteria and process for coaching and other targeted leadership development tools (ie: 360s, new leader assimilations, etc), track coaching assignments and make recommendations for process improvements
• Support leadership onboarding through initiation of onboarding process and follow-up

(4) Inclusion & Employee Engagement Execution:

• Manage engagement survey process for Corporate Division including: pre-survey planning and communication, survey results analysis, action planning and tracking action plan progress
• Lead creation of annual Corporate Inclusion & Engagement Action Plan and track execution
• Lead and/or support key engagement and ID&E initiatives or projects that are part of the annual Inclusion & Engagement Action Plan
• Serve as Corporate representative on the Enterprise Employee Engagement workstream or project team

(5) Enterprise Projects & Other Corporate Functions Support:

• Partner with HR and Business leaders on Enterprise projects, as needed, and promote adoption of talent, learning and career development best practices across Corporate Division.
• Provide guidance and input on learning and talent development programming for the job functions in Corporate Division (Finance, DT, Procurement, etc.)
• Ability to occasionally work outside of standard hours for Global support is required

“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.”

POSITION REQUIREMENTS:

FORMAL EDUCATION:

Required:

• Bachelor’s Degree

Preferred:

• Bachelor’s Degree in HR, Industrial Organizational Psychology, Organizational Development or Business Management
• Master’s degree in HR, Organizational Development, Industrial Organizational Psychology, Business Management, or Related Field

KNOWLEDGE & EXPERIENCE:

Required:

• Minimum 3 years talent management experience, including experience with onboarding, career development, performance management, talent review and/or succession planning processes/programs
• Superior consulting, communication (written and verbal), facilitation and influencing skills with ability to adapt style to all levels of management and employees globally
• Demonstrates ability to think strategically and develop long-term plans
• Experience using large amounts of data to analyze and summarize trends
• Experience leading meetings and giving presentations to large and small audiences through multiple channels (ie: email, virtual meetings, in-person presentations)
• Experience managing and successfully executing numerous priorities and multiple projects in a fast-paced environment
• Strict adherence to confidentiality and high ethical standards
• Ability to work with minimal supervision
• Ability to influence others

Preferred:

• 5+ years in HR, including experience with onboarding, career development, performance management, talent review and/or succession planning processes/program
• Experience designing succession management programs/process and facilitating talent review sessions
• Experience working in a multicultural environment and managing global projects
• Experience making quick, effective decisions with limited or incomplete data
• Experience building relationships with internal customers

TECHNICAL/SKILL REQUIREMENTS:

Required:

• Previous experience with an HR information system or similar
• Advanced computer skills in Excel, Word, PowerPoint

Preferred:

• Previous experience with Oracle HR Cloud
• Experience using Tableau or similar data visualization software

TRAVEL REQUIREMENTS: (TIME SPENT AWAY FROM HOME OR OTHER TYPICAL OFFICE LOCATION)

• 10%