Manager, Enterprise Talent Management

CORE RESPONSIBILITIES AND TASKS:

(1) Enterprise Talent & Performance Management:

• Design and implement Global Enterprise-wide talent management strategy and solutions including onboarding career development planning comprehensive talent reviews and succession planning in partnership with Director Enterprise Talent management and other L&OD and HR leaders
• Manage annual enterprise processes for onboarding performance management career development talent planning & succession
• Regularly assess current talent processes gather input from Business Groups and Regions and recommend enhancements that meet organizational talent needs
• Partner closely with Global L&OD teams HRBPs and business leaders to design and execute talent processes and programs and provide support resources and materials
• In partnership with HR Reporting & Analytics team and Director Enterprise Talent Management identify and track meaningful metrics aligned to HR strategy and regularly monitor results
• Partner with Employee Relations HR Operations Corporate Communications and other enterprise stakeholders to ensure alignment and compliance of talent management and other enterprise processes
• Drive continuous improvement using a combination of external benchmarking process discipline and emerging trends impacting onboarding performance management career development and talent management
• Partner with Director Enterprise Learning & Development to ensure alignment and linkage between enterprise talent gaps and processes with training and development programs
• Lead or participate in other talent and organizational development projects as assigned including organizational competency design defining critical roles change management employee engagement etc.

(2) Talent Review & Succession Planning:

• Lead and support design and execution of enterprise talent review and succession planning processes and programs
• Lead design execution and facilitation of functional talent reviews as needed
• Use data from our HR and Talent Systems to identify trends and opportunity areas
• Manage creation delivery and maintenance of training and resources for field HR and managers
• Lead processes to increase health and diversity of enterprise talent pipeline
• Manage execution of talent review process and measurement including talent pool creation succession plan hit rate and regular and ad hoc analysis and reporting on key talent and development metrics and share analysis with key L&OD and HR stakeholders

(3) HCM Process Oversight (Oracle HR Cloud Modules):

• Ensure HRIT understands business process requirements and team is translating requirements into HRC performance and functionality related to talent processes (onboarding performance management career development talent and succession)
• In partnership with HRIT and Reporting & Analytics team ensure talent processes are appropriately enabled by technology and that critical data is captured and accessible
• Act as main point of contact for HRIT and IT on any enterprise projects or programs involving technology linked to talent processes (ie. onboarding)
• Establish and maintain regular review process to evaluate HCM gather stakeholder input and partner with HRIT to implement new HCM and other technology solutions that meet business requirements

(4) Communications & Resources:

• Oversee the creation and maintenance of all talent and performance management resources ensuring employees managers and HRBPs have necessary information
• Continually improve resources through input from Enterprise L&OD and HR leaders and teams
• Partner with other functional areas within Human Resources and Corporate Communications to create and deliver effective impactful communications related to talent & performance processes

(5) Ensure Team Success & Development:

• Select and onboard all new staff members
• Coach and develop team members for higher levels of performance
• Foster engagement and inclusion among team members and department
• Oversee the daily operations of the department including all department projects and related tasks
• Encourage and build mutual trust respect and cooperation among staff members
• Model Sherwin-Williams leadership behaviors and build One SHW culture on team

(6) Ability to occasionally work outside of standard hours for Global support is required

This role will report to Sherwin-Williams Global Headquarters located at 1 Sherwin Way Cleveland OH 44113.

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 Companys staff employees and business relationships.

POSITION REQUIREMENTS:

FORMAL EDUCATION:

Required:

• Bachelors Degree

Preferred:

• Bachelors Degree in HR Industrial Organizational Psychology Organizational Development or Business Management
• Masters degree in HR Organizational Development Industrial Organizational Psychology Business Management or Related Field

KNOWLEDGE & EXPERIENCE:

Required:

• Minimum 5 years in HR 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:

• 7 years in HR including experience with onboarding career development performance management talent review and/or succession planning processes/program
• Experience directly managing others
• 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%