Are you a proactive and results-oriented HR Business Partner? Join Sherwin-Williams, a global leader in the coatings and paints industry, as HR Business Partner for our Automotive Business & our Dutch legal entity. In this role, you'll play a crucial part in aligning business objectives with people strategies, acting as a consultant to management, an employee champion and a change agent. The HRBP will drive strategic HR initiatives, support talent development and foster a high-performance culture that reflects the company’s values and goals.
Strategic Business Partnering
• Build trusted relationships with business leaders to influence decision-making through a people-centric lens.
• Translate business strategies into HR initiatives that drive performance, engagement, and growth.
• Facilitate organizational design, succession planning, and workforce planning discussions.
• Provide data-driven insights to support strategic decisions and continuous improvement.
• Lead initiatives to improve organizational effectiveness and support change management efforts.
• Act as a change agent during transformations, ensuring alignment with business strategy.
Talent Acquisition & Onboarding
• Collaborate with hiring managers to define role requirements and success profiles for white-collar positions and support Managers for blue collars position for Facilities.
• Partner with Talent Acquisition to improve recruitment processes with a focus on quality of hire, time-to-fill, and candidate experience.
• Ensure seamless onboarding experiences that accelerate new hire productivity and integration.
Performance Management
• Support the performance appraisal process, including goal setting, mid-year reviews, and annual evaluations.
• Provide coaching and feedback to managers and employees supported to improve performance and development.
• Ensure implementation of the Talent Management strategy participating in calibration meetings and talent reviews meeting locally.
• Support & coach Managers to effectively identify, nurture, and retain top talent, fostering a culture of continuous improvement and high performance.
Learning & Development
• Identify training needs and coordinate training programs to enhance employee skills and capabilities.
• Promote a culture of continuous learning and professional development.
• Facilitate workshops and coaching sessions on performance, development planning, and leadership skills
Engagement & Morale
Strategic HR Metrics and Business Impact
• Establish and monitor key HR KPIs aligned with business objectives (., time-to-hire, retention rate, engagement index, performance distribution).
• Leverage HR analytics to identify trends and provide actionable insights that drive business performance.
• Partner with local leadership to translate people data into strategic decisions, ensuring HR initiatives directly support operational goals.
• Deliver monthly and quarterly HR dashboards with clear performance indicators and progress tracking.
Employee Engagement & Culture
• Support the implementation of engagement surveys conducted by Corporate.
• Analyze survey results and develop localized action plans to address identified issues. Develop and implement programs and initiatives to boost employee morale and engagement.
• Organize events, activities, and recognition programs to enhance employee satisfaction. Monitor employee morale and take proactive steps to address any issues.
Compensation & Benefits
• Liaise with the Compensation & Benefits team to ensure accurate data and fair practices.
• Provide insights to support compensation decisions and ensure internal equity.
Employer Branding & Talent Attraction
• Represent the company’s values and EVP (Employer Value Proposition) in all local talent initiatives.
• Partner with Talent Acquisition to enhance employer visibility through events, campaigns, and partnerships.
• Track and report on employer branding KPIs such as application rates, candidate satisfaction, and brand awareness.
HR Metrics & Reporting
• Monitor and report on key HR KPIs (., retention, engagement, performance distribution).
• Deliver monthly and quarterly dashboards with actionable insights.
• Use HR analytics to support strategic planning and operational goals.
FORMAL EDUCATION:
• Bachelor's degree in Human Resources, Business Administration, or a related field or equivalent through experience.
KNOWLEDGE & EXPERIENCE:
Required:
• Minimum of 3 years of experience in HR, with a strong focus on business partnering.
• Strong interpersonal and communication skills, strategic thinking, and knowledge of HR best practices.
JOB COMPLEXITY FRAMEWORK:
• Complexity: Manages a variety of operational and tactical HR matters within defined locations. Handles recruitment, learning, performance and engagement topics that require coordination with regional teams.
• Communication: Communicates clearly and empathetically with Employees and Managers at all levels within scope. Translates Corporate or Region HR strategies into local actions and ensures consistent messaging across locations.
• Supervision: Provides day-to-day HR support and coaching to Managers, ensuring compliance and consistency in HR Practices.
• Influencing Skills: Build trust-based relationships with local leadership and Employees. Influences decision-making by providing data-driven insights and practical HR advice tailored to the local context.
• Freedom to Act: Operates with high degree of autonomy in managing local HR operations. Responsible for implementing HR initiatives and ensuring alignment with both local needs and corporate policies.
TECHNICAL/SKILL REQUIREMENTS:
• 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.
• Communication: Excellent verbal and written communication skills. Ability to communicate information clearly and persuasively to various stakeholders.
• Adaptability: Ability to work in a fast-paced environment and manage multiple priorities.
• Collaboration: Strong collaboration skills to work effectively with the Senior HR Manager and Employee Relations Manager.
• Customer focus: Provides high-quality HR services that meet the needs of the business.
Travel Requirement: 30%