HR Business Partner

Sherwin-Williams; Sheffield; On-site; GBP 35,000 - 65,000; Full time

Job description

The HR Business Partner (HRBP) will collaborate closely with business leaders to align HR strategies with organizational objectives. With a deep understanding of the business's operations, challenges, and goals, the HRBP will develop and implement HR initiatives that support business growth and drive long-term success. This role covers the Sheffield site.

Qualifications

• Educated to degree level or equivalent CIPD qualification, or qualified by experience
• Proven HRBP experience in a complex, matrix organisation – experience gained within a manufacturing or distribution environment is essential
• Strong business acumen with a data driven mindset, and the ability to provide HR insights for strategic decision making
• Demonstrated ability to build excellent relationships with trade union partners.
• Ability to work independently, as an active member of both business and HR teams
• Exceptional stakeholder management skills, including influencing, coaching and challenging senior leaders
• Proven experience in operational HR, with a strong knowledge of UK legislation, core HR processes such as performance management, talent management, recruitment & resourcing, employee relations, employment law, and organisational change.
• Experience in case management and exposure to employee relation issues.

Our offer…

• Work life balance
• Attractive compensation programme
• Cash Plan Medical and Private Medical Insurance
• Private Company Contributed Pension
• Salary Extras and the Opportunity to buy additional Annual Leave
• Life Assurance
• Opportunity to purchase Shares
• Career growth opportunities in a truly international environment
• Innovation leaders in the protective coatings industry
• Sherwin Academy offers continuous training programmes for all seniority levels
• Attractive wellbeing, mental health, women & inclusion and ID&E programmes

Responsibilities

Strategic Alignment:

• Partner with business leaders to align HR strategies with overall organizational objectives.
• Leverage business knowledge to develop HR initiatives that support growth and success.

Relationship Building:

• Establish strong relationships with business leaders, managers, and employees.
• Provide guidance and support on HR matters, acting as a trusted advisor.
• Contribute to workforce planning, talent management, and organizational development initiatives.

Talent Management and Development:

• Identify skill gaps and develop succession plans.
• Implement talent development programs to ensure a skilled and engaged workforce.
• Support performance management efforts and provide career development guidance.

Change Management:

• Participate in organizational change initiatives, such as restructuring, or process improvements.
• Provide guidance on change management strategies, communication plans, and employee engagement.
• Help employees navigate change and maintain productivity during transitions.

Generalist HR Responsibilities:

• Broad HR Knowledge:Handle various HR functions, including recruitment, employee relations, performance management, compensation and benefits, and HR policies.
• Employee Relations:Serve as the primary point of contact for HR-related inquiries, issues, and policies. Handle conflict resolution, investigations, and performance concerns.
• HR Administration:Manage day-to-day HR administrative tasks, such as maintaining employee records, processing payroll, managing benefits programs, and ensuring compliance with HR policies and procedures.
• Compliance and Policies:Stay updated with employment laws and regulations. Develop and implement HR policies, communicate them to employees, and provide guidance on compliance matters. Promote a positive work environment and uphold the organization's values.