HR Supervisor

Here, we believe there’s not one path to success; we believe in careers that grow with you. Whoever you are or wherever you come from in the world, there’s a place for you at Sherwin-Williams. We provide you with the opportunity to explore your curiosity and drive us forward. We’ll give you the space to share your strengths and we want you to show us what you can do. You can innovate, grow, and discover in a place where you can thrive!

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.

Qualifications

1. FORMAL EDUCATION: (Generally, if relevant experience is acceptable, the candidate must have three years of work experience for every one year of college education required)
2. Required:
   • Bachelor's degree, major in HR or management related.
   • Have experience in TA and ER/ECom.
3. Preferred:
4. KNOWLEDGE & EXPERIENCE:
   • Know well about HR modules and HRBP.
   • At least 1-2 HR module work experience for 5 years.
   • MS Office.

Responsibilities

This role is to provide HR business partnership and solutions to SW Malaysia plant GSC and other function/BU teams with focus on implementing the organization optimization and talent development strategy, championing and promoting SW culture, and building associate engagement to enable business success in Malaysia. This role will closely work with the S. HRM, SEA to get aligned on HR strategy, focus, and target, and by the meantime to work with key stakeholders to ensure overall effectiveness of people-related metrics and HR operations.

Job Responsibilities:

1. HR Strategy implementation:
   • Workforce Planning
   • People Development
   • Employee Engagement
   • HR Functional Excellence
   • Inclusion & Diversity

AREAS OF KEY RESPONSIBILITIES 主要职责

PERCENTAGE OF TIME 工作比重

1. Organizational Capability Development: Support the S HRM to challenge the organizational structure of the business and propose changes, identify gaps, propose and implement changes necessary to cover risks: Org & Talent review and Optimization, Succession plan and implementation, key talent retention plan, Process Optimization, Internal/ External audit, Annual budget / Monthly budget review, etc. 10%
2. Employee Relation & Employee Communication: To drive and enhance employee communication across the whole plant, but not limited to GSC, coaching and leading management on problem employee treatment, minimize labor dispute potential by professional HR service and guidance providing: Employee care activities, Local government relation buildup/maintain; smooth handling of ER cases, Manage various employees communication channels (Skip level meeting, New hire meeting, plant all employee meeting, etc.), Employee engagement action items, etc. 40%
3. Staffing: Workforce planning, recruitment needs analysis, plan and follow, people placement or movement, turnover analysis to ensure human resources availability in business: Employee data maintenance, and Follow up the onboarding and exiting procedure. Support countrywide hiring not limited to GSC. 20%
4. People Development: Plant skill matrix, training matrix, training needs analysis, plan and follow up to ensure the resources effectiveness & quantification; Coordinate the government fund on training and well usage; work closely with regional ITD team. 20%
5. C&B: Work with S HRM to focus on Job evaluation, incentive plan, salary review, reward; Monthly payroll accuracy, and monthly report generation. 10%