Job Description

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 . 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.

As a Workforce Analytics Business Partner, you will work directly with Organizational Development, Talent Development, Learning, Compensation, and Employee Relations teams working within our business segments to understand roles, talent pipelines, perspectives, and complexities of each business towards effectively uncovering meaningful and actionable trends and insights for these teams and group leadership. This role will specifically partner with HR leaders within our end-to-end Global Supply Chain business and Global Architectural Paint Businesses to support strategic alignment and goals using workforce data.

CORE RESPONSIBILITIES AND TASKS:

(1) Analytics & Engagement:

• Supports workforce research and analytics projects that answer questions related to the company’s ability to attract, retain, engage, and develop talent. 
• Uses a variety of qualitative and quantitative methods to analyze and interpret data from multiple data sources to help stakeholders set and track progress toward goals; identify relationships, patterns, and trends in data; and create predictive models to support data-driven decision making. 
• Supports employee listening projects such as employee engagement surveys, exit surveys, focus groups, employee interviews, pulse surveys, and other custom employee surveys. 
• Prepares presentations about research findings to stakeholders. 

(2) Operational Reporting & Product Support:

• Supports the design of new HR metrics, reports, dashboards, visualizations, white papers, and other workforce research efforts. 
• May submit a ticket to the appropriate technical resource to escalate issues. 

(3) Department Support:

• May update SOPs and other department documentation and resource materials. 

(4) HR Data Literacy:

• Identifies areas of common misunderstanding and makes suggestions for improvements in communication and the usability of reports and dashboards. 

“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 from an accredited institution in Industrial-Organizational Psychology, Business Analytics, Data Analytics, Data Science, Statistics, Psychology, or Human Resources. 

Preferred: 

• Master’s Degree from an accredited institution in Industrial-Organizational Psychology, Business Analytics, Data Analytics, Data Science, Statistics, Psychology, or Human Resources. 

KNOWLEDGE & EXPERIENCE: 

Required: 

• 1+ years of experience providing data analysis and insights. 
• 1+ years of experience with survey design and methodologies. 
• Beginner knowledge of industry standard HR metrics, policies, and procedures. 
• Beginner knowledge of talent management and employee engagement principles. 

Preferred: 

• 1+ year of experience providing data analysis and insights. 
• 1+ year of experience with survey design and methodologies. 

PHYSICAL REQUIREMENTS: 

• Employee must be able to operate a computer and communicate via telephone.

TECHNICAL/SKILL REQUIREMENTS: 

Required: 

• Intermediate level proficiency with Microsoft Excel and manipulating large data files. 
• Intermediate level proficiency with data visualization and reporting tools (i.e. Tableau, Power BI, Qlik, etc.). 
• Beginner level proficiency using or extracting data from an HRIS or EAP system (i.e., Oracle HR Cloud, Workday, SAP, ServiceNow, etc.). 
• Beginner level proficiency performing data modeling. 
• Beginner level of proficiency performing testing, quality assurance, and data validation tasks. 

Preferred : 

• Intermediate level proficiency using or extracting data from an HRIS or EAP system (i.e., Oracle HR Cloud, Workday, SAP, ServiceNow, etc.) 
• Intermediate level proficiency performing data modeling. 
• Beginner level of proficiency working with data warehousing tools and ETL processes (i.e., Snowflake, AWS, Azure, etc.). 
• Beginner level of proficiency working with statistical analysis software and tools (i.e. R, SPSS, SAS, etc.). 

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

• 0-5%

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