The Talent Acquisition Program Manager is responsible for developing and executing strategies that position Sherwin-Williams as an employer of choice. This high impact role drives innovative recruitment marketing and programmatic campaigns, employer brand initiatives, and candidate engagement strategies that help us attract the quality talent aligned with our culture and business objectives.

This role is not hybrid/remote it reports to our Cleveland, Ohio Global HQ.

This role may require up to 10% travel, as needed.

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.

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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 http://www.myswbenefits.com/. 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.

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The Talent Acquisition Program Manager is responsible for developing and executing strategies that position Sherwin-Williams as an employer of choice. This high impact role drives innovative recruitment marketing and programmatic campaigns, employer brand initiatives, and candidate engagement strategies that help us attract the quality talent aligned with our culture and business objectives.

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Minimum Qualifications

• High School Diploma or GED
• 3 years of experience in recruiting.
• 1 year experience managing others
• Advanced interviewing experience - can identify required skills, experience, competencies, and other job profile preferences.
• Experience in presenting routine data in addition to identifying data trends.
• Experience in leading Talent Acquisition projects.
• Experience in working with multiple levels, groups and/or matrixed organizations.
• Previous experience analyzing recruiting data to improve recruitment practices and processes.
• Advanced knowledge of Recruitment marketing and branding.
• Direct business leader support and relationship management experience.
• Experience addressing Talent Acquisition issues and implementing solutions.
• Knowledge and understanding of local and relevant legislation impacting recruitment and hiring practices

Preferred Qualifications

• Bachelor's Degree in Human Resources Management, Business Administration, Psychology, Communications, or Sociology.
• Knowledge of the Sherwin-Williams organization.
• Recruiting experience across multiple countries.
• Demonstrated experience partnering & collaborating on projects across different functions in a large, global organization.
• Experience analyzing and developing programmatic recruitment campaigns.
• Experience developing sourcing strategies and driving adoption.
• Experience using Oracle Recruiting Cloud for applicant tracking.
• Experience using Tableau for data analysis and review.
• Experience using Appcast for recruitment marketing and programmatic recruitment.

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1. Execution of Strategy
   • Support execution of recruitment marketing strategies to attract quality candidates.
   • Strengthen employer brand visibility so prospective candidates see Sherwin-Williams as the employer of choice.
   • Ensure compliance with all local laws and regulations through education and regular audits or monitoring.
   • Manage third party vendors, agencies, and supplier relationships.
   • Ensure teams are leveraging established employment branding.
   • Ensure best in class candidate experience through aligned processes and clear expectations across all levels of the candidate’s interviewing and hiring experience.
   • Drive operational excellence through continuous improvement of recruitment tasks and processes.
   • Research, identify, and implement creative attraction strategies.
2. Business Connectivity
   • Manage relationships within and across hiring teams, including hiring managers, HR business partners, recruiters, and third-party vendors.
   • Develop and maintain relationship with business leaders to ensure understanding of business objective and forecasting staffing needs.
   • Understand current workforce and future talent needs to plan & take action on closing gaps.
   • Develop strong cross-divisional or cross-functional relationships.
   • Maintains as a deep understanding of assigned role type(s), business unit(s), and/or geography.
3. Project Management & Change Leadership:
   • Leads Talent Acquisition projects.
   • Act as a point of contact or SME for talent acquisition related projects.
   • Create and execute consistent, streamlined communication relative to talent acquisition programs, projects and systems for all managers and HR business partners.
   • Encourage and build mutual trust, respect, and cooperation across Sherwin-Williams teams.
4. Metrics & Measurement:
   • Provide key Talent Acquisition data to business partners on a regular basis, presenting trends and highlighting wins and challenges.
   • Use data to identify key opportunities for improvement – examples include Cost per Hire or Time to Fill.
   • Own the data – ensure teams are using systems and tools appropriately to build trust and accuracy in Talent Acquisition reporting.
5. Team Development:
   • Identify, onboard, train, manage, and develop recruiting talent.
   • Provide Recruiters with processes and tools needed to support their businesses.
   • Create and facilitate training for recruiters when gaps or development needs are identified.
   • Advise, coach, and guide recruiters on development and implementation of sourcing strategies to attract quality candidates that reflect the unique position requirements.
   • Manage overall team performance and distribute workload to ensure business needs are met.