The Country HR Business Partner is responsible for translating business and people priorities into effective country-level HR plans and solutions. The role partners with leaders and managers across the country, coordinating with Business HRBPs and specialist HR functions to deliver consistent workforce planning, organisational development, recruitment, onboarding, learning, talent, performance, engagement and employee relations activity. The role ensures that regional and global HR programmes are implemented effectively within the country and adapted, where appropriate, to local business and legal requirements.

Preferred location: Birmingham - UK

Responsibilities

People Strategy, HR Planning and Organisational Development

Partner with country leaders, Business HRBPs and HR leadership to understand business priorities and translate them into practical country people plans.
Analyse workforce capability, capacity and organisational requirements to identify current and future people needs, risks and gaps.
Support organisational design and change activity within the country, using established organisational development and change management tools and approaches.
Coordinate the country implementation of regional or global organisational initiatives, ensuring alignment with business objectives and local requirements.
Use workforce information, people data and stakeholder insight to inform recommendations and support effective decision-making.

Recruitment, Selection and Onboarding

Partner with Talent Acquisition and hiring managers to support recruitment and selection for senior and white-collar roles within the country.
Provide country context and guidance throughout recruitment activity, including role requirements, local market considerations and consistency with workforce plans.
Support hiring managers with effective onboarding and country-specific induction requirements, ensuring new employees are welcomed, informed and equipped to succeed.
Coordinate with HR Shared Services and the Senior HR Advisor to resolve country-level onboarding queries and ensure clear ownership of operational activities.

Learning and Development

Partner with Learning and Organisational Development and business leaders to identify country learning needs and priorities.
Coordinate country learning initiatives and compliance requirements, supporting consistent communication, participation and implementation.
Advise managers on available learning solutions and support the application of development plans that strengthen employee capability.
Monitor themes and feedback from learning activity and recommend improvements or further interventions where appropriate.

Talent and Succession

Partner with the Talent team, Business HRBPs and country leaders to support talent review, succession planning and development activity.
Coordinate country-level talent processes, ensuring accurate preparation, appropriate stakeholder participation and timely follow-through on agreed actions.
Support leaders in identifying critical roles, high-potential talent, capability gaps and development priorities.
Promote internal mobility, development opportunities and retention actions that strengthen the leadership and talent pipeline.

Performance Management

Lead the effective country implementation of the performance management cycle in partnership with Learning and Organisational Development and Business HRBPs.
Coach and support managers in setting objectives, providing feedback, completing reviews and addressing performance concerns in a fair and timely manner.
Monitor completion, consistency and emerging themes, escalating risks and recommending actions to improve performance and development outcomes.

Absence, Health and Wellbeing

Partner with managers to support effective management of absence, health and wellbeing matters within the country.
Promote consistent use of company policies, available wellbeing resources and appropriate workplace support.
Review country-level absence and wellbeing trends, identify areas of concern and recommend proportionate interventions.
Coordinate with relevant specialist providers and HR colleagues where local support or escalation is required.

Employee Engagement and Culture

Partner with Business HRBPs and leaders to plan and facilitate focus groups, listening activity and local engagement initiatives, particularly for multi-business locations or where the Business HRBP is not country-based.
Promote open communication, recognition, inclusion and a positive employee experience across the country.

Employee Relations and Country HR Guidance

Provide managers with timely, practical HR guidance on people matters, escalating complex or higher-risk employee relations issues to the Employee Relations Manager.
Partner with Employee Relations Manager to support fair, consistent and legally compliant management of workplace concerns, conflict, performance, conduct and organisational change.
Help ensure that country HR practices and decisions are consistent with company policy, local employment requirements and agreed ways of working.
Identify recurring themes and capability needs, supporting preventative action, manager education and continuous improvement.
Applies strong HR knowledge and professional judgement to deliver commercially sound solutions, balancing business objectives, employee experience, legal requirements and company policy to achieve sustainable outcomes.

Cross-functional Delivery

Build effective partnerships with HR Shared Services, Talent Acquisition, Talent, Learning and Organisational Development, Compensation and Benefits, Payroll, Employee Relations and Legal to deliver joined-up HR support.
Act as a country point of coordination for HR programmes, communications and issues that span business units, functions or locations.

Qualifications

Bachelor's degree in Human Resources, Business Administration, Employment Law or a related field, or equivalent through experience.
Minimum of 5 years of broad HR generalist or HR business partnering experience, or equivalent experience.
Experience partnering with leaders and managers across core people processes, including workforce planning, organisational change, recruitment, talent, performance, engagement and employee relations.
Excellent working knowledge of local employment legislation and the ability to apply policy and process consistently in a business environment.
Experience working in a matrix organisation and collaborating effectively with regional, global and specialist HR teams.
Demonstrable ability to use people data and business insight to identify priorities, shape recommendations and support decisions.
Experience supporting multiple business units, functions or locations.
Travel requirements - around 20% of the time

What we Offer:

The established salary range for this position is £50,000-£60,000
Company bonus of 10%
Private medical insurance
Company contributed pension
Work-Life Balance: We value your personal time and well-being.
Career Opportunities: Grow within a truly international business.
Ongoing Training and Support: Continuous learning and development opportunities.

Pay Transparency

The salary range shown refers to base salary only. In addition to this, we offer a broader total reward package which may include bonus or incentive pay, relevant allowances, and a range of competitive benefits. We encourage candidates to consider the full package when evaluating an offer.

Salary is determined using a structured and objective framework, taking into account the role’s responsibilities, required skills and experience, market benchmarks, and internal equity. This ensures pay decisions are fair, consistent, and aligned with our commitment to equal pay and legal compliance.

#LI-JR1

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

Eligibility to Work
You will need to provide proof of right to work. It is a condition of any offer of employment we make to you that you have the permission to work in the country for the role for which you are applying for.

Equal Opportunity Employer
An equal opportunity employer, all qualified applicants will receive consideration for employment and will not be discriminated against based on race, colour, religion or belief, gender, sexual orientation, gender identity, ethnic or national origin, disability, age pregnancy or maternity, marital or civil partner status, or any other protected characteristic prohibited by law.

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.

Sherwin-Williams

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