The Compensation Analyst is responsible for the detailed analysis and administration of compensation programs and projects for Global Architectural.

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.

This role is not hybrid/remote and will report to our Cleveland, Ohio Global HQ 5 days a week.

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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 Compensation Analyst is responsible for the detailed analysis and administration of compensation programs and projects for Global Architectural.

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Qualifications:

Required:

• Bachelor’s degree in HR, Finance, IT or other Business-Related Field
• Minimum of 2 years of experience supporting compensation programs, job evaluation, market pricing, or incentive administration.
• Experience analyzing and manipulating large data sets to answer business questions and summarize findings for stakeholders.
• Working knowledge of quantitative concepts, including arithmetic, algebra, and basic statistics, and their application to compensation analysis.
• Ability to provide effective internal customer service, including assessing needs, meeting quality standards, and responding to inquiries in a timely and professional manner.
• Strong attention to detail, data accuracy, and documentation standards.

• Ability to organize work, manage multiple priorities, and meet deadlines in a dynamic environment.

Preferred:

• Certified Compensation Professional Certification or progress toward certification
• Experience working with an incentive compensation system and related data (e.g., Varicent or similar tools).
• Understanding data relationships and dependencies between HR systems (e.g., HRIS, incentive compensation platforms).
• Experience supporting projects or initiatives involving compensation programs, system enhancements, or cross‑functional collaboration.

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Responsibilities:

Job Architecture, Job Evaluation, and Market Pricing

• Evaluate roles for appropriate job grading, pay level, and exemption status in partnership with HR and Labor Relations.
• Benchmark positions using market compensation surveys and external intelligence to assess competitiveness and recommend salary ranges.
• Perform job grade and market impact analyses for individual roles, job families, functional groups, geographic groupings, and acquisitions.
• Prepare summary reports, cost analyses, to support job evaluation and compensation decisions.

Compensation Analysis and Financial Impact Modeling

• Conduct compensation data analysis and cost modeling to support pay structure changes, incentive plan changes, and workforce planning initiatives.
• Analyze salary positioning to ensure alignment with established pay ranges, policies, and internal equity guidelines.
• Support annual budgeting and forecasting processes through employee cost and compensation impact analysis.
• Prepare and present analytical findings and recommendations to Compensation leadership and HR stakeholders.

Sales and Management Incentive Plan Administration

• Maintain sales and management incentive plans, including eligibility validation, goal sheet setup, audits, and ongoing system accuracy.
• Partner with Finance, Safety, HR, and business leaders to collect performance metrics and ensure accurate incentive calculations.
• Administer incentive plan data within the company’s incentive compensation system (Varicent), ensuring accurate formulas, financial inputs, caps, and plan rules are applied.
• Produce monthly incentive eligibility reports to support accounting accruals and financial reporting.
• Assist with year‑end incentive audits, including review of financials, calculations, and resolution of discrepancies.
• Serve as a point of contact for incentive plan inquiries and issue resolution.

Compensation Program Maintenance and Governance

• Support the administration and continuous improvement of compensation programs, policies, and practices.
• Assist with merit cycle audits, salary corrections, and compliance reviews.
• Ensure accurate maintenance of pay grades, salary ranges, incentive plans, and job data within HRIS systems.
• Monitor and validate data integrity related to job titles, salary grades, incentive eligibility, and approved compensation structures.

Documentation, Systems, and Content Management

• Maintain the job description database and oversee the creation and governance of new job titles.
• Manage compensation‑related documentation and content housed in SharePoint, including annual updates to policies and incentive plan documents,
• Support compensation system enhancements, upgrades, and new system implementations (e.g., HRIS, Varicent, Cloud).
• Partner with cross‑functional teams (e.g., L&D, HRIS, Finance) to align job architecture with learning paths and system structures.

Cross‑Functional and Special Projects Support

• Perform job mapping and compensation integration activities related to acquisitions.
• Conduct manual bonus calculations and ad‑hoc compensation analyses as needed.
• Process compensation‑related payroll files and invoices.