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.

POSITION REQUIREMENTS:

Required:

• Bachelor’s degree in Human Resources, Business, or a related field (or equivalent experience)
• 3–5 years of HR experience with direct employee relations exposure
• Experience conducting workplace investigations
• Strong working knowledge of HR policies, and employee relations practices
• Ability to conduct objective, fair, and thorough investigations
• Excellent written and verbal communication skills
• Strong judgment and discretion when handling sensitive information
• Ability to manage multiple cases simultaneously and meet deadlines
• Detail‑oriented with strong documentation skills
• Collaborative mindset with the ability to influence without authority
• Strong working knowledge of HR policies, employee relations practices, and employment law fundamentals.
• Must be at least 18 years of age
• Must be legally authorized to work in the country of employment without needing sponsorship for employment work visa status now or in the future

Preferred:

• Experience in a multi‑site, hourly and salaried workforce
• ER case management system experience
• Experience partnering with legal or compliance teams
• Basic working knowledge of employment law fundamentals

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

• 0%

CORE RESPONSIBILITIES AND TASKS:

Role Summary

This is a new role created intended to establish a centralized employee relations workflow across the Corporate HR team consisting of 1 SVP of HR, 2 HR Directors, 6 HR Managers and 2 HR Generalists. The Employee Relations Manager is the frontline employee relations expert, responsible for managing day‑to‑day employee relations matters, conducting investigations, and advising employees and managers on workplace concerns, policies, and performance issues. This role ensures issues are handled promptly, consistently, and in alignment with company policy, values, and legal standards, while escalating risk appropriately.

The Manager partners closely with HR Generalists, HR Managers, and ER leadership to resolve concerns early, reduce risk, and support a positive employee experience.

1. Employee Relations Case Management
   • Serve as first point of contact for employee relations concerns, complaints, and inquiries
   • Directly manage a high volume of low‑to‑moderate risk ER cases from intake through resolution
   • Track, prioritize, and drive timely execution of cases using the ER case management system
   • Ensure consistent documentation, follow-up, and closure of all assigned cases
   • Escalate high-risk or complex ER matters to appropriate ER Manager and ER Director.
   • Conduct fact‑finding investigations, including employee and manager interviews
   • Assess credibility, document findings, and summarize outcomes
   • Ensure timely resolution of cases in accordance with service standards
2. Policy Interpretation & Guidance
   • Advise employees and managers on company policies, procedures, and expectations
   • Support managers with early intervention on conduct, attendance, and performance issues
   • Provide guidance on appropriate corrective actions within defined authority levels
   • Ensure fair and consistent application of policy and precedent
   • Provide real-time coaching to leaders on employee relations matters and workplace challenges
3. Investigation & Documentation
   • Conduct thorough, impartial investigations into employee relations concerns
   • Maintain accurate, thorough, and defensible documentation for all ER cases
   • Prepare investigation notes, summaries, and recommendations
   • Draft disciplinary and corrective action documentation aligned with investigation outcomes
   • Ensure records are properly stored in ER case management systems
   • Identify when cases meet escalation thresholds and partner with ER Managers accordingly
4. Risk Identification & Escalation
   • Recognize potential legal, compliance, or reputational risks within employee relations cases
   • Proactively escalate sensitive or complex matters (e.g., harassment, discrimination, retaliation) promptly
   • Partner with HR and ER Managers on case strategy and resolution recommendations
   • Support internal audits, compliance reviews, or legal requests as needed
5. Collaboration & Support
   • Partner with HR Generalists and HR Managers to support people‑management decisions
   • Contribute to process improvements and standardization of work
   • Support training efforts related to ER policies and practices
6. Leave of Absence and Accommodation Management
   • Manage all Leave of Absence (LOA) cases for the Corporate Division, ensuring compliance with company policy and applicable laws
   • Manage all ADA accommodation cases, including interactive process coordination, documentation, and resolution
   • Partner with managers and HR stakeholders to ensure appropriate handling of employee accommodations and return-to-work planning
   • Identify potential risks and escalate complex or sensitive cases as needed
7. Compliance Support
   • Support Affirmative Action Plan (AAP) compliance efforts, including:
     1. Quarterly monitoring and reporting
     2. Annual plan preparation and documentation
   • Ensure alignment with regulatory requirements and internal compliance standards
   • Partner with Employee Relations Director and Enterprise Employee Relations team to address gaps and mitigate risk
8. Data, Metrics & Continuous Improvement
   • Analyze exit interview data to identify trends, themes, and organizational insights
   • Support ER trend analysis, including case data and recurring workplace issues
   • Provide data-driven recommendations to HR leadership to improve employee experience and reduce risk
   • Contribute to continuous improvement of ER processes, workflows, and standard operating procedures.

This role will report to Sherwin-Williams Global Headquarters located at 1 Sherwin Way, Cleveland, OH 44113.

“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.”