This position is responsible for the detailed analysis and administration of compensation programs and projects for the Performance Coatings Group. The position supports all divisions that represent PCG, as well as group level functions.
Additional Details:
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.
Minimum Requirements:
Preferred Qualifications:
Have a bachelor's degree or higher in HR, Finance, IT or Business
Have completed formal training in and/or have at least one (1) year of work experience applying continuous improvement tools such as Six Sigma, 5-S, Lean Manufacturing, Transactional Lean, etc.
Have a CCP (Certified Compensation Professional Certification)
Have 2+ years of compensation experience
Have customer service experience
Have experience with Varicent data and/or Varicent functionality
Have an understanding on data dependencies within HR Cloud & Varicent
Have project management experience
Sales and Management Incentive Plan Maintenance
o Collaboration with Division and Group finance and HR teams for collection of goal metrics.
o Varicent goal sheet maintenance, including set up, splits, deletions, and corrections.
o Regular audits to ensure accuracy and completeness of goal sheets in Varicent.
o Field contact regarding incentive plan questions/concerns.
o Annual Update of Incentive Plan documents across divisions of responsibility.
o Individual job grade analysis on an ad-hoc basis.
o Functional reviews for job families or groups of employees such as branches, facilities, or employees located in specific geographical locations.
o Incentive plan standardization and cost analysis across divisions when needed, collaborating with comp teams outside PCG to ensure alignment.
o Work with divisions to determine winners of Spectrum and Circle award programs.
o Analysis and collection of financial reporting.
o Compile monthly reporting accruals of winner counts.
o Manage Celebrate platform activities for PCG.
o Improve and streamline current manual process with continuous improvement ideas.
o Pay Grade/Incentive Plan Change Cost Analysis.
o Job Mapping and analysis for Acquisitions.
o Processing of Ad-hoc payroll files.
o Assist with annual employee merit increase process including analysis and audits
o Advise on HR Cloud job titles and hierarchy changes to support clean structure
o Collaboration with Corporate Compensation on Varicent upgrades and new build efforts.
o Manual Bonus calculations for SPIFFs and plan components not in Varicent.
o Propose process improvement projects to automate manual work.
o Collaboration with Division and Group finance and HR teams for collection of goal metrics.
o Varicent goal sheet maintenance, including set up, splits, deletions, and corrections.
o Regular audits to ensure accuracy and completeness of goal sheets in Varicent.
o Field contact regarding incentive plan questions/concerns.
o Annual Update of Incentive Plan documents across divisions of responsibility.
o Individual job grade analysis on an ad-hoc basis.
o Functional reviews for job families or groups of employees such as branches, facilities, or employees located in specific geographical locations.
o Incentive plan standardization and cost analysis across divisions when needed, collaborating with comp teams outside PCG to ensure alignment.
o Work with divisions to determine winners of Spectrum and Circle award programs.
o Analysis and collection of financial reporting.
o Compile monthly reporting accruals of winner counts.
o Manage Celebrate platform activities for PCG.
o Improve and streamline current manual process with continuous improvement ideas.
o Pay Grade/Incentive Plan Change Cost Analysis.
o Job Mapping and analysis for Acquisitions.
o Processing of Ad-hoc payroll files.
o Assist with annual employee merit increase process including analysis and audits
o Advise on HR Cloud job titles and hierarchy changes to support clean structure
o Collaboration with Corporate Compensation on Varicent upgrades and new build efforts.
o Manual Bonus calculations for SPIFFs and plan components not in Varicent.
o Propose process improvement projects to automate manual work.