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.

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.

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.

1. 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.

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.

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.

1. 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.