Head of Global Talent Management PPG Industries Pittsburgh Pennsylvania (Relocation Package Eligible) About PPG PPG Industries is a global leader in paints, coatings, and specialty materials, with a rich history dating back to 1883. As one of only 49 companies to have appeared on the Fortune 500 list every year since its inception in 1955, PPG demonstrates enduring strength and innovation in the industry. We're honored to be recognized by Fortune magazine as one of the World's Most Admired Companies for the 18th consecutive year. The company has been recognized with multiple R&D 100 Awards for groundbreaking technologies, including recent honors for antimicrobial and antiviral paints that combat viruses and bacteria. PPG is also celebrated as an exceptional workplace, earning accolades such as TIME Magazine's World's Best Companies in 2024, Gallup's Exceptional Workplace Award, and Foundry's Computerworld Best Places to Work in IT for the eighth consecutive year in 2026, along with recognitions for diversity, veterans, and disability inclusion. About The Role We're looking for a Global Head of Talent Management to design and implement simple, high-impact talent systems that deliver measurable business results across our operations in more than 70 countries and our team of approximately 44,000 employees worldwide. As a key priority, you'll transform our global succession planning to build a robust pipeline of ready successors for critical roles—faster and more effectively. You'll also shape our talent philosophy, partner with HRBPs and People Analytics, all while making a step change in how talent enables PPG's success and drives our nearly $16 billion in annual revenue. If you're an action-oriented internal talent consultant, a trusted advisor, and exceptional at execution and clear communication, this is your chance to thrive in a dynamic, award-winning environment. The position is based at our HQ in Pittsburgh, and reports to the Global Head of Talent. The Global Head of Talent Management sets a clear enterprise-wide talent philosophy and builds simple, scalable systems that produce measurable business results; this leader and their team will co-create solutions with executives, business leaders, HR Business Partners (HRBPs), and People Analytics—solving the business's problems to ensure a robust pipeline of successors for critical roles, faster. A core focus will be advancing succession planning to move the needle on bench strength and readiness across the organization. They will be known as an action-oriented internal talent consultant, a trusted advisor, and exceptional executer who communicates with clarity and drives accountability. Key Responsibilities • Design and run efficient and high-impact global talent review, calibration, succession, and action planning processes—accelerating pipeline development and addressing critical role gaps. • Define and socialize a clear talent philosophy, critical roles philosophy and approach to key talent pools. • Drive results and shared accountability for proactive talent development through Talent Councils. • Lead pre-hire and leader development assessment processes. • Own talent mobility philosophy and programming, including rotational programs. • Drive leader assimilation and acceleration for new/transitioning leaders. • Lead workforce planning efforts, with special emphasis on leading the thinking and strategic planning related to AI impacts on the workforce. • Partner with People Analytics to build actionable talent health dashboards that tell leaders and HRBPs in ten seconds – where are we winning and where are we losing? This includes metrics on succession health, turnover of top talent, and identifying hotspots. • Drive clarity, focus and alignment globally through clear and compelling communications. Focus and motivate a global audience to prioritize the critical few things that matter most in talent. • Lead the global coaching practice – both internal and external coaching partnerships. • Partner with Leadership Development and external partners to provide custom executive leadership development experiences. • Partner with the broader Talent team and HR to evaluate the potential for and build an internal talent marketplace. • Lead and develop a global team of talent professionals. Outcomes & Scorecard • Succession coverage for critical roles (key priority metric). • Bench strength & time-to-readiness improvements. • Optimal time in role for high-potential talent • Critical role internal fill rate and time-to-fill. • Successful action plan execution. • Inclusion and belonging metrics. • Stakeholder NPS and adoption of systems/processes. • New leader success rates and time to productivity. Qualifications • Bachelor's degree in HR, Business, Organizational Psychology, or related field; advanced degree preferred. • Talent function expertise: 10–12+ years in Talent Management, Succession Planning, Leadership Assessment/Development, Organizational Effectiveness, or Workforce Planning in a global, matrixed enterprise. • Proven track record designing simple, scalable talent systems that leaders use and that produce measurable results. • Strong data fluency and partnership with People Analytics; comfort with AI implications for talent and org design. • Credible executive presence and communication—concise, visual, and outcome-oriented. • Experience leading global teams and orchestrating cross-functional execution. Leadership Competencies & Behaviors • Business-first and internal customer orientation. • Simplifier; makes the complex simple, relatable and actionable. • Strategic and practical systems thinker. • Execution excellence. • Influence, collaboration & co-creation. • Data-driven communicator. • Change leader. What Excellent Looks Like in 12 Months • Stakeholders across the business and HR marvel at the clarity you have brought, the trusted relationships you have built, the outcome orientation of the team and the singular commitment to driving tangible improvements for the business. • You have moved the needle on succession planning by refreshing a clear and impactful talent review process, launched impactful talent dashboards, established collaborative talent councils and brought clarity to our critical roles and overall talent philosophies. Cómo trabajamos: En PPG reunimos a los equipos para acelerar la colaboración y el desarrollo profesional, con trabajo presencial de lunes a jueves y la posibilidad de trabajar de forma remota en los Viernes Flexibles. Los horarios pueden variar según la ubicación. Sobre nosotros: PPG: PROTEGEMOS Y EMBELLECEMOS EL MUNDO™ Gracias al liderazgo en innovación, sostenibilidad y color, PPG ayuda a los clientes de los mercados industrial, de transporte, productos de consumo y construcción, así como en los mercados secundarios, a mejorar más superficies de más maneras que cualquier otra empresa. Para obtener más información, visite www.ppg.com y siga a @PPG en X. The PPG Way 2030 Somos los campeones del cliente Proactivos. Audaces. Confiables. Todo lo que hacemos comienza con nuestros clientes. Escuchamos, actuamos rápido y no nos detenemos hasta resolver sus mayores desafíos. Cuando nuestros clientes ganan, todos crecemos. Actuamos con propósito y rapidez Ágiles. Basados en datos. Empoderados. Tomamos riesgos inteligentes para mantenernos por delante de la competencia. Trabajamos proactivamente con agilidad, utilizando datos de calidad para desarrollar soluciones que generen valor. Operamos con excelencia Productivos. Colaborativos. Responsables. Sin importar nuestro rol, identificamos problemas, asumimos la responsabilidad y siempre aportamos soluciones. Somos proactivos y también damos respuesta para impulsar la mejora continua y obtener resultados. Apoyamos a nuestro personal de primera línea, las caras de PPG para nuestros clientes. Competimos para ganar Enfocados en el futuro. Impulsados. Ambiciosos. Nos apasiona hacer crecer nuestro negocio y ganar con nuestros clientes. Entregamos resultados, adoptamos nuevas tecnologías y aprovechamos la agilidad y la velocidad como fortalezas. Somos orgullosamente PPG Fuertes. Unidos. Apasionados. Trabajamos de manera segura, actuamos con integridad y valoramos nuestras diversas perspectivas. Celebramos los logros y nos enorgullece el impacto positivo que creamos juntos para proteger y embellecer el mundo. En PPG utilizamos inteligencia artificial en el proceso de contratación para hacerlo más eficiente. Las herramientas de IA no toman decisiones de contratación. Puede obtener más información visitando https://careers.ppg.com/mx/es/candidate-resources. PPG ofrece igualdad de oportunidades a todos los candidatos y empleados. Brindamos la oportunidad de crecer y desarrollar su carrera en un entorno que proporciona un lugar de trabajo satisfactorio para los empleados, crea un ambiente de aprendizaje continuo y acoge las ideas y la diversidad de los demás. Todos los solicitantes calificados serán considerados para el empleo sin distinción de sexo, embarazo, raza, color, credo, religión, origen nacional, edad, estado de discapacidad, estado civil, condición de veterano, orientación sexual, identidad o expresión de género. Si necesita un ajuste debido a una discapacidad, envíe un correo electrónico a [email protected]. Los rangos salariales y beneficios de PPG pueden variar según la ubicación, lo que nos permite compensar a los empleados de manera competitiva en diferentes mercados geográficos. PPG considera varios factores al tomar decisiones de compensación, incluyendo, pero no limitándose a, habilidades, experiencia y capacitación, calificaciones y educación, licencias y certificaciones, y otras necesidades organizativas. Pueden aplicarse otros incentivos. Nuestros programas de beneficios para empleados están diseñados para apoyar la salud y el bienestar de nuestros colaboradores. Cualquier cobertura de seguro y beneficios se regirá por los términos y condiciones de los planes aplicables y los documentos normativos asociados. Los beneficios serán discutidos con usted por su reclutador durante el proceso de contratación. PPG valora sus comentarios sobre nuestro proceso de selección. 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