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. 我们的工作方式：在 PPG，我们汇聚团队以加速协作和职业发展，周一至周四现场办公，并在 Flexible Fridays 提供远程办公的机会。具体安排可能因工作地点而异。 关于我们： PPG：我们保护并美化世界™ 通过在创新、可持续发展和色彩方面的领先地位，PPG 帮助工业、交通、消费品、建筑市场及售后市场的客户以比任何其他公司更多的方式提升更多的表面。欲了解更多信息，请访问 www.ppg.com 并在 X 上关注 @PPG。 The PPG Way 2030 我们以客户为尊 主动 果敢 可信赖 我们所做的一切，始于客户，并以客户成功为最终目标。 我们倾听需求、快速行动、绝不退缩，直到真正解决客户最关键的挑战。 我们以行动赢得信任，以结果证明价值。 当客户赢得市场，PPG 与他们一起成长。 以使命驱动，用速度制胜 敏捷 数据驱动 清晰授权 我们为团队提供高质量数据与清晰授权，让决策更贴近现场，更贴近客户。 我们快速判断、理性冒险，在关键时刻敢于行动，在竞争中领先。 我们主动出击、敏捷协作，把洞察转化为解决方案。 持续为客户创造看得见、用得上的价值 卓越执行，责任在我 高效 协作 负责 无论身处何种岗位，我们都主动识别问题、勇于担当，始终为客户带来解决方案。 我们既保持前瞻主动，也快速响应变化，持续推动改进、交付成果。 我们相互支持、协同合作，确保每一次行动都创造实际价值。 我们全力支持一线团队 —— 他们代表着 PPG 直面客户，是客户体验与成功最直接的保障 以胜利为目标，持续成长 面向未来 进取 志在必得 我们专注于高质量、可盈利的增长，与客户并肩作战，共同取胜。 我们团队协作，交付成果，持续超越竞争。 拥抱新技术，将敏捷与速度转化为核心竞争优势。 挑战面前，我们从不旁观 —— 我们与客户并肩作战，直至赢得胜利。 我们以 PPG 为荣 坚定 团结 充满激情 我们安全作业、坚守诚信，尊重并珍视多元视角。 我们为身为 PPG 的一员而自豪，也为每天共同创造的积极影响而自豪。 正是这份共同的责任与激情，驱动我们每天践行使命 —— 我们保护并美化世界。 在PPG，我们运用人工智能优化招聘流程，提升效率。人工智能工具不会参与最终录用决策。更多详情请访问：https://careers.ppg.com/cn/zh/candidate-resources PPG为所有求职者和员工提供平等机会。我们致力于打造一个让员工获得成就感的工作环境，营造持续学习的氛围，并接纳多元观点与文化差异，助您在此实现职业成长与发展。所有符合条件的应聘者均将获得平等的就业机会，我们不会因性别、怀孕状况、种族、肤色、信仰、宗教、国籍、年龄、残疾状况、婚姻状况、退伍军人身份、性取向、性别认同或性别表达而区别对待。 如果您因残疾需要调整，请发送电子邮件至 [email protected]。 PPG的薪酬范围和福利因地点而异，这使我们能够在不同的地理市场中为员工提供具有竞争力的薪酬。PPG在制定薪酬决策时会考虑多个因素，包括但不限于，技能组合、经验与培训、资质与教育背景、执业许可及专业认证，以及其他组织需求。其他激励措施可能适用。。 我们的员工福利计划旨在支持员工的健康和福祉。任何保险保障和福利均依据适用计划的条款和相关管理计划文件的规定执行。招聘过程中，您的招聘人员将与您详细讨论福利内容。 PPG 重视您对我们招聘流程的反馈。我们鼓励您访问 Glassdoor.com 并对该流程提供反馈。