Global Talent Management Leader

Global Talent Management Leader

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 Talent Management Leader 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 Talent Management Leader 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.

About us:

Here at PPG we make it happen, and we seek candidates of the highest integrity and professionalism who share our values, with the commitment and drive to strive today to do better than yesterday - everyday.

PPG: WE PROTECT AND BEAUTIFY THE WORLD

Through leadership in innovation, sustainability and color, PPG helps customers in industrial, transportation, consumer products, and construction markets and aftermarkets to enhance more surfaces in more ways than does any other company. To learn more, visit www.ppg.com and follow @ PPG on Twitter.

The PPG Way

Every single day at PPG:

We partner with customers to create mutual value.

We are "One PPG" to the world.

We trust our people every day, in every way.

We make it happen.

We run it like we own it.

We do better today than yesterday - everyday.

At PPG we use AI in the hiring process to make the process more efficient. AI tools do not make hiring decisions. You can learn more by going to https://careers.ppg.com/us/en/candidate-resources.

PPG provides equal opportunity to all candidates and employees. We offer an opportunity to grow and develop your career in an environment that provides a fulfilling workplace for employees, creates an environment for continuous learning, and embraces the ideas and diversity of others. All qualified applicants will receive consideration for employment without regard to sex, pregnancy, race, color, creed, religion, national origin, age, disability status, marital status, veteran status, sexual orientation, gender identity or expression. If you need assistance to complete your application due to a disability, please email recruiting@ppg.com.

PPG values your feedback on our recruiting process. We encourage you to visit Glassdoor.com and provide feedback on the process, so that we can do better today than yesterday.

Benefits will be discussed with you by your recruiter during the hiring process.

Gehaltsstrukturen und Zusatzleistungen von PPG konnen je nach Standort unterschiedlich sein, sodass wir unsere Mitarbeiter in verschiedenen geografischen Markten wettbewerbsfahig entlohnen konnen. PPG berucksichtigt bei Vergutungsentscheidungen mehrere Faktoren, wie unter anderem Fertigkeiten, Erfahrung und Schulung, Qualifikation und Ausbildung, Lizenzen und Zertifizierungen sowie andere organisatorische Anforderungen. Es konnen andere Leistungsanreize Anwendung finden.

Unsere Programme fur Sozialleistungen sind so konzipiert, dass sie die Gesundheit und das Wohlbefinden unserer Mitarbeiter unterstutzen. Jeder Versicherungsschutz und alle Leistungen richten sich nach den Bedingungen der jeweiligen Plane und den dazugehorigen mageblichen Plandokumenten.