Vice President, Global Talent

Masco•Livonia, MI

22h

About The Position

Masco Corporation is seeking an enterprise talent leader to lead its global talent strategy and strengthen the leadership capabilities needed to support the company’s growth, transformation, and long-term success. The role encompasses succession planning, executive and leadership development, talent assessment, high-potential development, talent mobility, organizational capability, workforce planning, and talent analytics. It also partners with HR and business leaders on broader organizational and people priorities. The Vice President, Global Talent serves as a trusted advisor to the Executive Leadership Team, business presidents, the CHRO, and HR leaders. In Masco’s complex, decentralized global organization, the role must build alignment and influence without authority while establishing enterprise-wide practices that accommodate business needs. The position calls for broad HR leadership experience beyond talent management and the potential to grow into broader enterprise HR responsibilities, including serving as a succession candidate for the CHRO role. The position is expected to strengthen Masco’s leadership pipeline, improve successor readiness and the visibility and deployment of top talent, build capabilities aligned with future strategy, and bring greater rigor and accountability to talent management. It contributes to broader enterprise HR strategy and organizational priorities, and establishes data-driven talent decisions through useful analytics, metrics, and emerging talent technologies.

Requirements

15+ years of progressive HR leadership experience, with significant depth in talent, leadership development, succession, or organizational effectiveness.
Demonstrated experience leading at scale within a large, complex, global organization.
Broad HR experience across multiple disciplines beyond talent management, such as HR Business Partnering, Talent Acquisition, Total Rewards, Organizational Development, Employee Relations, or HR Operations.
Proven experience partnering with CEOs, business presidents, CHROs, and executive leadership teams.
Demonstrated success building and implementing enterprise talent strategies that produce measurable business outcomes.
Significant experience leading executive succession planning, leadership development, talent assessment, and high-potential development.
Experience operating successfully within a decentralized, multi-business organization.
Demonstrated ability to influence senior leaders, build alignment, and drive enterprise-wide change without relying solely on organizational authority.
Experience leveraging talent analytics, technology, assessments, and emerging talent practices to improve decision-making.
Bachelor’s degree required.

Nice To Haves

Experience within a Fortune 500 or similarly complex global organization.
Experience in an industrial, manufacturing, consumer products, or diversified multi-business environment.
Experience leading a significant talent or HR transformation.
International experience working across multiple geographies and cultures.
Experience serving as an HR business partner or in broader HR leadership roles in addition to Talent COE leadership.
Advanced degree in Human Resources, Organizational Development, Business, or a related discipline.

Responsibilities

Develop and lead Masco’s enterprise-wide global talent strategy aligned with business and people priorities.
Establish an integrated approach to leadership, talent, succession, organizational capability, and workforce planning.
Partner with the CHRO and Executive Leadership Team to identify leadership and organizational capabilities needed to execute Masco’s long-term strategy.
Establish enterprise talent priorities, metrics, and governance while allowing appropriate flexibility across businesses.
Advise senior leaders on critical talent and organizational decisions.
Lead and continuously evolve enterprise succession planning for critical leadership positions, including ELT and key business leadership roles.
Establish data-driven approaches to successor readiness, talent risk, and development priorities.
Partner with business presidents and HR leaders to build actionable succession plans and accelerate high-potential leaders’ readiness.
Increase visibility of critical talent and strengthen the internal leadership pipeline across Masco.
Ensure succession planning informs development, career movement, and leadership placement decisions.
Build a differentiated leadership development strategy for executives, senior leaders, and emerging leaders.
Develop capabilities aligned with Masco’s future strategy, including enterprise leadership, strategic thinking, innovation, change leadership, commercial effectiveness, operational excellence, and organizational transformation.
Partner with senior executives to create targeted development plans for critical talent and succession candidates.
Strengthen executive onboarding and integration for newly appointed leaders.
Establish an enterprise approach to assessing talent and identifying high-potential leaders, using performance, potential, assessments, analytics, and business outcomes to inform decisions.
Develop differentiated development strategies for critical talent populations.
Increase visibility, mobility, and deployment of high-performing talent across businesses and geographies.
Partner with business and HR leaders to assess current and future organizational capabilities and identify critical talent gaps.
Support organizational design, transformation, and capability-building initiatives where leadership and talent are critical to business outcomes.
Develop enterprise approaches to strategic workforce planning and critical capability development.
Anticipate future talent needs associated with technology, AI, changing customer expectations, business transformation, and evolving ways of working.
Bring a broad enterprise HR perspective to the Global Talent function and contribute to Masco’s broader people strategy.
Partner across HR Business Partners, Total Rewards, Talent Acquisition, Learning & Development, and HR Operations to support an integrated employee and leadership experience.
Serve as a thought partner to the CHRO on enterprise people priorities and organizational issues.
Build relationships across the global HR organization and help strengthen overall HR capability.
Contribute to enterprise HR strategy and initiatives beyond the Global Talent function.
Establish data-driven enterprise talent decisions through meaningful analytics and insights.
Develop metrics giving the ELT visibility into leadership pipeline strength, succession risk, talent movement, and development effectiveness.
Evaluate and leverage emerging talent technologies, including AI-enabled assessment, skills intelligence, leadership development, and workforce planning tools.
Partner effectively with business leaders in a decentralized environment and contribute to broader enterprise HR strategy and organizational priorities.