Vice President, Global Talent

Masco Corporation•Livonia, MI

1d•$194,200 - $304,920

About The Position

Masco Corporation is seeking an accomplished Vice President, Global Talent to lead its enterprise talent strategy and strengthen the leadership capabilities needed to support the company’s continued growth, transformation, and long-term success. This high-impact enterprise leadership role calls for someone who has led at scale, has credibility with senior executives, and brings broad HR expertise beyond traditional talent management. The VP will serve as a trusted advisor to Masco’s Executive Leadership Team, business presidents, and HR leaders, and contribute to the company’s broader people and organizational agenda. The role leads an integrated global talent strategy covering succession planning, executive and leadership development, talent assessment, high-potential development, talent mobility, organizational capability, workforce planning, and talent analytics. The VP partners with HR and business leaders on wider organizational and people priorities. In Masco’s complex, decentralized global organization, success depends on influencing without authority, building alignment across businesses, and establishing enterprise-wide talent practices while respecting business needs. The successful candidate will bring broad-based HR leadership experience across multiple disciplines, combined with deep talent and leadership expertise. The role offers potential to grow into broader enterprise HR leadership responsibilities and serve as a succession candidate for the Chief Human Resources Officer role.

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 preferred.

Responsibilities

Develop and lead Masco’s enterprise-wide global talent strategy aligned with its 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.
Set enterprise talent priorities, metrics, and governance while allowing flexibility across Masco’s 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 create 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 leadership 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 on development plans for critical talent and succession candidates.
Strengthen executive onboarding and integration for newly appointed leaders.
Establish an enterprise approach to talent assessment and identifying high-potential leaders.
Use performance, potential, assessments, talent analytics, and business outcomes to inform talent decisions.
Develop differentiated development strategies for critical talent populations.
Increase visibility, mobility, and deployment of high-performing talent across Masco 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 requirements driven by technology, AI, changing customer expectations, business transformation, and evolving ways of working.
Bring an enterprise HR perspective to the Global Talent function and contribute to developing and executing Masco’s broader people strategy.
Partner across HR disciplines, including 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 a data-driven approach to enterprise talent decisions through meaningful analytics and insights.
Develop metrics that provide the ELT visibility into leadership pipeline strength, succession risk, talent movement, and development effectiveness.
Evaluate and leverage emerging talent technologies, including AI-enabled talent assessment, skills intelligence, leadership development, and workforce planning tools.
Operate as an enterprise HR leader and strengthen Masco’s leadership pipeline and organizational capabilities.
Improve internal successor readiness for critical roles and enterprise visibility and deployment of top talent.
Establish greater rigor, consistency, and accountability in talent management.
Partner effectively with business leaders in a decentralized environment and contribute to broader enterprise HR strategy and organizational priorities.