Regional HR Business Partner

The Regional HR Business Partner (HRBP) is responsible for overseeing a regional Strategic Business Unit (SBU) or function. You will focus on talent management, engagement, organizational design and effectiveness, and structure within the region. You will partner with the regional leader(s) (typically a regional GM or VP) and are a member of the regional leadership team for their SBU/function. You must think and act strategically to enable the SBU/function to achieve both short-term and long-term business results, while balancing strategy with pragmatism to equip the HR Service Delivery organization with the necessary information for local execution. You will be located onsite in Pittsburgh, PA and will report to a Global HRBP. This will be a hybrid schedule: three days in office and two days remote.

Main Focus Areas:

Your role consists of four main focus areas:

1. Organization Development & Effectiveness: 30%

Organization Design & Effectiveness: Set up new organizational solutions to execute the approved strategy (BSR) by segment, market, and region. Adjust the organization to meet cost optimization initiatives in line with business performance and outlook (hiring freeze, prioritizing hiring, restructuring). Ensure the effectiveness of these changes by continuously monitoring and optimizing organizational performance.

Staffing: Engage with the business to identify the comprehensive skills and capabilities needed to deliver on the strategy. Develop these capabilities through strategic recruiting, skills enhancement, roles augmentation, outsourcing, etc. Facilitate tough discussions amongst key stakeholders.

Change Management: Develop and implement change plans tied to business evolution / changes. Measure impact with clear criteria, including adoption measurement, and benefit realization.

2. Workforce Planning: 30%

Restructuring: Identify opportunities to streamline / optimize the organization in line with the strategy and sustainable cost structure.

HR Projection: Develop the HC forecast by consulting with all leaders within the remit, considering the various business initiatives for both short term and long-term business success.

Tracking and data accuracy: Identify, adopt or create and share relevant data and metrics, that drive critical conversations and provide deep insights into business health from people perspective.

3. Capability Building: 25%

Performance: Coach leaders on running performance processes effectively, ensuring calibrated decisions that reflect actual contributions in line with business results.

Strategic Hiring: Ensure job descriptions clearly reflect the necessity and requirements of senior-level roles based on business imperatives. Participate in the interview panel, including executive orientation for new joiness.

Talent: Deploy talent assessment and actionable development with leaders. Track progress on talent development against agreed upon goals.

Coaching: Support behaviour changes by providing ongoing coaching on corporate and regional dynamics/requirements.

Engagement: Facilitate engagement sessions and drive action planning and execution. Track progress against agreed upon goals.

Projects: Design, validate and implement Global Projects, as assigned from time to time. Own and run these projects end to end.

4. Commercial and Operational Excellence: 15%

SBU: Build Commercial Excellence (CE) capabilities, deploy CE transformation, lead sales team capability enhancement through assessment and training.

Design and implement Sales Incentive Plans in alignment with key business leaders.

Competency Requirements:

Strategic and Operational Capability: Make plans to address changes or trends in the external landscape (i.e. competitors, clients, and market segments) that affect our own business or area; Capable of working at strategic level but also willing and able to make things happen. Partner effectively with the HR Service Delivery organization to enable consistent execution across countries.

Collaborating and Influencing: Act as a strong HR partner who is viewed as “in” and not “on” the business; identify all necessary stakeholders and connect with them to gain support or agreement; negotiate with a genuine give-and-take approach that takes all parties' perspectives into account; take advantage of opportunities to build strategic relationships to achieve a specific outcome; engage others in open dialogue and adapt own influence approach to different stakeholders in ways that address their interests or concerns; anticipate emerging or potential conflicts among all stakeholders and take steps to pre-empt them.

Driving Results: Use data to drive performance and decisions. Enable higher performance by improving approaches based on calculated risks. Benchmark business or function performance against industry best practices.

Leadership: An inspirational and courageous leader who understands their role in influencing and coaching others. Create networks and drives leaders towards excellence in execution. A strong collaborator across the organization who builds bridges and establishes positive working relationships. Focused on stimulating and fostering a high-performance agile environment.

Qualifications:

Education: Bachelor's degree in Human Resources, Business or related field. A Master's degree is preferred.

Experience:

• 10+ years of progressive work experience in HR, including experience within global business environment across highly interdependent/matrixed organizations with an industrial manufacturing footprint.
• 5+ years in an HR Business Partner role of a large-scale region or division operating as a key member of a regional or divisional business leadership team, in a complex organization with an international manufacturing and business footprint, business partnering, leadership & team development, organization design, sales compensation, senior leadership recruitment, talent management & acquisition, labor relations, HR processes, and budgets. Experience in shaping and successfully executing strategic HR initiatives that drive business growth.
• Proven Track Record: Strong business partner mindset and pragmatic approach with a successful track record of partnering with Business Leaders, developing strategies and solutions focused on positive business outcomes. Successfully delivered and led through periods of significant change and/or business transformation/growth. Successfully managed HR during crises, such as economic downturns, pandemics, or significant organizational disruptions, ensuring business continuity and employee well-being.

#LI-Hybrid

PPG pay ranges and benefits can vary by location which allows us to compensate employees competitively in different geographic markets. PPG considers several factors in making compensation decisions including, but not limited to, skill sets, experience and training, qualifications and education, licensure and certifications, and other organizational needs. Other incentives may apply. 
 
Our employee benefits programs are designed to support the health and well-being of our employees. Any insurance coverages and benefits will be in accordance with the terms and conditions of the applicable plans and associated governing plan documents.