Vice President, Global Talent

Masco Corporation is seeking an accomplished Vice President, Global Talent to lead the company’s enterprise talent strategy and strengthen the leadership capabilities required to support Masco’s continued growth, transformation, and long-term success.

This is a high-impact enterprise leadership role requiring an individual who has led at scale, brings significant credibility with senior executives, and possesses broad HR expertise beyond traditional talent management. The successful candidate will have the breadth and depth to serve as a trusted advisor to Masco’s Executive Leadership Team, business presidents, and HR leaders while helping shape the company’s broader people and organizational agenda.

The VP, Global Talent will lead an integrated global talent strategy spanning succession planning, executive and leadership development, talent assessment, high-potential development, talent mobility, organizational capability, workforce planning, and talent analytics. The role will also partner closely with HR and business leaders on broader organizational and people priorities.

Given the enterprise nature of the role, the ideal candidate will bring broad-based HR leadership experience across multiple disciplines, combined with deep expertise in talent and leadership. This individual should have the potential and aspiration to grow into broader enterprise HR leadership responsibilities over time and serve as a strong succession candidate for the Chief Human Resources Officer role.

Masco operates through a complex, decentralized global organization, making the ability to influence without authority, build alignment across businesses, and establish enterprise-wide talent practices while respecting business needs critical to success.

Key Responsibilities

Enterprise Talent Strategy

• •Develop and lead Masco’s enterprise-wide global talent strategy aligned with the company’s 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 the leadership and organizational capabilities required to execute Masco’s long-term strategy.
• •Establish enterprise talent priorities, metrics, and governance while allowing appropriate flexibility across Masco’s businesses.
• •Serve as a strategic advisor to senior leaders on critical talent and organizational decisions.

Succession & Leadership Planning

• •Lead and continuously evolve Masco’s enterprise succession planning process for critical leadership positions, including ELT and key business leadership roles.
• •Establish rigorous, data-driven approaches to identifying successor readiness, talent risk, and development priorities.
• •Partner with business presidents and HR leaders to build actionable succession plans and accelerate the readiness of high-potential leaders.
• •Increase visibility of critical talent and strengthen the internal leadership pipeline across Masco.
• •Ensure succession planning drives meaningful development, career movement, and leadership placement decisions.

Executive & Leadership Development

• •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 to create targeted development plans for critical talent and succession candidates.
• •Strengthen executive onboarding and integration for newly appointed leaders.

Talent Assessment & High-Potential Development

• •Establish a robust enterprise approach to talent assessment and identification of high-potential leaders.
• •Leverage 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’s businesses and geographies.

Organizational Capability & Workforce Planning

• •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.

Broader HR Leadership

• •Bring a broad enterprise HR perspective to the Global Talent function and contribute to the development and execution of Masco’s broader people strategy.
• •Partner across HR disciplines, including HR Business Partners, Total Rewards, Talent Acquisition, Learning & Development, and HR Operations, to ensure an integrated employee and leadership experience.
• •Serve as a thought partner to the CHRO on enterprise people priorities and organizational issues.
• •Develop strong relationships across the global HR organization and help strengthen overall HR capability.
• •Contribute to enterprise HR strategy and initiatives beyond the immediate scope of the Global Talent function.

Talent Analytics & Technology

• •Establish a more data-driven approach to enterprise talent decisions through meaningful talent analytics and insights.
• •Develop metrics that provide the ELT with 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.

Leadership & Organizational Impact

The Vice President, Global Talent will play a critical role in strengthening Masco’s leadership pipeline and organizational capabilities. The individual will be expected to operate as an enterprise HR leader, not simply as the leader of a functional talent center of excellence.

The successful candidate will:

• •Bring scale, credibility, and executive presence to the Global Talent function.
• •Strengthen the depth and quality of Masco’s leadership pipeline.
• •Increase the readiness of internal successors for critical roles.
• •Improve enterprise visibility and deployment of top talent.
• •Build leadership capabilities aligned with Masco’s future strategy.
• •Establish greater rigor, consistency, and accountability around talent management.
• •Partner effectively with business leaders in a decentralized environment.
• •Contribute meaningfully to broader enterprise HR strategy and organizational priorities.
• •Build a strong foundation for continued growth into broader HR leadership responsibilities.

Qualifications & Experience

Required Experience

• •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 leader