Regional HR Business Partner
 PPG Industries, Inc | |
401(k)
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 United States, Pennsylvania, Pittsburgh | |
| One PPG Place (Show on map) | |
 Jan 22, 2026 | |
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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. PPG offers excellent Medical, Dental, & Vision Benefits; matching 401k + retirement savings; and Paid Vacation, Holiday pay. 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:
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. 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. #LI-Hybrid Le fasce retributive e i benefit di PPG possono variare in base alla localita, il che ci consente di retribuire i dipendenti in modo competitivo in diversi mercati geografici. PPG prende in considerazione diversi fattori nelle decisioni sulle retribuzioni, tra cui, a titolo esemplificativo ma non esaustivo, competenze, esperienza e formazione, qualifiche e istruzione, licenze e certificazioni, nonche altre esigenze organizzative. Potrebbero essere applicati altri incentivi. | |