JOB DESCRIPTION



Job Title: Director, Talent & Culture




Location: Vernon Hills, IL




Department: Human Resources, RPM Consumer Group




Reports To: Vice President Human Resources, RPM Consumer Group




Direct Reports/Manages others: Yes




JOB PURPOSE:



The Director of Talent & Culture leads the enterprise talent strategy for RPM Consumer Group.

This role builds and integrates the practices required to identify, assess, develop, engage, and retain talent while strengthening leadership capability and organizational performance.


The Director designs and advances a practical talent management framework that connects learning, workforce planning, succession planning, organizational reviews, performance management, and leadership development, career growth, and internal communications.

The role works closely with business and Human Resources leaders to translate current and future business needs into clear talent priorities, scalable processes, and measurable outcomes.


The ideal candidate combines strong business judgment with expertise in talent management, organizational development, learning, and change leadership.

This leader is comfortable building strategy while remaining close to execution and can influence senior leaders across a complex, multi business organization.



RESPONSIBILITES:




TALENT STRATEGY & OPERATING MODEL:

• Lead the talent management strategy and roadmap in alignment with business priorities, culture, and future capability needs.
  


• Build an integrated talent management operating model that clarifies processes, roles, decision rights, governance, and the annual talent cycle.
  


• Establish consistent enterprise frameworks while allowing appropriate flexibility for the needs of RPM Consumer Group.
  


• Use workforce insights, business plans, and organizational data to identify talent risks, capability gaps, and opportunities.
  

• Design and facilitate organizational reviews and talent reviews that assess bench strength, readiness, potential, performance, retention risk, and development priorities.
  


• Build succession plans for critical roles and leadership positions, including clear readiness criteria and targeted development actions.
  


• Partner with leaders and Human Resources to improve the quality, consistency, and follow through of talent decisions.
  


• Track movement, readiness, diversity of slates, and development progress for succession candidates and high potential talent.
  


• Prepare the organization for department by department talent reviews through clear standards, leader education, and disciplined follow up.
  

• Lead development programs through CGU for leaders, high-potential talent, critical skill groups, emerging leaders, and associates at all levels.
  


• Partner with Human Resources and business leaders to assess organizational learning needs and design CGU curriculum, leadership programs, workshops, learning resources, and practical development tools that strengthen associate growth and manager effectiveness.
  


• Build and manage CGU learning academies, leadership development experiences, and career-focused programs that enhance professional capabilities, leadership readiness, internal mobility, and succession strength across the organization.
  


• Advance clearly defined career pathways, learning journeys, certification programs, and development resources through CGU that empower associates to take ownership of their growth and development.
  


• Oversee learning technologies, content strategy, reporting, learner engagement, and continuous improvement initiatives to ensure CGU remains accessible, scalable, and impactful.
  


• Establish learning metrics and measure CGU effectiveness through participation, engagement, capability development, talent review insights, succession outcomes, and organizational performance indicators to guide future investments and program enhancements.
  


• Serve as the sponsor and champion of CGU, promoting a culture of continuous learning, leadership growth, and career development throughout RPM Consumer Group.
  

• Build trusted relationships with senior leaders, Human Resources teams, and operating company partners.
  


• Select and manage external partners, assessments, coaches, and solution providers to ensure quality, relevance, and value.
  


• Manage the talent management and learning budget, forecasts, priorities, and resources.
  


• Lead, coach, and develop direct reports; set clear expectations, allocate work effectively, and create an inclusive, high performing team environment.
  

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, Industrial and Organizational Psychology, or a related field.
  
  Master's degree preferred.
  


• Minimum of 10 years of progressive experience in talent management, organizational development, leadership development, Human Resources, or a related discipline, including experience leading enterprise or multi business talent initiatives.
  


• Demonstrated experience designing and facilitating talent reviews, succession planning, performance management, calibration, leadership development, and organizational effectiveness practices.
  


• Experience advising senior leaders and translating business strategy into practical talent solutions.
  


• Experience leading teams, budgets, vendors, and complex cross functional programs.
  


• Experience with talent technology and analytics.
  
  Oracle experience is preferred.
  

• Strategic and systems thinking with the ability to connect business priorities, organization needs, and talent actions.
  


• Executive presence and the ability to influence, challenge, and advise leaders with credibility and sound judgment.
  


• Strong facilitation skills for talent reviews, succession discussions, calibration sessions, and leadership forums.
  


• Expertise in talent assessment, succession planning, performance management, development planning, leadership development, and organizational effectiveness.
  


• Analytical capability with the ability to convert workforce and talent data into insights, decisions, and measurable actions.
  


• Excellent communication, consultation, program management, and change leadership skills.
  


• Ability to balance enterprise consistency with the needs of different businesses and associate populations.
  


• Discretion and sound judgment when handling confidential and sensitive talent information.