Human Capital Management
IPG provides centralized supports and systems to ensure that each of our 58,400+ employees across the globe is involved in work that makes a difference, appreciated for their contributions and offered a visible career path.
Governance & Oversight
Several entities have responsibility for our efforts in managing a balanced approach to human capital:
- Our Chief Talent Officer leads the global human resources team, working with the senior corporate team and all of IPG’s companies to assess needs, ensure top talent is in place and further enhance our systems to support related initiatives.
- Our Global Chief Diversity & Social Impact Officer and our Global DEI Group play important roles in fostering an inclusive environment that engages and retains our talent.
- Our Corporate Learning & Development team leads training programs to support the professional advancement of each member of our workforce.
Employee Engagement
IPG is committed to building an inclusive culture while maintaining employee connection, prioritizing work-life integration and closely monitoring job satisfaction. Periodic town halls and annual employee surveys are important engagement tools for IPG to assess levers for innovation, growth and belonging.
Other employee engagement initiatives have included: employee newsletters that cover new benefits, ways to contribute to pressing issues, and stories from colleagues; regular CEO communication; department-based wellness events; and networking and educational events to foster a culture of diversity and inclusion.
Employment Benefits
Medical benefits
Educational assistance
Transition support
Work-life balance for families
Life insurance
Cultural event access
Separation pay
Mental health
Legal support
Employee Stock Purchase Plan
Employee assistance
Commuter benefits
Retirement benefits
Paid Leave
- Paid time off
- Family leave
- Parental leave
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Disability leave
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Bereavement leave
Talent Pipeline
Recruitment
Each IPG company and operating unit creates and runs its own recruitment initiatives based on hiring needs and existing talent pools. Many of our recruitment programs support IPG’s DEI objectives.
Internship Program
The IPG internship program offers students meaningful projects that provide an introduction to our industry while also developing a highly valued future talent pool. Interns are provided with tools and guidance to ensure hands-on educational experiences.
Strategy & Planning
For mid- and entry-level roles, IPG companies customize programs to address their hiring needs from within their existing talent pools. For senior-level roles, IPG’s global human resources team conducts a review process to establish talent pipelines for key roles across the company. The team makes investments in retaining and developing individuals identified in the review.
Learning & Development
IPG’s performance review process is a structured way for employees to set objectives and understand their contributions to the organization, while also providing insight on how they can improve and develop. Our process creates opportunities for dialogue between employees and managers to facilitate action on career development ambitions and recognition for accomplishments.
Extensive employee skills training and executive development are important components of how we work with our people to ensure their success and the continued success of IPG. We establish incentives for our companies to create effective training and development for employees and managers.
IPG offers several leadership, mentoring and coaching opportunities for employees at various levels of the company. These programs include: a one-year “Empowership” program for professional women; an intensive executive development program for 30 high-potential leaders at IPG companies; the MyLead program connecting senior managers with a network of coaches; and specialized coaching for first-time managers through The Art and Science of Leadership (TASL).