Leadership

Leadership and Management of PNC

William S. Demchak is the current CEO of PNC with a bachelor of science degree from allegheny college with an MBA focus in accounting from the University of Michigan. He joined the company in 2002 as Chief Financial Officer and in 2005 was named head of PNC's corporate and institutional banking. He was the promoted to senior vice chairman in 2009 and head of PNC businesses in 2010. In 2012 he was elected president, in 2013 he was named CEO, and finally in 2014 he was made chairman.

Robert Q. Reilly is the current Chief Financial Officer and executive vice president with a graduate degree from Georgetown University and received a BSBA in Finance in 1987. He first joined PNC in 1987 and had multiple positions in investment banking and eventually deputy manager of PNC advisors. In 1992 he was promoted to vice president, senior vice president in 1997, and then executive vice president president in 2002. Then in 2013 he was appointed to his current position of Chief Financial Officer.

Vicki Henn is the current Chief Human Resources Officer with a bachelor of arts degree in Communications from Fairleigh Dickinson University along with a J.D. from Seton Hall University School of Law. Before becoming Chief Human Resources Officer, she was senior vice president and senior HR business partner for one of PNC's Retail banks. She first joined PNC in 1993 through PNC's acquisition of The Chemical Bank and held leadership positions such as deputy director of Human Resources for the Community Bank and in 2014 was promoted to executive vice president along with her current position as Chief Human Resources Officer.

Current Leaders

Executive Team

William S. Demchak
Robert Q. Reilly
Vicki Henn
Gregory B. Jordan
Stacy Juchno
Karen L. Larrimer
Michael P. Lyons
E. William Parsley
Joseph E. Rockey
Steven Van Wyk

Corporate Executives

Bryan K. Gill
Alicia Powell
Gregory Kozich
Michael J. Hannon

Board of Directors

Charles E. Bunch
Debra A. Cafaro
Marjorie R. Cheshire
William S. Demchak
Andrew T. Feldstein
Daniel R. Hesse
Richard B. Kelson
Linda R. Medler
Martin Pfinsgraff
Donald J. Shepard
Michael J. Ward

Management Values

"We hold all employees and managers accountable for demonstrating the Values with customers and with one another. No one Value is more important than another; rather, they – together – represent who we are at PNC. Our Values are critical to our success – and that of our customers and the communities we serve. "

Customer Focus- PNC offers services and products with the goal to fulfill their customer's financial needs and goals and deliver on the commitments they make. 

Diversity & Inclusion- PNC values and encourages diversity and works together to create inclusive workspaces that allow everyone to contribute to their success. 

Integrity- PNC conducts their business with the highest ethical standards and allow colleagues to voice any concerns they have and have them be addressed. 

Performance- PNC expects excellence and effort in all aspects of their business processes.

Quality of Life- PNC promotes the well-being of all employees, customers, and the communities they are a part of. 

Respect- PNC employees are encouraged to trust the capabilities, judgement, and character of their colleagues and are expected to treat one another and their customers with respect.

Teamwork- PNC employees are expected to work together as a team to achieve their goals and work towards success in all aspects of their business.

Human Resources 

PNC recruits and interviews possible new employees with a "relationship-building" mindset where the goal is for both sides to get to know each other so PNC can build a strong workforce and so the employee can build on their career. PNC's hiring process is shown on their careers webpage as a four step process. The first step in their process is searching for job opportunities. They allow users to create a profile on their website that saves their resume, job skills, and experience in an easy to access format so when applying for a PNC job, the needed information is all right there. After applying they give an estimate of around 10 business days to except a response. The second step of PNC's hiring process is matching candidates to jobs. After applying, potential employees are then assessed on their knowledge and skills by either phone or email. If this stage is passed, the recruiter will then screen the candidate for more information about their experience, but also allow the potential employee to ask questions about the job position. The third step is the employee interview. PNC expects potential employees to have an up to date resume, know their strengths, be prepared for behavioral questions, and to understand the business and job they are applying for. After the interview the recruiter will contact the employee to inform them of their next steps and to allow the potential employee to ask how their interview went. Final step is the official job offer. A PNC recruiter will call and verbally offer the potential employee the job position and will then email a formal offer letter. Along with following these steps to hire quality employees, PNC also does extensive background tests and drug testing of all applicants in the assessment stage of the hiring process.

In order to recruit top talent, PNC holds recruiting events and focuses on reaching out to undergrad and graduate students for internship and job offers. A lot of their recruiting events happen at college campuses to spread information about their summer internship programs. PNC also has benefits to make them a company people want to work at. Some of these benefits include: 401K savings plans, Pension plans, employee stock purchase plans, education assistance, adoption assistance, and they recently increased parental leave for mothers to 16 weeks and dads to 6 weeks. These benefits and the culture of inclusions and team focus are what PNC a great workplace.

PNC Careers Webpage 

Management Challenges 

The job of a manager is to ensure that employees work more effectively and efficiently with them than without them. They do this through the management process of planning, organizing, directing, and controlling. Planning involves setting goals and figuring out the best way to achieve them. Organizing is allocating resources, such as money, employees, and equipment, to achieve the company's goals. The process of directing involves providing focus and motivation for employees to achieve organizational goals. Controlling is comparing actual performance to the expected, and then taking corrective action when it's required. Generally management is split up into three groups, top managers, middle managers, and first-line managers. Top managers oversee middle managers and set objectives. Middle managers oversee first-line managers, allocate resources, and implement activities. First-line managers supervise employees and are involved in day-to-day activities. At PNC management is very team oriented, with employees being expected to trust and work with colleagues everyday and follow PNC's corporate values. PNC's executive leadership team uses the company's value system to guide and motivate their employees to work together to achieve the goals of the company.

Some of the challenges PNC management likely faces includes things such as: process efficiency, staff satisfaction, and contingency planning/crisis management. Management at PNC faces the challenge of keeping the operations of the company and workers efficient. Part of this involves managers making sure that the workers they're hiring are reliable, quality workers who will improve business operations and contribute useful skills to the company. Managers also need to make sure that the new workers or interns they hire are properly trained so as to not slow down business or make major mistakes due to a lack of knowledge. Keeping employees happy at their job is another challenge of managers at PNC. The company has a fairly high employee turnover rate so managers need to find ways to make it worth staying at PNC and deal with situations where they may end up lacking the workers they need. Management also needs to keep workers happy by settling employee disagreements so workers don't quite over a bad work environment or a bad colleague.
Contingency Planning is another challenge faced by management. Contingency Planning requires managers to identify aspects of PNC's business that are most likely to be negatively affected by a major change, and to make sure there is an alternative course of action in response. An example would be if there was data loss or a network failure that affects PNC's ability to provide their services. Managers would have to deal with the aftermath and put their pre-made plans into action so PNC's business isn't too slowed down by the event. Similar to contingency planning, but usually more serious, is the challenge of Crisis Management. Crisis Management involves managers making sure there are plans of action in case of major crisis events that require immediate company attention and response. An example would be the immediate crisis of a data breach of consumer information at PNC banks. This type of situation would require immediate action on the part of PNC managers to notify heads of the company, employees, consumers, and any government/legal entities. The challenge for managers is not only forming crisis management plans but also executing them in an effective way to address the problem as soon as possible to prevent to much damage to PNC's image or services.