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Title:  Human Resources Manager (Foodservice Business Unit)

Requisition ID:  13108-159

Atlanta, GA, US, 30328

Category:  Human Resources
Travel:  Negligible


 At Graphic Packaging International (NYSE: GPK), we produce the box you may have poured your child’s cereal from this morning, the microwaveable tray that heated your lunch, the paper cup that held your coffee throughout the day, and the carrier of those bottles of craft beer you may enjoy tonight! We’re one of the largest manufacturers of paperboard and paper-based packaging for some of the world’s most recognized brands of food, beverage, foodservice, household, personal care and pet care products. Headquartered in Atlanta, Georgia, we are a team of collaborative, innovative, passionate individuals who are committed to providing consumer packaging that makes a world of difference.


With almost 18,000 employees working in more than 70 locations in North and South America, Europe and the Pacific Rim, we strive to be an environmentally responsible leader in our industry and in the communities where we operate.  We are committed to workplace diversity and offer compensation and benefits programs that are among the industry’s best to reward the talented people who make our company successful.


If this sounds like something you would like to be a part of, we’d like to hear from you.


Inspired Packaging.  A World of Difference.



The Foodservice Business Unit Human Resources Manager supports Foodservice Supply Chain (Capacity Planning, Optimization & Customer Service), Business & Market Development, Pricing/Estimating, Sales, Engineering and Graphic employees of a $1 Billion Business Unit. The position is located in our Global Headquarters in Atlanta, GA and supports leaders and employees in multi-sites/states.  They are expected to be a key business partner with the senior functional leaders as well as their key leadership teams and provide project, process and training support the business unit HR leadership team. They will provide coaching, consulting, support, policy interpretation and application to include matters relating to employee relations, performance, succession planning, recruiting and employee retention. The position is responsible for ensuring that management is consistent in the execution of company policies and procedures as well as ensures legal compliance. The Human Resources Manager leads engagement and cultural work that include employee communications, health & wellness, community involvement, reward & recognition, performance management and a variety of other activities. They understand and align business operations and Human Resources as he/she executes their role to exceed customer expectations and align with GPI’s core values, business, and cultural, financial and operational objectives.


JOB FUNCTIONS: Job functions include, but are not limited to the following.

  • Must adhere to the company’s core values of Integrity, Respect, Accountability, Relationships and Teamwork.
  • Career development planning and execution support for all employees within scope.
  • In partnership with our global talent organization; facilitate business unit talent management activities including: career development planning and execution for all employees, succession planning, and talent review for plants and functions within scope. Requires broad thinking around career paths and development as it relates to organizational needs today and in the future.
  • Partner with early career development leader(s) to facilitate career development planning and execution of the company’s Leadership Development Program strategy.
  • Oversee and manage Employee Engagement work including being a champion for the entire survey process, training leaders, interpretation of results, and monitoring action planning activities for plants and functions within scope.  This role will also facilitate the business unit senior leadership team engagement activities and priorities and plays an active role in plan development.
  • Provide employee relations counseling and problem solving for managers and employees to ensure a productive work environment, consistency with company values, policies and compliance within state and federal regulatory law.
  • Provide advice, counseling and training to managers and supervisors on performance-based issues including corrective action plans, terminations, and severance agreements.
  • Investigate employee relation issues such as employee complaints, harassment allegations and recommend appropriate action.
  • Oversee the areas of employment, affirmative action, employee benefits, compensation, performance appraisal programs, personnel record keeping, unemployment claims and employee relations, training, and HRIS.
  • Manage affirmative action programs including implementing and providing training to management regarding AAP goals.
  • Develop recruiting strategies for hourly and salaried positions. Coordinates and fully participates in the recruiting and selection process.  Manages adherence and tracking of personnel to plan.
  • Partners with leadership to identify and determine management development needs.
  • Understands and supports Foodservice Sales Incentive Plans and Management Incentive Plans.
  • Manages and coordinates site succession and workforce planning efforts.
  • Lead and/or participate on various project teams, which may include local, divisional, and corporate teams.
  • Must be able provide feedback from the employee’s and company’s perspective. Needs to be open and candid with feedback. 
  • Attend and periodically lead business related meetings.
  • Promote, retain, recruit, and attract “A” players at all levels in the organization. Responsible for the consistent application of all recruiting and onboarding tools.
  • Coordinates and drives key performance indicators, metrics, and staffing forecasts.
  • Oversees HR Operations and exhibits subject matter expertise in HRIS systems (e.g. facilitation/coordination of metrics reporting, staffing plans, and acts as COE to train and counsel BU HR team on systems and organization agility) 
  • Facilitation and champion of BU wide recognition programs to include annual leadership and president awards and general BU recognition initiatives.
  • Other duties as assigned.



  • External candidates must have a minimum of five (5) to ten (10) years’ experience managing Human Resources in a Supply Chain, Sales, Marketing, Engineering & Manufacturing environments or a relatable combination.
  • Experience facilitating multiple human resources generalist disciplines at all levels from production to professional level employees.
  • Prior experience supervising preferred.
  • Safety & Worker’s Comp experience preferred.



  • Bachelor's Degree in Human Resources, Masters preferred, in a related field, or compensatory closely related direct experience.
  • SHRM/HRCI certification preferred.
  • Demonstrated knowledge of federal and state employment laws and other government compliance regulations.
  • Demonstrated knowledge of Talent Management, Recruiting & Selection, Succession Planning & Development, Investigations, Compensation, and Benefits including time keeping, payroll and Worker’s Compensation.
  • Microsoft Office Suite Products.
  • SAP HCM interface and reporting, Silkroad Onboarding/Recruiting, and Success Factors knowledge helpful but not required.
  • Lean/Six Sigma familiarity.



  • Leadership
  • Employee Engagement
  • Building Effective Teams
  • Relationship Building
  • Organizational Agility
  • Presentations
  • Time Management
  • Attention to Detail
  • Process Oriented



  • General schedule(s) is an 8-hour M-F assignment, however, employee must be willing to work alternate schedules occasionally; that may include early mornings, nights, and/or weekends and be punctual while doing so.
  • Occasional overnight travel to include flying, driving, riding or by rail.



  • Sitting or standing for extended periods of time up to 8-hours.
  • Occasional Lifting up to 20 lbs.
  • Reading computer screen or other electronic devices.
  • Use of various office hand and electrical tools or equipment.


Graphic Packaging is an Equal Opportunity Employer. All candidates will be evaluated on the basis of their qualifications for the job in question. We do not base our employment decision on an employee's or applicant's race, color, religion, age, gender or sex (including pregnancy), national origin, ancestry, marital status, sexual orientation, gender identity, genetic identity, genetic information, disability, veteran/military status or any other basis prohibited by local, state, or federal law. Click here to view the EEO is the Law Poster.

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