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Title:  Human Resources/Talent Manager

Requisition ID:  12284-159

Atlanta, GA, US, 30328

Category:  Human Resources
Travel:  Up to 50%

The division Human Resources Talent Manager is a key business partner with the division’s senior leadership and human resources teams providing strategic thought leadership in managing the business’ people objectives. This position will be the business partner for a client group of approximately 100 salaried employees dispersed across the US. Responsibilities include leading culture initiatives geared towards improving employee communications, health & wellness, community involvement, reward & recognition, performance management, diversity & inclusion, and a variety of other activities.


Specifically, they will be responsible for division wide projects including partnering with Talent Development in launching and monitoring consistent delivery of high quality employee and leadership training in support of the culture campaign, standard work initiative, talent development and retention, succession planning and GPI University. Their position understands and aligns business operations and Human Resources as they execute their role to exceed customer expectations.


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


Attract, recruit, retain and develop talent

  • Develop recruiting and succession strategies for the client group robust employee development plans
  • Partner with hiring managers and talent acquisition partners to promote, retain, recruit, and attract high potential talent at all levels in the organization
  • Identify and develop high potential internal candidates through succession planning process
  • Partner with talent acquisition partners to build internal and external networks to source talent
  • Activating the company diversity & inclusion initiatives to achieve meaningful progress
  • Manages adherence and tracking of personnel to plan, including annual headcount planning and monthly reporting across the division


Drive a high performance culture and a high level of employee engagement

  • Facilitate regular communication meetings, team building events, and employee recognition activities
  • Infuse the growth vision activities into communications and projects at all levels of the organization
  • Develop and maintain positive employee relationships
  • Provide oversight, support, and guidance to employee-led teams in the areas such as, health and wellness, community involvement, reward & recognition, safety, employee communication


Provide expert HR guidance and support to managers and employees

  • Participate as an open, candid, creative thought leader of division HR leadership team providing feedback from the employee’s and company’s perspective.
  • Provide advice, counseling and training to managers and supervisors on performance-based issues including corrective action plans, terminations, and severance agreements
  • Effectively balance role of employee advocate with the best interests of the business
  • Provide employee relations counseling and problem solving for managers and employees to ensure a positive and productive work environment, consistency with company values, policies and compliance to state and federal regulatory law
  • Monitor key business metrics and utilize workforce analytics to identify areas of opportunity/concern, support the creation and execution of action plans


Required Skills

  • Customer Focus and Consulting - Focuses on understanding the requirements of customers.  Helps customers solve business problems through diagnostic thinking, effective questions and creative thinking.  Manages expectations and builds strong collaborative win-win relationships to deliver on key goals. Is able to challenge constructively and knows when this needs to be done. Provides thought leadership, ideas and a point of view. Is responsive and persuasive at all levels of the organization.

    • Talent Strategies – Ensures a deeper bench of replacement talent by implementing strategies for high potential identification and acceleration, assessment, succession planning, career development planning and talent movement. Coaches line managers in career development practices to support their own development and/or that of their people. Conducts needs analysis to create learning and development plans.


    • Business Acumen - Understands and demonstrates an understanding of the business, priorities, opportunities and challenges and external influencing factors. High level of organizational and learning agility.


    • Project Management -  Ensures the completion and implementation of projects or programs on time and within budget and, when needed, updates projects goals and plans to meet evolving needs. Conceptualizes and articulates meaningful outcomes and deliverables.  Knows when to communicate project issues and progress. 


    • Change Management - Helps clients plan and lead change effectively by using consulting skills and providing relevant change frameworks, tools and capability building for clients.


    • Human Centric Design – Knowledge and skills to lead individual or team to designing products, services, systems, and experiences that address the core needs of those who experience a problem.


    • Resilient - Maintains composure and focus during emergency or high-stress situations. Possesses the managerial courage to respectfully intervene, de-escalate and manage conflict resolution. Is able to recover quickly and refocus after challenging setbacks.


    Required Experience

    • A minimum of five (5) years of experience as a Human Resources Strategic Business Partner for a $4-10B manufacturing company
    • A minimum of five (5) years of experience supporting a distributed and multi-functional client group
    • A minimum of two (2) years of experience in talent strategy
    • Experience working with executives and senior leaders.
    • A minimum of five (5) years of experience managing multiple large projects simultaneously
    • Labor relations experience a plus



    • General schedule is day shift M-F assignment, however, employee must be willing to work alternate schedules occasionally; that may include early mornings, nights, and/or weekends.
    • 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 10 pounds – office supplies, binders
    • Reading of computer screen or other electronic devices
    • Use of various office hand and electrical tools or equipment such as staplers and paper punch
    • Ability to be out on the production areas
    • Up to 50% travel

    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 love to hear from you. Learn more about us at www.graphicpkg.com.

    Inspired Packaging. A World of Difference.

    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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