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At Graphic Packaging International, we produce the paper cup that held your coffee this morning, the basket that transported those bottles of craft beer you enjoyed last weekend, and the microwave tray that heated your gourmet meal last night. 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 products. Headquartered in Atlanta, Georgia, we are collaborative, diverse, innovative individuals who create inspired packaging while giving back to our communities. 

 

With over 25,000 employees working in more than 130 locations worldwide, we strive to be environmentally responsible 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.

 

A World of Difference. Made Possible.

 

Job Summary: The Vice President of Talent Management & Engagement will lead the global design, development, and execution of company-wide talent strategies that drive a culture of engagement, inclusion, learning, performance, and retention. This leader will focus on enhancing talent development programs, cultivating a high-performance culture, and implementing learning and engagement strategies aligned with the company’s values and business objectives. The VP will work closely with senior leadership, peers on the HR leadership team, and business unit leaders to ensure talent initiatives are integrated, scalable, and effective across all levels of the organization. 

 

Key Responsibilities: 

Talent Strategy: Lead the creation and execution of a comprehensive global talent management strategy, including talent management, leadership development, Diversity, Equity and Inclusion, engagement, performance management, and succession planning.  Leadership Development: Design and implement leadership development programs that build a strong internal leadership pipeline, ensure high potential identification, and drive leadership effectiveness at all levels.  Culture of Engagement: Develop and implement strategies and programs that improve employee engagement and experience, including employee feedback mechanisms, culture initiatives, and recognition programs.  Learning and Development: Lead the design and implementation of comprehensive learning and development strategies that align with organizational goals, fostering continuous learning and professional growth at all levels. Manage the Learning Management System and annual compliance training requirements. Performance Management: Oversee the company’s performance management framework, driving accountability, continuous feedback, and high performance.  Diversity, Equity & Inclusion (DEI): Embed diversity and inclusion principles into talent strategies, ensuring equitable practices in talent development, retention, and advancement.  Succession Planning: Lead the talent review and succession planning process, ensuring the business has a robust pipeline of talent to meet both current and future organizational needs.  Employee Retention: Develop strategies to retain top talent and reduce turnover, including employee development opportunities, succession planning, and engagement programs.  HR Metrics & Analytics: Leverage data and analytics to assess the effectiveness of talent strategies and engagement programs, providing actionable insights to business leaders.  Collaboration with COEs: Partner with HR Centers of Excellence (Technical Training, Talent Acquisition, Total Rewards, Labor & Employee Relations, and People Services) to deliver aligned and integrated talent solutions. Bring the talent strategy to life through partnership with the HR Business Partner teams around the globe. Vendor Management: Manage relationships with external vendors for talent management and engagement services, ensuring they align with company objectives and deliver ROI.  Executive Coaching: Provide executive coaching to senior leaders, supporting leadership development and performance improvement. 

 

Key Qualifications: 

Bachelor’s degree in Human Resources, Organizational Development, Business Administration, or a related field; Master’s degree preferred. 12+ years of progressive experience in talent management, organizational development, or related HR leadership roles, with at least 5 years in a senior management capacity.  Demonstrated expertise in leadership development, talent management strategies, and employee engagement practices.  Strong understanding of performance management, succession planning, and DEI practices. Proven track record of leading large-scale organizational change and culture transformation efforts. Experience with HR analytics and using data to drive decisions and strategies. Exceptional interpersonal, communication, and leadership skills, with the ability to influence at all levels of the organization.  Strong business acumen with the ability to align talent strategies with organizational goals.  

 

Preferred Skills: 

Certification in leadership coaching or organizational development. Experience in a fast-paced, global organization.  Proven success in designing and implementing digital talent management tools and technologies.

 

Key Competencies:

Strategic Thinking  Inclusive Leadership  Results-Driven  Change Management  Collaboration and Influence  Business Acumen  Employee-Centric Mindset 

 

This role requires a visionary leader who is passionate about cultivating talent, driving engagement, and fostering a culture of high performance and inclusion.

 

Pay Range:   $189,800.00 - $253,100.00

 

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 Poster, EEO is the Law.

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