Senior Level Performance Management Analyst Jobs
Senior level performance management analyst jobs place experienced professionals in charge of designing evaluation frameworks, owning outcomes across the full performance lifecycle, and leading the cross-functional projects and analyst teams that execute the work. Openings are concentrated in Technology & Software, Manufacturing, and Banking & Financial Services, with 50% of roles offered remotely or in hybrid arrangements, and employers like HP, KeyBank, and Salesforce hiring at this level now.
Find JobsOverview
Showing 5 of 6+ Senior Level Performance Management Analyst jobs
About Graphic
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:
We are seeking a strategic, results-oriented Talent Management Manager to shape the future of performance management and enable a high-performance culture at Graphic Packaging.
This role will lead the evolution of our performance management approach, moving toward meaningful practices that strengthen accountability, accelerate growth, and drive business results.
The ideal candidate brings fresh thinking and a strong understanding of the practices and enablers that help individuals and teams perform at their best, connecting performance management to leadership effectiveness, employee development, culture, and rewards.
This role will also contribute to other strategic talent initiatives that strengthen organizational capability.
ESSENTIAL DUTIES & RESPONSIBILITIES:
Performance Management Strategy & Transformation
- Lead the evolution of our enterprise performance management strategy, aligning practices with business priorities and culture.
- Design modern approaches to goal setting, continuous coaching and feedback, performance differentiation, and development.
- Pilot and scale new approaches that strengthen performance outcomes and improve the manager and employee experience.
- Leverage technology, analytics, and AI to simplify processes and reduce administrative burden.
- Define measures of success and use data, feedback, and external insights to continuously improve.
High-Performance Culture & Organizational Effectiveness
- Activate organizational enablers of high performance beyond formal processes, including goal alignment, leadership effectiveness, accountability, feedback, and recognition.
- Serve as a strategic thought partner to HR and business leaders, translating business priorities and talent insights into stronger individual, team, and organizational performance.
- Connect performance management with leadership development, succession, employee development, engagement, and rewards.
- Strengthen manager capability and accountability for setting clear expectations, giving meaningful feedback, recognizing contributions, and addressing underperformance.
Responsibilities (continued):
Enterprise Program Leadership & Execution
- Own the execution of enterprise performance management processes, including goal setting, performance discussions, assessments, calibration, and year-end initiatives.
- Establish clear standards, tools, and guidance for consistent, scalable execution.
- Partner with HR Business Partners, HR Technology, Reporting, and Total Rewards to streamline processes, systems, and reporting.
- Lead change management, communications, and capability building to drive adoption and sustain improvements.
- Use performance data and insights to evaluate effectiveness and inform talent decisions.
Broader Talent Management Initiatives
- Engage in other broader talent management initiatives as priorities evolve
Qualifications
- Bachelor’s degree in Human Resources, Organizational Development, Business, Industrial/Organizational Psychology, or a related field.
- 7+ years of progressive experience in Talent Management, Organizational Effectiveness, HR, or a related discipline.
- Experience designing, implementing, or transforming enterprise performance management or related talent practices.
- Strong understanding of what enables individual, team, and business performance.
- Ability to translate business priorities into practical, scalable talent solutions.
- Experience leading cross-functional initiatives, influencing stakeholders, and driving change.
- Strong analytical, communication, problem-solving, and project management skills.
Preferred Qualifications
- Experience in a large, complex, global, or operationally intensive organization.
- Experience integrating performance management with broader talent, leadership, and rewards practices.
- Experience supporting enterprise talent management or HR transformation.
- Familiarity with performance management technology, including SAP SuccessFactors.
- Understanding of emerging technologies, analytics, and AI in talent management.
What Will Make Someone Successful
- Strategic and innovative thinker: Challenges conventional approaches and connects talent practices to business outcomes.
- Strong business partner: Builds credibility and influences stakeholders to turn business needs into solutions.
- Transformation mindset: Embraces change, tests new approaches, and drives continuous improvement.
- Execution-oriented: Balances strategic thinking with delivery of high-quality, scalable programs.
- Collaborative and enterprise-focused: Works across functions to create integrated solutions.
- Practical problem solver: Simplifies complexity and designs solutions that work in a large, operational environment.
Disclaimer
The candidate must be able to perform the essential functions of the position satisfactorily, with or without a reasonable accommodation. Graphic Packaging retains the right to change or assign other duties to this position.
Career Level
Pay Range
$117,700.00 - $156,900.00
GPI Benefits Program
Competitive Pay
401(k) w/employer matching
Health & Welfare Benefits
Medical, dental, vision, and prescription drug coverage
Short and Long-Term Disability
Life Insurance
Accidental Death & Dismemberment (AD&D) Insurance
Flexible Spending and Health Savings Accounts
Various Voluntary benefits
Adoption Assistance Program
Employee Discount Programs
Employee Assistance Program
Tuition Assistance Program
Paid Time Off + paid company holidays each year
Applications accepted on an ongoing basis and there is no deadline.
Graphic Packaging is an equal opportunity employer and abides by all applicable federal, state provincial and local laws with respect to the recruitment and hiring process. We are committed to an inclusive, barrier-free recruitment and hiring process free from discrimination or harassment based upon race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status. Should you require an accommodation for a disability, please contact your Human Resources representative or email accommodations@graphicpkg.com.
Recruitment Agency Partnership Notice
We value partnerships and maintain a strict process for engaging external agencies. Due to compliance requirements, we do not accept unsolicited resumes. Agencies must be fully onboarded and have an active, executed agreement in place with Graphic Packaging to submit candidates for open positions. Any unsolicited resumes will be considered the property of Graphic Packaging, and no recruitment fees will be owed.
#LI-Hybrid
Requisition: 16529
About Graphic
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:
We are seeking a strategic, results-oriented Talent Management Manager to shape the future of performance management and enable a high-performance culture at Graphic Packaging.
This role will lead the evolution of our performance management approach, moving toward meaningful practices that strengthen accountability, accelerate growth, and drive business results.
The ideal candidate brings fresh thinking and a strong understanding of the practices and enablers that help individuals and teams perform at their best, connecting performance management to leadership effectiveness, employee development, culture, and rewards.
This role will also contribute to other strategic talent initiatives that strengthen organizational capability.
ESSENTIAL DUTIES & RESPONSIBILITIES:
Performance Management Strategy & Transformation
- Lead the evolution of our enterprise performance management strategy, aligning practices with business priorities and culture.
- Design modern approaches to goal setting, continuous coaching and feedback, performance differentiation, and development.
- Pilot and scale new approaches that strengthen performance outcomes and improve the manager and employee experience.
- Leverage technology, analytics, and AI to simplify processes and reduce administrative burden.
- Define measures of success and use data, feedback, and external insights to continuously improve.
High-Performance Culture & Organizational Effectiveness
- Activate organizational enablers of high performance beyond formal processes, including goal alignment, leadership effectiveness, accountability, feedback, and recognition.
- Serve as a strategic thought partner to HR and business leaders, translating business priorities and talent insights into stronger individual, team, and organizational performance.
- Connect performance management with leadership development, succession, employee development, engagement, and rewards.
- Strengthen manager capability and accountability for setting clear expectations, giving meaningful feedback, recognizing contributions, and addressing underperformance.
Responsibilities (continued):
Enterprise Program Leadership & Execution
- Own the execution of enterprise performance management processes, including goal setting, performance discussions, assessments, calibration, and year-end initiatives.
- Establish clear standards, tools, and guidance for consistent, scalable execution.
- Partner with HR Business Partners, HR Technology, Reporting, and Total Rewards to streamline processes, systems, and reporting.
- Lead change management, communications, and capability building to drive adoption and sustain improvements.
- Use performance data and insights to evaluate effectiveness and inform talent decisions.
Broader Talent Management Initiatives
- Engage in other broader talent management initiatives as priorities evolve
Qualifications
- Bachelor’s degree in Human Resources, Organizational Development, Business, Industrial/Organizational Psychology, or a related field.
- 7+ years of progressive experience in Talent Management, Organizational Effectiveness, HR, or a related discipline.
- Experience designing, implementing, or transforming enterprise performance management or related talent practices.
- Strong understanding of what enables individual, team, and business performance.
- Ability to translate business priorities into practical, scalable talent solutions.
- Experience leading cross-functional initiatives, influencing stakeholders, and driving change.
- Strong analytical, communication, problem-solving, and project management skills.
Preferred Qualifications
- Experience in a large, complex, global, or operationally intensive organization.
- Experience integrating performance management with broader talent, leadership, and rewards practices.
- Experience supporting enterprise talent management or HR transformation.
- Familiarity with performance management technology, including SAP SuccessFactors.
- Understanding of emerging technologies, analytics, and AI in talent management.
What Will Make Someone Successful
- Strategic and innovative thinker: Challenges conventional approaches and connects talent practices to business outcomes.
- Strong business partner: Builds credibility and influences stakeholders to turn business needs into solutions.
- Transformation mindset: Embraces change, tests new approaches, and drives continuous improvement.
- Execution-oriented: Balances strategic thinking with delivery of high-quality, scalable programs.
- Collaborative and enterprise-focused: Works across functions to create integrated solutions.
- Practical problem solver: Simplifies complexity and designs solutions that work in a large, operational environment.
Disclaimer
The candidate must be able to perform the essential functions of the position satisfactorily, with or without a reasonable accommodation. Graphic Packaging retains the right to change or assign other duties to this position.
Career Level
Pay Range
$117,700.00 - $156,900.00
GPI Benefits Program
Competitive Pay
401(k) w/employer matching
Health & Welfare Benefits
Medical, dental, vision, and prescription drug coverage
Short and Long-Term Disability
Life Insurance
Accidental Death & Dismemberment (AD&D) Insurance
Flexible Spending and Health Savings Accounts
Various Voluntary benefits
Adoption Assistance Program
Employee Discount Programs
Employee Assistance Program
Tuition Assistance Program
Paid Time Off + paid company holidays each year
Applications accepted on an ongoing basis and there is no deadline.
Graphic Packaging is an equal opportunity employer and abides by all applicable federal, state provincial and local laws with respect to the recruitment and hiring process. We are committed to an inclusive, barrier-free recruitment and hiring process free from discrimination or harassment based upon race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status. Should you require an accommodation for a disability, please contact your Human Resources representative or email accommodations@graphicpkg.com.
Recruitment Agency Partnership Notice
We value partnerships and maintain a strict process for engaging external agencies. Due to compliance requirements, we do not accept unsolicited resumes. Agencies must be fully onboarded and have an active, executed agreement in place with Graphic Packaging to submit candidates for open positions. Any unsolicited resumes will be considered the property of Graphic Packaging, and no recruitment fees will be owed.
#LI-Hybrid
Requisition: 16529
See All 6 Senior Level Performance Management Analyst Jobs
Find roles that match your experience and apply in just a few clicks.
Find JobsSenior Level Performance Management Analyst Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Manufacturing
- Banking & Financial Services
- Healthcare & Medical Services
Senior Level Performance Management Analyst Jobs: Frequently Asked Questions
How do I get a senior level performance management analyst job?
Senior level hiring teams look for candidates who can demonstrate ownership of past performance management programs, not just participation in them. Expect to show that you have led design decisions, influenced stakeholders at the director level or above, and coached junior analysts. A strong portfolio of measurable outcomes, comfort with advanced analytics tools, and experience translating performance data into strategic recommendations gives candidates the clearest edge at this stage.
Which companies hire senior level performance management analysts?
Companies hiring senior level performance management analysts right now include HP, KeyBank, and Salesforce, based on current listings on Migrate Mate as of November 2026. At this level, hiring tends to come from large enterprises, consulting firms, and public-sector organizations with mature performance management functions that require experienced professionals to lead and evolve them.
Are there remote senior level performance management analyst jobs?
Yes, though availability varies by employer and industry. About 50% of senior level performance management analyst openings are remote or hybrid as of November 2026, reflecting strong demand for experienced analysts who can operate independently and lead distributed teams. Fully on-site roles remain common in government, healthcare, and organizations undergoing active workforce transformation.
What makes a performance management analyst role senior level?
Senior level roles are defined by scope, ownership, and influence rather than task execution. A senior performance management analyst typically owns the design and governance of performance frameworks, leads cross-functional initiatives without close supervision, and serves as the subject matter expert others escalate to. Mentoring junior analysts, shaping methodology decisions, and presenting findings and recommendations to senior leadership are standard expectations at this level.
Which industries hire the most senior level performance management analysts?
Senior Level performance management analyst roles concentrate in Technology & Software, Manufacturing, and Banking & Financial Services, based on current listings on Migrate Mate as of November 2026. These sectors tend to drive hiring at this level because they operate large, complex workforces where rigorous performance measurement directly connects to organizational strategy, compliance requirements, or significant budget decisions.