Senior Level Talent Management Coordinator Jobs
Senior level talent management coordinator jobs place experienced professionals in ownership of enterprise-wide talent programs, leading cross-functional initiatives, shaping workforce strategy, and guiding junior staff through complex cycles. Openings are concentrated across Technology & Software, Distribution & Wholesale, and Healthcare & Medical Services, with a mix of on-site, hybrid, and remote roles available from employers like Jam City, Nintendo, and Rippling hiring at this level now.
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Showing 5 of 8+ Senior Level Talent Management Coordinator 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 8 Senior Level Talent Management Coordinator Jobs
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Find JobsSenior Level Talent Management Coordinator Job Market
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Top Industries Hiring
- Technology & Software
- Distribution & Wholesale
- Healthcare & Medical Services
- Consulting & Professional Services
- Manufacturing
Senior Level Talent Management Coordinator Jobs: Frequently Asked Questions
How do I get a senior level talent management coordinator job?
Employers at this level look for candidates who have owned full talent cycles end to end, not just supported them. Demonstrating that you have designed or overhauled a process, led a team through a high-stakes initiative like a reorg or succession planning rollout, and can speak to measurable outcomes gives you a clear edge. A portfolio of program ownership and evidence of cross-functional influence matters more than credentials alone.
Which companies hire senior level talent management coordinators?
Companies hiring senior level talent management coordinators right now include Jam City, Nintendo, and Rippling, based on current listings on Migrate Mate as of November 2026. At this level, hiring tends to come from large enterprises and growth-stage organizations that run structured talent programs and need experienced professionals to lead them rather than simply administer them.
Are there remote senior level talent management coordinator jobs?
Yes, though availability varies by employer and program scope. About 57% of senior level talent management coordinator openings are remote or hybrid as of November 2026, reflecting broader flexibility in talent and HR functions. Fully remote roles at this level are more common at companies with distributed workforces or centralized HR teams that operate independently of a single headquarters location.
What makes a talent management coordinator role senior level?
Senior level roles are defined by program ownership, strategic scope, and the expectation that you will mentor or guide others rather than receive close direction yourself. Where a mid-level coordinator executes processes, a senior professional designs them, identifies gaps, and leads their improvement. You are accountable for outcomes across the talent lifecycle, including performance, development, succession, and engagement, often coordinating across HR, business units, and leadership.
Which industries hire the most senior level talent management coordinators?
Senior Level talent management coordinator roles concentrate in Technology & Software, Distribution & Wholesale, and Healthcare & Medical Services, based on current listings on Migrate Mate as of November 2026. These sectors tend to drive hiring at this level because they operate at a scale that requires formalized, continuously evolving talent programs rather than ad hoc approaches, creating sustained demand for professionals who can lead and refine those systems.