Senior Level Talent Management Specialist Jobs
Senior level talent management specialist jobs put seasoned professionals in charge of workforce strategy, succession planning, and the talent programs that shape organizational capability. Openings are concentrated across Distribution & Wholesale, Consulting & Professional Services, and Manufacturing, with a mix of on-site, remote, and hybrid positions available and employers like Nintendo, Rippling, and Bain & Company hiring at this level now.
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Showing 5 of 6+ Senior Level Talent Management Specialist 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 Talent Management Specialist Jobs
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Find JobsSenior Level Talent Management Specialist Job Market
Who's Hiring
Top Industries Hiring
- Distribution & Wholesale
- Consulting & Professional Services
- Manufacturing
- Technology & Software
- Healthcare & Medical Services
Senior Level Talent Management Specialist Jobs: Frequently Asked Questions
How do I get a senior level talent management specialist job?
Employers at this level look for demonstrated ownership of enterprise-wide talent programs, not just execution. Candidates who stand out typically show a history of leading succession planning, designing competency frameworks, or building high-potential pipelines from scratch. Strong data fluency, the ability to influence executive stakeholders, and experience mentoring junior HR professionals all signal readiness for a senior role.
Which companies hire senior level talent management specialists?
Companies hiring senior level talent management specialists right now include Nintendo, Rippling, and Bain & Company, based on current listings on Migrate Mate as of November 2026. Hiring at this level tends to come from large enterprises and growth-stage organizations with mature people functions that need experienced leaders to own and evolve their talent strategy.
Are there remote senior level talent management specialist jobs?
Yes, though availability varies by employer and function. About 80% of senior level talent management specialist openings are remote or hybrid as of November 2026, reflecting broader flexibility in HR leadership roles. Fully remote positions exist but often require periodic on-site presence for leadership alignment, program launches, or cross-functional planning sessions.
What makes a talent management specialist role senior level?
Senior level roles are defined by scope and ownership. Where mid-level specialists execute programs, senior professionals design them, set strategy, and are accountable for measurable outcomes across the organization. Expect to lead cross-functional initiatives, advise senior leadership on workforce planning, and mentor junior team members, all while managing competing priorities with minimal oversight.
Which industries hire the most senior level talent management specialists?
Senior Level talent management specialist roles concentrate in Distribution & Wholesale, Consulting & Professional Services, and Manufacturing, based on current listings on Migrate Mate as of November 2026. These sectors tend to drive hiring at this level because they operate at scale, face complex workforce challenges, and rely on structured talent development to build leadership pipelines and retain high-performing employees.