Succession & Pipeline Planning Lead

Overview

If you are a GPI employee, please click the Employee Login before applying. 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, food service, 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.

The Succession & Pipeline Planning Lead will serve as a strategic partner to the executive team and other senior leaders and will be responsible for delivering enterprise-wide talent development strategies that align with business goals, drive performance, and ensure leadership continuity and long-term business success. This role will focus on reimagining, designing and implementing robust succession pipelines for critical roles, dynamic assessment and coaching strategies, and tools for identifying and developing high potential talent.

• Succession & Pipeline Planning:
  Design and manage enterprise-wide succession processes, identify high‑potential talent, and build readiness for critical leadership roles.
• Capability Assessment:
  Implement leadership assessments integrating quantitative analytics with qualitative leadership insights to drive talent mobility and development.
• Individual Development:
  Create customized development plans for successors to close skill gaps and ensure readiness for future responsibilities.
• Trusted Advisor:
  Partner closely with C-suite and senior leaders to understand business strategies and translate them into talent needs.
• Strategic Planning:
  Collaborate on organizational design and change management initiatives to ensure alignment of people and systems.
• Data-Driven Consulting:
  Utilize talent analytics (e.g., turnover rates, engagement metrics) to inform decisions on talent strategy and ROI.
• Performance Management:
  Lead and enhance the performance management system, fostering a culture of high performance and pay-for-performance.
• Internal Mobility Strategy:
  Partner with Talent Acquisition leaders to design strategic pipelines that strengthen internal mobility, complement external hiring, and align with evolving skill and capability needs.
• Metrics & Reporting:
  Establish, monitor, and report on key talent metrics (e.g., retention, bench strength, key talent gaps) to senior leadership.
• Leadership Development:
  Establish and manage the company’s mentorship and coaching strategy to accelerate leader effectiveness and readiness and inform enterprise talent decisions.
• Benchmarking:
  Partner with third-party providers and internal stakeholders to benchmark best-practices and emerging trends.

• Bachelor’s degree in Human Resources, Organizational Development, Business, or related field;
  Master’s degree and/or relevant certifications preferred.
• 8+ years of progressive HR/talent management experience leading enterprise talent management practices (succession planning, pipeline and bench development, performance management, assessment, development planning, etc.).
• Proven experience designing and scaling enterprise-wide succession and pipeline planning strategies.
• Deep expertise across talent management processes, with the ability to connect succession, development, performance, and career planning into a cohesive strategy.
• Experience leading high-impact talent reviews and senior-level talent…