Succession & Pipeline Planning Lead

Graphic Packaging Careers•Sandy Springs, GA

4d•Hybrid

About The Position

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.

Requirements

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 discussions.
Strategic thinker who can translate long-term business goals into succession and pipeline strategies.
Ability to bridge strategy and execution – setting enterprise direction while ensuring discipled execution.
Strong analytical skills with the ability to translate data into actionable insights.
Strong commitment to building inclusive and future-ready leadership pipelines.
Proven ability to build trusted, credible partnerships with business leaders, HR Business Partners, COE partners, and external vendors.
Passion for equipping HR Business Partners with the tools, resources, and support they need to drive impactful talent outcomes.

Responsibilities

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.