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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.

 

MISSION / SUMMARY:
Under general supervision from the HRBP Manager, the HRBP (Human Resources Business Partner) Advisor will support all facets of human resources for the mill location including recruiting, policy interpretation, reporting of information,employee and labor relations, benefits administration, hourly pay administration and timekeeping.

 

JOB FUNCTIONS and KEY DELIVERABLES:
Job functions include but are not limited to the following.
 

Employee Relations
Lead employee relations issues with plant management to affect prompt and appropriate resolution.
Administer company policies and helps to ensure alignment and consistent application of policies,
Directs the collection and preparation of routine and special human resource reports.
Aids employees and supervisors in solving work-related problems. Evaluates the issue and meets with supervisors todetermine effective remediation techniques, such as job skills training or personal intervention, to resolve humanrelations issues.
Lead internal investigations related to employee complaints.
Attend union/management meetings and assist with grievance resolution.
 

Staffing

Works with departments to ensure that staffing levels are evaluated and vacancies are filled in a timely manner.

Manages the internal job posting process to ensure timely posting of open positions. Reviews all internal applicationsand works with hiring manager to ensure proper placement of internal candidates.
Source qualified candidates through advertising, approved recruiters, and other recruiting sources.
Interview and assist in the selection of qualified candidates to fill approved positions. Coach managers on candidateinterviewing and selection. Analyzes job requirements making recommendation of final selection.
Manage hourly employment offer processes and all pre-employment steps – references, background check, anddrug screen – in preparation for completing the hiring process.
Follow through on all resumes and applications received for open positions to ensure proper correspondence is sentto applicants. Maintains applicant database.
Performs new employee orientation to foster positive outlook toward plant and company goals.

 

Employee Record Processing
Oversees the off-boarding process. Prepare and process termination paperwork.
Complete transactions for all employee changes that represent a change in status among which include promotions,transfers, separations, approved leaves, etc.
Process Human Resource Information System data to and always maintain data integrity.
Timekeeping / Payroll Processing
Coordinate weekly time keeping and payroll processing. Print and audit reports, as necessary. Communicate withcorporate payroll on issues and bi-weekly submission.
Completes secondary review of all timecards to ensure all are properly completed and authorization, report anyviolations or issues to department supervisors and management.
 

Compliance
Routinely audit employment law postings for accuracy and adherence to established guidelines and applicablefederal and state laws. Conducts investigations as assigned.
Monitors and maintains EEOC/Affirmative Action Plan and other legal records, reports, and logs to conform to EEOregulations.
Conduct periodic audits, report audit findings, and make recommendations for correction of unsatisfactory conditions,or improvements related to compliance.
Manage site’s EEO/Affirmative Action Policy and maintains necessary records and reports.
 

Internal Communications
Function as the on-site communications conduit for all corporate internal communications. Print and post all requiredcommunications, posters, etc., and facilitate the distribution, as required.
The above job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that arerequired of the employee. Other duties, responsibilities and activities may change or be assigned at any time with or without notice.

 

Pay Range:   $92,530 - $123,405

 

GPI’s Benefit 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 + 11 paid company holidays each year

 

Applicants will be accepted on an ongoing basis and there is no deadline.

 

This role is incentive plan eligible.  Additional information will be shared during the hiring process. Each candidate’s compensation offer will be based on multiple factors including, but not limited to, knowledge, skills, past experience, job duties, geography, and business need, among other things.

 

Graphic Packaging is an Equal Opportunity Employer. All candidates will be evaluated on the basis of their qualifications for the job in question. We do not base our employment decision on an employee's or applicant's race, color, religion, age, gender or sex (including pregnancy), national origin, ancestry, marital status, sexual orientation, gender identity, genetic identity, genetic information, disability, veteran/military status or any other basis prohibited by local, state, or federal law. Click here to view the Poster, EEO is the Law.

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