Job Title:Cargill Ag Supply Chain North America Human Resource Leader - Commercial, Crop Inputs and Global Cotton Location:Wayzata, MN, Mid-West United States, USA Company:Cargill, Inc Industry Sector:Agribusiness Industry Type:Crop Production Career Type:Human Resources Job Type:Full Time Minimum Years Experience Required:N/A Salary:N/A
The Cargill Agriculture Supply Chain North America HR Leader - Commercial, Crop Inputs and Global Cotton for Cargill Agriculture Supply Chain NA (CASC NA) is accountable for translating business strategies and challenges into human capital strategies, plans, HR service needs and actions. Reporting to the CASC NA Group HR Leader, the HR Leader - Commercial, Crop Inputs and Global Cotton (HRL) is a member of the CASC NA Grain, Oilseed, Crop Inputs and Cotton product line leadership teams. He/She will bring thought leadership and a point of view on HR strategy, organization design, leadership development, talent management, team and organization effectiveness, and change management. The CASC NA business spans 3 countries with approximately 4000 employees. This position is responsible for the CASC NA Commercial, Crop Inputs and Global Cotton product line which spans 9 countries with approximately 700 employees.
The HRL partners with HR Solutions, HR COE, Business Relationship (BRM)/Demand Managers, and their service providers, to support the delivery of consistent end-to-end HR services to the business. This position will use diagnostics to assess the overall human and organization health of the business. This position will continuously engage with CASC Enterprise HR Leaders to ensure alignment of strategy, plans and service delivery to provide the proper balance of efficiency and effectiveness.
50% Business Leader:
Drive the enablement of business performance and sustainable growth including:
Serve as a member of the CASC NA Commercial, Crop Inputs and Global Cotton product line leadership teams, accountable for establishing and leading a talent strategy to ensure business objectives are achieved.
Business Partnering: Consult with product line and CASC NA leadership team members on
business issues. Demonstrate value by identifying proactive, innovative and customer-oriented HR
solutions that are based on business unit objectives. Help business leaders make better
organization decisions to drive strategy execution and protect business assets.
Business Acumen: Stay abreast of business issues and understand industry trends and best practices in the marketplace. Anticipate impact of changes on the workforce and business. Use analytics, metrics, assessments, and diagnostics as appropriate to understand and influence business and human capital decisions.
Take positions about business issues that are grounded in sound data and thoughtful opinions. Collaborate on the development of metrics and review of data analytics to create action items and meaningful insights for the business.
Continuously look for opportunities to drive value in the business and articulate/pursue the resources needed to support them.
Ensure desired business results are prioritized and the organization capabilities are operationalized.
Leverage resources to deliver on HR strategy, build and sustain a culture that creates competitive advantage for the business:
Collaborate with COEs, HR Solutions, HR Performance & Analytics, and other Business HR Leaders to ensure the HR Function understands the market realities and/or needs of the business, and is effectively reacting and providing services to support those specific needs.
Clearly articulate needs to Group HR Leader and the BRM/Demand Management team, to ensure alignment of resources to support business strategies.
Provide critical feedback to HR solutions domain leaders on performance and results, to ensure continuous improvement.
Partner with HR Analytics to understand effectiveness of HR strategy; harness knowledge to improve strategy and and create actionable and meaningful insights.
Model and inspire high levels of integrity while sustaining Cargills culture and delivering on The People Strategy
20% Change Leader (Transformation, Integration and MADJV):
Define change strategies and make change happen in the business.
Build change capability in the business.
Actively support and influence change management efforts to ensure the HR transformation and HR model is successful.
Respond with agility to changing business priority.
Develop strategic approaches and leverage deep expertise and knowledge in assessing people decisions for potential growth in M&A and JV activity.
10% Talent Leader
Help business leaders make better talent decisions to drive strategy execution and business performance.
Drive business results through team effectiveness.
Partnerning with business leaders, HR COEs, HR Solutions and HR Performance & Analytics, help the business build capabilities in their talent to drive high performance.
Individual Contributor position.
Essential Position Requirements
Ability to travel up to 30% of the time.
Ability to handle highly confidential information.
Skills: Minimum required
Bachelors degree (or country equivalent degree).
Ten or more years of HR leadership/HR business partnering experience.
Demonstrated experience building relationships and trust, and working with a cross-functional, multi-location and culturally diverse team.
Demonstrated business acumen. Knowledge of multiple businesses, functions, and processes as well as solid knowledge of business and functional issues and proven track record to positively impact business results.
Demonstrated experience in developing customer-focused business strategies and translating them into actionable plans and delivery.
Experience positively influencing and/or collaborating with business and functional executives while engaging the entire scope of an organization.
Demonstrated understanding of evolving HR landscape and demonstrated capability of leading organizational change efforts.
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