Advisor, Performance & Talent Management, Competencies & Skills

Cargill•Shorewood, MN

1d•$135,000 - $195,000•Onsite

About The Position

Cargill is committed to providing food and agricultural solutions to nourish the world in a safe, responsible, and sustainable way. Sitting at the heart of the supply chain, we partner with farmers and customers to source, make and deliver products that are vital for living. Our 155,000 team members innovate with purpose, providing customers with life’s essentials so businesses can grow, communities prosper, and consumers live well. With over 160 years of experience as a family company, we look ahead while remaining true to our values. We put people first. We reach higher. We do the right thing—today and for generations to come. This role is based in Wayzata, Minnesota. Job Purpose and Impact The Advisor, Performance & Talent Management, Competencies & Skills, creates the strategy, methodology and tools to effectively support teams across the organization in delivering an organization-wide strategy and perspective around how common and technical competencies enable core HR processes (e.g. development, goal setting, performance management, etc). Additionally, this role will partner across various HR teams and enterprise/function partners to determine a future forward perspective on becoming a skills based organization. This role will design frameworks and processes to lead across the job architecture body of work, and that will instruct as to how competencies will increase performance of the organization's talent.

Requirements

Six years of relevant experience in talent management, performance management, learning, organizational effectiveness, or HR Centers of Excellence.
Experience designing and implementing talent, performance, competency, or skills-based frameworks and programs.
Experience partnering with senior stakeholders to influence talent strategy and workforce capability decisions.
Experience using talent data, workforce insights, and feedback to evaluate program effectiveness and drive improvements.
Experience leading cross-functional initiatives and establishing scalable processes, methodologies, and tools.

Nice To Haves

10+ years of progressive experience in talent management, performance management, organizational development, or related HR disciplines.
Experience developing competency models, skills taxonomies, job architecture, or skills-based workforce strategies.
Experience designing succession planning, talent review, and high-potential talent processes.
Experience working in large, complex, global organizations and driving enterprise-wide adoption of talent programs.
Experience managing external vendors, talent technology solutions, or skills-related platforms.

Responsibilities

Develops and deploys highly complex talent and performance management programs, methodologies, tools, approaches and processes for the organization's professional employees, including simple, fit for purpose succession planning and talent review and planning processes to identify high potential talent, facilitate discussions, provide top talent view and deliver overall talent insights to critical partners.
Establishes and implements standardized framework and methodology programs, defines standard methodologies and processes and identifies tools for effective team implementation to ensure relevant capabilities are deployed in a consistent and effective way across the organization.
Administers related processes, and ensures the development of senior and critical talent through methods such as capability gap diagnoses and development planning completion, as well as the operational execution of the related agenda as needed.
Solicits quantitative and qualitative feedback from key collaborators and partners with key teams to drive continuous improvement, ensure alignment of talent practices and total rewards philosophy, promote high adoption of practices across the organization and build people manager capabilities in adopting talent management practices.
Conducts analyses to assess alignment between intentional succession planned moves and business performance, and embeds diversity, equity and inclusion into all practices, programs and outcomes, including ongoing measurement to ensure equitable application and experiences.
Partners with key collaborators and provides expert guidance and consulting services to other members involved in team effectiveness initiatives, including consulting on indicators of team effectiveness, assessment tools and processes, and providing recommendations for improving team dynamics and performance, to ensure alignment and understanding of the capability and promote awareness and adoption of team effectiveness practices through effective communication and engagement.
Supports the development of a forward looking talent strategy by researching industry insights and innovative ways to improve the capability and drive alignment of the organization's talent practices and total rewards philosophy, promoting high adoption of related practices across and building people manager capabilities in adopting talent and performance management practices.
Partners with key vendors and collaborators to stay updated on the latest technologies, tools and methodologies, and sees opportunities to integrate them into program design and delivery.