Global HR Business Partner

Corteva Agriscience • Indianapolis, IN

20h

About The Position

At Corteva Agriscience, you will help us grow what’s next. No matter your role, you will be part of a team that is building the future of agriculture – leading breakthroughs in the innovation and application of science and technology that will better the lives of people all over the world and fuel the progress of humankind. Position Background and Goals Corteva Agriscience is seeking a Global HR Business Partner to join our People Team. This role will lead global talent strategy, talent architecture, strategic workforce planning, and overall change management in support of our business priorities. The Global HR Business Partner will drive strategic people focus areas within key sub-functions of the organization in alignment with the Global HR Business Partner Leader to ensure accountability and alignment of large-scale, organization-wide projects designed to strengthen Corteva. The position will play a key role in leading business transformation, partnering with functional leadership within the business unit to determine how to integrate key HR principles, projects, leadership strategies and priorities in alignment with the overall functional people priorities, and drive execution. The Global HR Business Partner will collaborate with various stakeholder groups across the People Team (COE, Regional/country consulting teams, People Team Leadership) and the business function.

Requirements

• Bachelor's degree required.
• 7+ years of industry experience and a strong track record of serving as a human resources generalist or specialist in a large global matrixed and diverse organization.
• Courageous Leadership – Proven success with partnering, challenging, and influencing executive leaders is critical for success in this role.
• Expertise navigating between strategic ideas and operational execution/processes.
• Experience as a strategic thinker with the capability of working effectively in a matrixed, complex, and measurement-oriented environment.
• Demonstrated ability to extend influence beyond core HR areas and specific experience in driving results through others.
• Exposure to best-in-class operations and human capital practices is critical to success.
• Proven experience in applied organizational development and change management including working with teams in a large, global organization.
• Able to work collaboratively and cross-functionally in a fast paced, changing work environment that is global, matrixed, and technical.
• Experience providing strategic and tactical HR support and programs to executives.
• A strong business and financial acumen are preferred.
• Able to travel as needed and work with various global time zones.
• Able to implement the people strategic priorities set by the business/Global HR Business Partner Leader into specific goals, action plans, and deliverables with limited oversight.
• Results-driven team player; proven skills in leadership and project management.
• Effective communicator with experience in tailoring to varying audiences; ability to communicate quickly and concisely.
• Strong continuous improvement mindset coupled with a desire to enhance the way we operate.
• Able to manage uncertainty and operate in a changing environment; quick learner that takes an agile approach and embraces new opportunities.

Nice To Haves

• A Master's Degree in Business Administration, Human Resources/Human Capital, Finance, Marketing, or a related scientific/technical field is a nice to have.
• Exposure to implementation of best practices in organizational design is a plus.

Responsibilities

• Provide strategic partnership to the business.
• Active member of the Global HR Business Partner Team to align and contribute to the short and long-term strategic people priorities for the organization, ensuring effective implementation within functional areas.
• Responsible for helping the Business Unit teams solve issues, challenge the status quo, create value, maximize growth, and improve functional and business performance.
• Understand the business challenges and strengths through active partnership (using a structured approach – data analytics/insights, VOC, market insights/benchmarking, etc.).
• Support the business unit in aligning and driving short-term and long-term people focus areas to support the overall business unit level people strategy.
• Support building high-performing teams that meet future organizational needs while driving a culture that manifests in value, tangible deliverables, and financials for Corteva and shareholders.
• Provide guidance on employee retention and recognition strategies.
• Partner with leadership and talent acquisition on strategic hiring needs to ensure outside-in perspectives and long-term fit for the business.
• Implement and counsel on organizational design needs within the sub-functional teams.
• Monitor organization structure and advise functional leads if changes are needed to enhance effectiveness.
• Proactively learn and be able to implement workplace solutions from the HR COE that meet the needs of the organization (talent management processes, compensation and benefits processes, technology solutions, environment solutions, security, safety).
• Manage stakeholders during change process by: Determining and communicating the work product or results that will be delivered to the group or organization upon project completion. Developing and carrying out communications to stakeholders, company staff, and internal project teams.
• Deliver training programs to support the achievement of key strategic objectives.
• Lead and positively influence through the change management curve.
• Ensure alignment to the functional talent calendar and key people processes – specifically: Planning and execution of the strategic talent calendar, ensuring all inputs into Corteva level initiatives/programs are met on time.
• Implement core people, talent, culture, and organizational development across the business unit.
• Drive talent strategies and ensure alignment to business needs in the talent life cycle.
• Support the organization with strategies to develop or source any specialist skills that it may be lacking (understand different workforce models).
• Implement processes the organization will use to drive change – organization design, leadership assessment and development, performance management, cascade vision and goals.
• Drive future culture through coaching, decision making and communication styles and behaviors.
• Understand different talent needs – generational, geographical, and/or business critical, helping leaders to use clear consistent criteria for talent decisions.
• Through partnership with business unit executives, inspire faster adoption, greater utilization, and higher proficiency by employees and leaders to drive towards better ways of working in support of future business success.

Benefits

• Numerous development opportunities offered to build your skills
• Be part of a company with a higher purpose and contribute to making the world a better place
• Health benefits for you and your family on your first day of employment
• Four weeks of paid time off and two weeks of well-being pay per year, plus paid holidays
• Excellent parental leave which includes a minimum of 16 weeks for mother and father
• Future planning with our competitive retirement savings plan and tuition reimbursement program

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 5,001-10,000 employees