Location

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.

Key Accountabilities

• PROGRAM DEVELOPMENT: 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.
• PROGRAM IMPLEMENTATION: 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.
• PROGRAM ADMINISTRATION: 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.
• PROGRAM ANALYSIS: 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.
• INTEGRATES DIVERSITY, EQUITY & INCLUSION: 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.
• STAKEHOLDER MANAGEMENT: 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.
• TALENT & PERFORMANCE MANAGEMENT: 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.
• VENDOR MANAGEMENT: 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.

Qualifications

Minimum Qualifications:

• 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.

Preferred Qualifications:

• 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.

Additional Information

The expected salary for this position is $135,000 - $195,000. Compensation varies depending on a wide array of factors including but not limited to the specific location, certifications, education, and level of experience. The disclosed range estimate may be adjusted for any applicable geographic differential associated with the location at which the position may be filled. This position is eligible for a discretionary incentive award. The incentive award amount is dependent upon company performance and your personal performance. At Cargill we put people first. As part of your overall rewards, we offer a comprehensive benefit program including medical and/or other benefits dependent on the position offered and hours worked. Visit: https://www.cargill.com/page/my-health/mh-health-and-wellness to learn more (subject to certain collective bargaining agreements for Union positions).

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