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Job Purpose and Impact

As part of the Global Learning & Development team, this role will contribute to developing leadership capabilities across Cargill. The focus is on strengthening leaders at all levels, ensuring they have the skills to perform in their current role, and prepare for what’s next.This role will design, implement and manage scalable core and common leadership development programs as part of Cargill Leadership Academy. Programs are rooted in Cargill’s Strategy, Values and Behaviors, Common Competencies, Cargill Capabilities and then differentiated based on the needs of each level of leader, and enabled through assessments and coaching. The position will partner closely with HR Business Partners, Senior Leadership, Talent and Development and HR Operations to assess leadership needs, design fit-for-purpose programming, implement at scale, facilitate programming, and manage and measure the programs. As a recognized partner in Leadership Development and Learning and Development Design, this job works closely with key business and HR stakeholders to consult on leadership needs and conduct needs analysis, translating skill needs into learning experiences that drive performance outcomes. This job partners with internal capability owners, and applies own knowledge of leadership assessment, coaching, program design and delivery, and evaluation to own Leadership Development programming and solutions end-to-end. This role facilitates virtual and in person leadership programs and manages professional services that support Cargill Leadership Academy programs broadly, and/or within a specific region or audience.

This position can be based in São Paulo-Brazil, Heredia-Costa Rica or Buenos Aires-Argentina.

#LI-Hybrid #LI-LT1

Key Accountabilities

• PROGRAM DEVELOPMENT: Guides the design and development of Leadership Development learning experiences for the organization, ensuring the programs drive performance impact and are aligned with the organization’s talent practices and company strategy. Redesigns existing offers by identifying and analyzing performance impacts, and incorporating improvements.
• PROGRAM IMPLEMENTATION: Develops implementation plans that ensure consistent and scalable delivery of Leadership Development programs, and coordinates with HR Business Partners, Senior Leaders and HR Operations to deliver communication and execute program logistics for in-person and virtual offerings. Facilitates in-person and virtual programs.
• PROGRAM ADMINISTRATION: Partners with HR Operations to plan and manage the logistical elements of each program. This includes course calendar creation, scheduling management, participant communication, assessment administration and coach and facilitator management.
• LEARNING EXPERIENCE DEVELOPMENT: In partnership with Talent Management, Talent Leads and L&D Design Team, ensures application of instructional design principles and leadership development methodologies to create engaging and interactive learning experiences, in alignment with people processes and talent strategies. Reviews analysis of learning needs, approves appropriate instructional strategies, and ensures content and programs are designed in manner that will achieve the desired performance outcomes.
• STAKEHOLDER MANAGEMENT: Partners collaboratively with HR Business partners and other subject matter experts and stakeholders to provide thought leadership on content and materials. May consult on unique needs and curate or create materials for Senior Leaders and HR Business Partners.
• PROGRAM ANALYSIS: Evaluates the effectiveness of leadership development solutions through analysis of program survey feedback and business metrics and identifies opportunities to improve impact and effectiveness. Delivers insights from this analysis to critical partners.
• VENDOR MANAGEMENT: Manages the relationship and oversight of key professional service providers to enable Leadership Development programs within specific scope, holding them accountable to delivering on their program accountability and annual goals. Stays updated on the latest leadership development methodologies, technologies, tools and design strategies, and identifies opportunities to integrate within programming.

Qualifications

Minimum Qualifications

• Previous experience in leadership development, talent development, learning and development, organizational development, or related.
• Demonstrated knowledge of leadership development methodologies, leadership assessments, performance coaching and adult learning principles.
• Excellent communication, facilitation and stakeholder engagement skills.
• Strong project management capabilities and comfortable working in matrixed or global organizations.
• Demonstrated expertise managing the complete ADDIE process for complex leadership development programs.
• Experience designing and delivering leadership programs for multiple leadership levels, including senior leaders, globally.
• Strong facilitation skills with the ability to engage diverse audiences.
• Experience evaluating learning effectiveness and using data to drive continuous improvement.
• Able to communicate in English, Spanish and Portuguese.

Preferred Qualifications

• Leadership coaching certification (ICF, Co-Active, Hudson, Korn Ferry, or equivalent).
• Certification in leadership assessment tools such as Hogan, Korn Ferry, DiSC, MBTI, EQ assessments, 360 assessments, or similar instruments.
• Certifications in instructional design, talent development, or organizational development.
• Experience supporting executive leadership development and succession planning initiatives, including the development of Acceleration Programs.
• Experience leveraging learning technologies and digital learning platforms.