Director, Capability Enablement - HR and Law, Compliance & Corporate Affairs

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.

Location

This role will be based in Wayzata, Minnesota.

Job Purpose and Impact

The Director, Capability Enablement guides the creation of effective and engaging learning experiences for the global HR and Law, Compliance and Corporate Affairs (LCCA) total workforce. As someone recognized for their breadth in the function(s) supported, this job partners closely with key human resources, L&D, and business stakeholders to analyze functional learning needs and develop a vision and a plan for building the capabilities of HR and LCCA. This job will 1) leverage knowledge of the functions’ needs and awareness of changes in the external environment, 2) facilitate tradeoff conversations among key stakeholders, and 4) oversee the development and deployment of engaging learning curriculum to close capability (or performance) gaps. This job will oversee vendors and ensure that appropriate instructional design principles and learning technologies are leveraged within the Cargill ecosystem. Ultimately, this job is responsible for ensuring learning experiences that are measurable, scalable, and drive performance focused employee skill development.

Key Accountabilities

• PROGRAM DEVELOPMENT: Guides the design and development of highly complex learning experiences for HR and LCCA, ensuring their learning and development strategies drive performance impact by supporting the evaluation of organization strengths and weaknesses to identify learning objectives, reviewing current learning and development programs, identifying and analyzing performance impacts, and incorporating improvements.

• PROGRAM IMPLEMENTATION: Develops and deploys learning and development design strategies, methodologies, tools, approaches and processes for the organization's professional employees to identify high potential talent, facilitate discussions, provide top talent view, and deliver overall learning and development insights to critical partners.

• PROGRAM ADMINISTRATION: Administers learning and development design programs, ensuring alignment with learning objectives, use of multimedia content, and effectiveness of quality assurance checks to enhance the overall learning experience.

• LEARNING EXPERIENCE DEVELOPMENT: Ensures application of instructional design principles and methodologies to create engaging and interactive learning experiences, reviews analysis of learning needs, approves appropriate instructional strategies, and ensures content is organized in a structured and logical manner.

• STAKEHOLDER MANAGEMENT: Partners collaboratively with other subject matter authorities and stakeholders to provide thought leadership on content and materials, and ensure accuracy and alignment with learning objectives.

• PROGRAM ANALYSIS: Evaluates the effectiveness of learning solutions through assessments, feedback and metrics, and partners with the related team to continuously resolve opportunities to enhance the learning experience bringing best practices, industry trends and user feedback into future design iterations.

• VENDOR MANAGEMENT: Partners with key vendors and stakeholders to stay updated on the latest learning technologies, tools and methodologies, and identifies opportunities to integrate them into instructional design and delivery, including learning management systems, authoring tools and other technology platforms to create and deliver content.

Qualifications

Minimum Qualifications

• Minimum requirement of 6 years of relevant work experience. Typically reflects 10 years or more of relevant experience.

Preferred Qualifications

• Experience designing and delivering enterprise-wide learning and development programs.

• Demonstrated ability to influence and drive outcomes across stakeholders without direct authority.

• Experience leading change management initiatives in complex, matrixed organizations.

• Experience leveraging learning technologies, LMS platforms, and digital learning solutions to enhance learner experiences.

• Strong facilitation and presentation skills with senior leaders and executive audiences.

• Experience managing multiple learning programs or portfolios with competing priorities.

• Background working within an HR function.

• Experience driving AI adoption and capability building initiatives.

• Familiarity with capability academies.

• Ability to build and foster communities of practice.

• Experience measuring behavior change and business impact

Additional Information

The expected salary for this position is $150,000 - $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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Equal Opportunity Employer, including Disability/Vet.

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