Job Description
Who are we, and what do we do? 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. Key Responsibilities - What you will do to help us grow! 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. Organization Architecture and Change 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. Strategic Talent Architecture, Culture and Workforce Planning 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 decisio