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Job Purpose and Impact

The Senior Director, Global Talent Acquisition – Food Enterprise and Manufacturing Supply Chain (MSC) is a strategic leadership role responsible for leading the Global MSC Talent Acquisition Delivery Team and serving as the key Global Talent Acquisition partner for Cargill’s Food Enterprise. This role reports to the Senior Vice President, Global Talent Acquisition. In this capacity, the role will act as the primary Talent Acquisition point of contact for the SVP of HR for the Food Enterprise, ensuring recruiting strategies are closely aligned to business priorities, workforce needs and growth objectives. This role balances two connected but distinct responsibilities: partnering across the Food Enterprise to align talent acquisition solutions across multiple talent segments, while directly leading the Global MSC Professional Talent Acquisition delivery team to meet professional hiring needs across markets.

This leader will help attract and hire top talent across a broad and diverse portfolio supporting the Food Enterprise, including key functions such as commercial (sales, marketing, pricing), innovation and R&D, and, where in scope, supply chain and operations, while also partnering with MSC on professional manufacturing and supply chain talent needs. The scope spans early career through senior-level roles and requires the ability to translate business needs into clear, effective talent acquisition strategies across levels, functions and geographies.

Success in this role requires deep talent acquisition expertise, strong business partnership and the ability to build trusted relationships with business leaders, hiring managers, candidates and HR partners. The role also requires strong global leadership capability, including comfort navigating market differences, regional hiring practices, talent availability, cultural nuance and regulatory requirements. The role requires the ability to bring clarity, alignment and momentum in a complex global environment, influencing across regions, functions and stakeholders to deliver consistent talent outcomes while adapting to local market realities. They will also continue to strengthen the recruiting and advisory capabilities of the team.

Key Accountabilities

• Lead the sourcing and talent attraction strategy for Food and MSC, including proactive sourcing, recruitment marketing, employer branding, diversity, equity and inclusion, and market-specific recruitment channels such as social media, industry partnerships, networking events and other approaches to engage passive talent in key geographies and talent segments.
• Partner with business and HR leaders across the Food Enterprise to bring together the appropriate Talent Acquisition capabilities and solutions, including Professional, Production, Early Careers and Executive Hiring.
• Lead the Global MSC Professional Talent Acquisition delivery team to meet hiring needs across global markets.
• Drive data-led improvements across key talent acquisition metrics, including quality of hire, time to fill, candidate and hiring manager experience, and diverse pipeline strength across Food and MSC.
• Partner with the global employer brand team to shape and activate talent attraction strategies, messaging and campaigns that strengthen Cargill’s ability to engage priority talent segments across Food and MSC.
• Ensure alignment and collaboration across Talent Acquisition teams to deliver integrated hiring strategies and successful outcomes across early career, university, professional, production and executive hiring.
• Partner with Talent Acquisition and HR Analytics to develop, report and use robust metrics to measure effectiveness, identify trends, highlight successes and drive continuous improvement.
• Provide strategic leadership, development and talent management for direct reports and their broader organization, which may include resource forecasting, capability building,  hiring, performance management, training, and budgeting.
• Build and sustain a highly engaged, high-performing global team with strong recruiting and advisory capability.
• Build purpose-driven partnerships with procurement, legal, Talent Acquisition vendor management and DT&D, where technology is involved, to co-create solutions, ensure compliance and governance, and enable effective talent attraction, sourcing, marketing and hiring delivery.
• Other duties as assigned. 

Minimum Qualifications

• Bachelor's degree in a related field or equivalent experience.
• Confirmed experience in global talent acquisition strategy, candidate pipeline development, research and a variety of talent attraction and engagement methods, processes, and tools.
• Confirmed experience in recruiting technology and tools as well as talent acquisition digital disruptive tools.
• Minimum of eight years of related work experience, five years of supervisory experience.

Preferred Qualifications

• 8+ years of experience recruiting within high performing and winning talent acquisition teams.
• 5+ years of leadership and proven ability of building high-performing and engaged global teams.
• Proven track record of successfully leading global talent acquisition strategy, candidate pipeline development, research, and execution across a variety of talent attraction and engagement methods, processes and tools for operations and supply chain professionals. Experience balancing high-volume and specialized hiring models.
• Excellent communication, relationship-building, and interpersonal skills, with the ability to effectively interact with candidates, hiring managers, and senior leaders as well as influence key stakeholders across the organization.
• Experience leading a significant workforce transformation and/or specialist hiring projects.
• Commitment to diversity, equity, and inclusion in recruitment practices.
• Experience with applicant tracking systems (ATS), recruitment marketing platforms, and other HR technology tools. Digital fluency and curiosity are important for the role.
• Ability to thrive in a fast-paced, dynamic, global environment and adapt quickly to changing priorities.
• Adept with leveraging data to build KPIs/metrics, including determining, measuring, elevating, and monitoring performance on a regular basis, develop actions/strategies based on outcomes and story tell leveraging data.