Senior Director, Global Organizational Capacity - Calgary or Saskatoon

Nutrien is a leading provider of crop inputs and services, and our business results make a positive impact on the world. Our purpose, Feeding the Future, is the reason we come to work each day. We’re guided by our culture of care and our core values: safety, inclusion, integrity, and results. When we say we care, we mean it. We’re creating an inclusive workplace where everyone feels safe, has a sense of belonging, trusts one another, and acts with integrity.   

Through the collective expertise of our nearly 26,000 employees, we operate a world-class network of production, distribution, and ag retail facilities. We efficiently serve growers' needs and strive to provide a more profitable, sustainable, and secure future for all stakeholders.  Help us raise the expectation of what an agriculture company can be and grow your career with Nutrien.  

The Senior Director, Global Organizational Capacity will lead the development and execution of strategies that enhance workforce planning, organizational design, staffing models, and employee development. This role ensures that the organization has the right talent, in the right roles, at the right time to drive sustained business performance. This role will oversee functions such as Learning and Development (L&D), early careers hiring programs, and the implementation of key workforce strategies that align with company’s business strategics and objectives globally. As a member of the Talent & Organizational Effectiveness leadership team, this individual will be a thought leader and change agent in building an agile, future-ready organization.

What you will do:

1. Strategic Workforce Planning

• Develop and implement a comprehensive workforce strategy that ensures the global organization is equipped with the talent necessary to achieve its long-term goals
• Utilize data analytics and forecasts to assess future talent needs and create a roadmap for talent acquisition, development, and retention
• Collaborate with business leaders to align workforce planning with business strategy, ensuring scalability and adaptability
• Partner with the HRBP teams to map out and develop strategic workforce plans
• Provide the tools and support to HRBP organization to pull strategic workforce plans together
• Identify gaps in the workforce and build plans to address future capabilities, including upskilling and reskilling initiatives

2. Organizational Design

• Provide global leadership and oversight to the global organization design and optimize the organizational structure for increased efficiency, agility, and effectiveness
• Collaborate with cross-functional teams to redesign processes, roles, and structures that drive innovation, improve performance, and support business growth
• Oversee and govern Organizational Design principles and processes across Nutrien
• Provide expertise in aligning people, processes, and technology to achieve strategic objectives

3. Staffing Models

• In collaboration with the business, senior HR leadership and the Global Leader of Talent Acquisition, create staffing models and strategies that ensure optimal allocation of talent across the organization, adapting to dynamic business needs
• Develop agile workforce solutions, including contingent labor and flexible work arrangements, to address short-term and project-based talent needs
• Closely partner with talent acquisition leaders to collectively ensure recruiting efforts align with long-term business needs and goals

4. Employee Development and Learning & Development (L&D)

• Lead the employee development & learning function, ensure the design and delivery of high-impact learning and development programs that enhance employee performance and career growth
• Establish a culture of continuous learning, ensure employees have access to resources that support skill development and career advancement
• Execute on leadership development delivery as aligned with the High Performance Institute, including mentoring and coaching programs to build a strong pipeline of future leaders
• Measure the effectiveness of L&D programs and continually optimize them to meet evolving organizational needs

5. Broad Based Succession

• Develop and lead a comprehensive succession plan strategy that ensures the organization's ability to continuously identify, develop, and retain key talent across all levels below director
• In collaboration with the High Performance Institute, build a skills and talent pipeline and a sustainable process for identifying high-potential employees, ensuring business continuity and preparedness for future growth
• Work closely with HR business partners and department heads to align succession plans with business objectives, workforce trends, and organizational strategy

6. Early Careers Hiring & Program Management

• Lead the Early Careers function, elevate and oversee a robust early careers hiring strategy, including internships, apprenticeships, and graduate programs that aligns with long-term talent acquisition goals
• Design programs to attract and retain top talent from universities and other institutions, ensuring a strong foundation of early career professionals
• Work closely with the Global Leader of Talent Acquisition and leader of Strategic Talent & Sourcing, leverage the Recruitment Marketing Function to design and execute viable marketing campaigns on campus
• Manage relationships with academic institutions and industry partners to build a strong employer brand within the early careers space

What you will bring:

• Education: Bachelor’s degree; MBA or Master’s in Organizational Development, Human Resources, or a related field preferred
• Experience: Minimum of 10-15 years of experience in workforce planning, organizational development, talent management, or human resources. At least 5 years in a senior leadership role
• Expertise in Strategic Workforce Planning: Strong understanding of workforce planning tools, data analytics, and predictive modeling
• Proven Organizational Design Experience: Demonstrated success in optimizing organizational structures and processes for increased business performance
• Leadership in L&D and Talent Development: Experience leading large-scale learning and development programs across all levels of the organization
• Project Management Skills: Ability to lead and manage complex talent initiatives, including early careers programs
• Excellent Communication Skills: Ability to influence and collaborate with C-suite executives, senior leaders, and other key stakeholders
• Data-Driven Decision-Making: Proficient in utilizing HR analytics and data to drive decision-making and measure success
• Strategic Thinking: Ability to think long-term and translate business strategy into workforce plans
• Leadership: Demonstrated ability to lead cross-functional teams and drive organizational change
• Collaboration: Strong ability to build partnerships across departments and functions
• Innovation: Continuously seeks opportunities to improve talent and organizational practices
• Communication: Clear and persuasive communicator with strong presentation skills
• Agility: Comfortable working in a fast-paced, evolving environment

Ready to make an impact with us? Apply today!   

The estimated salary that Indeed, Glassdoor and LinkedIn lists does not represent Nutrien's compensation structure. Nutrien is an equal opportunity employer.  We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.   

This job will remain posted until filled. In accordance with Nutrien policies, you will be required to undergo a background check, and may be required to undergo a substance test. While we appreciate all applications we receive, only candidates under consideration will be contacted.  

Our Recruitment Process: Application > Resume Review > Pre-screen/Interview > Offer > Pre-Employment Conditions > Welcome to Nutrien  

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