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Chs Hr

To build an exceptional talent ecosystem that drives sustainable agricultural growth by cultivating leadership for the changing world of agriculture

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To build an exceptional talent ecosystem that drives sustainable agricultural growth by cultivating leadership for the changing world of agriculture

Strengths

  • TALENT: Strong agricultural expertise across leadership teams
  • CULTURE: Cooperative foundation fostering collaboration
  • DIVERSITY: Established DEI initiatives showing measurable progress
  • DEVELOPMENT: Robust learning programs for career advancement
  • RETENTION: Above-industry average employee retention rate of 85%

Weaknesses

  • TECHNOLOGY: HR systems lack integration causing inefficiencies
  • SUCCESSION: Limited bench strength for critical leadership roles
  • ANALYTICS: Underdeveloped workforce analytics capabilities
  • REMOTE: Inconsistent remote work practices across business units
  • AGILITY: Slow hiring processes averaging 45+ days to fill positions

Opportunities

  • DIGITAL: Technology adoption to streamline HR service delivery
  • PARTNERSHIPS: Educational alliances to build talent pipeline
  • FLEXIBILITY: Work model evolution to attract diverse candidates
  • SKILLS: Agricultural tech expertise development programs
  • GLOBAL: International talent acquisition to support expansion

Threats

  • COMPETITION: Increasing talent competition from tech companies
  • DEMOGRAPHICS: Aging workforce with 22% eligible for retirement
  • SKILLS: Evolving technical requirements outpacing training
  • ECONOMIC: Compensation pressures in competitive labor markets
  • RETENTION: High turnover in critical technical roles (18% rate)

Key Priorities

  • TALENT: Develop comprehensive succession planning framework
  • DIGITAL: Implement integrated HR technology ecosystem
  • ANALYTICS: Build data-driven workforce planning capabilities
  • SKILLS: Create agricultural technology upskilling programs
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To build an exceptional talent ecosystem that drives sustainable agricultural growth by cultivating leadership for the changing world of agriculture

TALENT EXCELLENCE

Build world-class agricultural leadership bench strength

  • SUCCESSION: Implement critical role succession plans for top 100 positions with 2+ ready now candidates by Q4
  • DEVELOPMENT: Launch Agricultural Leadership Academy with 85% high-potential employee participation rate
  • RETENTION: Achieve 90% retention rate for identified high-potential employees through targeted initiatives
  • PIPELINE: Establish 5 strategic educational partnerships yielding 50+ qualified early career candidates
DIGITAL REVOLUTION

Transform HR through seamless technology integration

  • PLATFORM: Complete implementation of integrated HR technology ecosystem with 95% data accuracy by Q3
  • AUTOMATION: Deploy AI-powered candidate screening reducing time-to-hire from 45 to 28 days across all units
  • EXPERIENCE: Achieve 80% employee satisfaction rating with new HR service delivery platform
  • EFFICIENCY: Reduce manual HR administrative tasks by 40% through process automation and self-service tools
INSIGHT PIONEERS

Lead with data-driven workforce intelligence

  • DASHBOARD: Deliver executive workforce analytics dashboard with predictive capabilities adopted by 100% of leaders
  • COMPETENCY: Complete skills mapping for 90% of roles with clear development pathways identified
  • PLANNING: Implement quarterly workforce planning process with 85% accurate headcount forecasting
  • METRICS: Establish comprehensive DEI metrics tracking with actionable insights for all business units
FUTURE SKILLS

Cultivate agricultural technology expertise

  • ACADEMY: Launch Agricultural Technology Skills Academy with 500+ employees completing specialized training
  • CERTIFICATION: Achieve 75% technical certification completion rate in priority skill areas
  • INNOVATION: Implement cross-functional innovation teams with 25+ projects addressing business challenges
  • READINESS: Reduce critical skill gaps by 35% in agricultural technology and data science roles
METRICS
  • ENGAGEMENT: Employee Engagement Score: 80%
  • RETENTION: Overall employee retention rate: 88%
  • CAPABILITY: Critical skills readiness index: 75%
VALUES
  • Integrity
  • Safety
  • Inclusion
  • Cooperative Spirit
  • Agricultural Advocacy
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Align the learnings

Chs Hr Retrospective

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To build an exceptional talent ecosystem that drives sustainable agricultural growth by cultivating leadership for the changing world of agriculture

What Went Well

  • FINANCE: Record fiscal year with $47.8B revenue, up 9% from previous year
  • MARKETS: Strong performance in Energy and Grain & Processing segments
  • INVESTMENTS: Strategic acquisitions strengthening agricultural footprint
  • RETURNS: Delivered $1B+ in cash returns to cooperative owners for 9th year
  • SUSTAINABILITY: Made progress on environmental and social goals commitments

Not So Well

  • STAFFING: Key positions remained vacant longer than targeted timeframes
  • COMPETENCY: Skills gaps identified in emerging agricultural tech areas
  • EXPANSION: International talent acquisition lagging behind growth goals
  • ENGAGEMENT: Lower than expected participation in development programs
  • DIVERSITY: Executive leadership diversity metrics below industry benchmarks

Learnings

  • PLANNING: Better workforce forecasting needed to align with growth plans
  • DEVELOPMENT: Technical skill building requires more structured approach
  • DIGITIZATION: HR service delivery modernization is critical enabler
  • COMPETITION: Agricultural talent market more competitive than anticipated
  • CULTURE: Remote/hybrid work policies need standardization across company

Action Items

  • TECHNOLOGY: Accelerate HR systems integration project targeted for Q3
  • PIPELINE: Establish strategic university partnerships for talent sourcing
  • ANALYTICS: Deploy workforce planning tools with predictive capabilities
  • CAPABILITY: Launch agricultural technology skills development academy
  • RETENTION: Implement targeted retention strategies for critical roles
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To build an exceptional talent ecosystem that drives sustainable agricultural growth by cultivating leadership for the changing world of agriculture

Strengths

  • FOUNDATION: Existing data infrastructure to support AI initiatives
  • LEADERSHIP: Executive commitment to HR technology innovation
  • PILOTS: Successful AI recruitment tool pilots in select regions
  • READINESS: IT department capability to support AI integration
  • RESOURCES: Allocated budget for HR technology transformation

Weaknesses

  • EXPERTISE: Limited internal AI/ML expertise in HR department
  • DATA: Inconsistent data quality across HR information systems
  • ADOPTION: Varied digital literacy levels across workforce
  • GOVERNANCE: Underdeveloped AI ethics and governance frameworks
  • INTEGRATION: Siloed systems limiting comprehensive AI solutions

Opportunities

  • EFFICIENCY: AI-powered automation of routine HR processes
  • INSIGHTS: Predictive analytics for workforce planning
  • EXPERIENCE: Enhanced employee experience through AI tools
  • LEARNING: Personalized learning paths using AI recommendations
  • RECRUITMENT: AI-enhanced talent acquisition for critical roles

Threats

  • RESISTANCE: Employee concerns about AI replacing HR functions
  • PRIVACY: Regulatory compliance risks in AI data processing
  • BIAS: Potential algorithmic bias in talent decisions
  • VENDORS: Dependency on external AI solution providers
  • INVESTMENT: Competing priorities for technological investment

Key Priorities

  • CAPABILITY: Build HR analytics and AI competency center
  • ROADMAP: Develop phased AI implementation strategy for HR
  • ETHICS: Establish AI governance framework for HR applications
  • INTEGRATION: Connect HR data systems for comprehensive insights