Job architecture is often viewed as a talent initiative focused on career clarity and title alignment. At Cargill, the work quickly proved to be much more than that. Building a global production job architecture became a critical foundation for operational consistency, better workforce insights, and stronger alignment across systems, teams, and business units.

In this session, Whitney Proctor from Cargill shares how they designed and implemented a global job framework across a highly complex and diverse organization. With more than 1,400 locations in 71 countries, 16,000+ unique position titles and 88,000+ front-line workers, the company faced challenges in comparing roles, managing pay consistently, and creating clear career pathways.

You will hear how Cargill built a global job catalog that enabled Total Rewards Center of Expertise to deploy centralized competitive pay insights and foster meaningful local decision making. The session will walk through the real decisions, tradeoffs, and lessons learned along the way, including how the team gained leadership support and connected the work to measurable business outcomes.

Key Takeaways

• Understand how job architecture supports talent strategy by increasing operational efficiency and creating transparent workforce insights.
• Learn how Cargill reduced complexity by building a global job catalog that enabled better role comparison and compensation alignment.
• Explore approaches for balancing global structure with the flexibility needed across functions and regions.
• Gain practical lessons from Cargill’s experience that can help guide your own job architecture modernization efforts.