Ginger Moore Email & Phone Number

Sr Global Consultant Talent Acquisition - Global Outsourcing & Infrastructure Services Designed/executed strategy and programs insuring talent was in place to meet division strategic requirements with the right return/investment . Consistently hired over $8 Million of human capital annually including global executives, technical/non-technical professionals. Accountability spanned college to executive sourcing, and development of professional, sales, and complex executive compensation packages including options and buy outs.• Leveraged social networks to broaden targeted populations and promote branding • Led retained search initiatives and spearheaded executive searches. • Partnered in the design, and created staffing strategy/implementation of national low cost business model. Work included transitioning employees to the new model while driving new hiring initiatives e.g. lowering base pay and benefits while implementing new incentives. Drove North America cultural change• Directed/orchestrated national multi-year hiring program for an $850 Million Outsourcing contract.• Earned stellar client and candidate satisfaction scores over entire tenure. Recognized as a hands on, pursuit driven, deployable resource. Director N. A. Systems & Technology Demand Planning, Staffing and Resource Management Led national staffing, talent development, resource management for technical development division.Implemented new corporate business model integrating resource management/demand planning/staffing.• Built/implemented divisional Demand Plan to accommodate strategic initiatives, and project turnover, emerging talent voids, growth initiatives. • Developed national college alliance program. Directed divisional college hiring setting the benchmark for the corporation.• Led HR partnership work including performance management/development/ work redesign for integrated, national staff of 24.

Partnered with clients across all therapeutic and regulatory support areas in developing high performance organizations by creating and driving strategies and programs that addressed productivity, cultural change, work redesign, talent development/flow, reward and recognition.• Created and implemented staffing processes and practices that enabled disciplined and compliant high volume hiring and required documentation.• Designed and implemented Promotion Review Boards including creating the vision, formulating membership/guidelines, and implementing agreed upon procedures. Designed competency grids to identify and track skills/attributes valued at various grade levels. • Played a major role in Job Banding initiative making conscious decisions relative to job structure and progression and creating transition plans that placed employees at appropriate levels. Led divisional discussion sessions relative to work redesign and total compensation. • Identified the need for, gained ownership and launched leadership/organizational reviews including assessment, communication, and associated forward path. • Provided extensive coaching and counseling of divisional leadership and employee population including performance, compensation, and right sizing.

Ginger's early career was spent at Kimberly Clark/Scott Paper. It included HQs as well as subsidiary accountability. As Sr HR Director, she advanced through successive management roles including HR strategic leadership of the furniture, lighting, soap, and non-wovens subsidiaries as well as all Corporate functions. Ginger developed, directed, and delivered a full spectrum of HR programs spanning the employee life cycle. She began her career in the Chester manufacturing facility in Quality Control, and advanced to reporting to the Sr Executive VP & Chief Administrative Officer of the corporation.• Sole HR support for leading edge, re-engineering which transformed 250 member Procurement function into a Supply Management multi-functional work stream. Led cultural shift by defining core competencies, redesigning work/reward systems, planning/executing transfers and implementing change programs including redefining “The Employment Relationship. Achieved savings of $350 Million.• Created/delivered corporate restructuring plans and communications. Demonstrated expertise in personally handling sensitive leadershiip/individual/group terminations. Evaluated /executed outsourcing alternatives.• Directed Career Development Programs of leader identification, assessment, and planned exposures• Designed/implemented Executive Assessment Program for Corporate Officers. Created feedback instrument. Conducted extensive interviews,personally delivered integrated results to clients, and provided comprehensive summaries to the CEO. Engaged executives in creating/implementing development plans .• Created integrated HR planning processes for Finance. Key participant in the design/operation of line/staff/HR groups accountable for selection/development of over 200 staff/site employees.• Directed synergy of services while transforming HR Department into an integrated business partnership.

Ms, Organizational Effectiveness Leadership

Bs

Activities and Societies: Class Vice President

Education record

Education record