Jessica Moon Email & Phone Number

Cross Plains, Wi, Us

• Led the HR function with ~830 team members throughout 5 manufacturing locations, growing the HR team from 3 to 10 direct reports, including HRMs, HR Ops, and an L&D Manager• Facilitated a holistic assessment of the HR organization, leveraging findings to design a multiphase approach for expanding the HR team size, providing the ability to deliver client support as well as strategic guidance to leadership, supporting an aggressive growth strategy• Created and implemented a dynamic performance development program (Elevate!), aligning with the culture and establishing an environment conducive for performance conversations• Leveraged Elevate! to provide feedback and growth for team members, as well as strengthen the relationships with people leaders • Developed a staffing strategy focused on maintaining the current levels, as well as providing a n answer for the anticipated growth during a national labor crisis, totaling a 23% growth over 2 years• Collaborated with leaders to complete due diligence, utilizing data to open and staff an innovative manufacturing location in Tooele, UT• Analyzed the employee lifecycle, designing a plan to launch enhancements and modifications focused on continuously improving the employee experience for all new team members• Restructured onboarding to provide a multi-faceted experience, directly aligning the new hire with the company's culture and mission• Led the transition to an updated employee data structure, providing the ability for data-driven analytics to drive informed talent and staffing decisions concerning workforce planning and organizational optimization• Led the restructuring of the training program, ensuring a educational flow for the technical roles, as well as establishing employee educational experience tracking• Focused on repairing the connection between HR and employees, making sure that each employee knew the HR manager and established a sense of reliability to achieve a quick response

Waltham, Ma, Us

• Directed the HR function to support the complex manufacturing site consisting of ~300 people across 5 business units, production lines, and all functions• Delivered employee relation support and strategic guidance for the leadership and teams located at the Madison, WI location, including the Spectroscopy and Life Sciences product teams and multiple manufacturing and engineering lines• Responsible for directing the COVID-19 pandemic site response team, quickly establishing processes such as absence notification, task force communication plans, and temperature screening protocol, ensuring compliance with all mandates as well as organizational compassion concerning the health and wellbeing of all employees• Created an innovative onboarding approach for multiple teams and levels, supplementing the corporate materials and sessions to drive employee engagement and involvement, ultimately achieving long-term retention and advocacy• Launched organizational vitality and succession plans for vital leadership roles, utilizing forum reviews, peer-to-peer evaluations, cross-functional leadership collaboration, and annual performance review processes• Developed a year-long calendar previewing the HR focus throughout the year, sharing with organizational leadership to assist with building relationships and creating better conversations, as well as assisting with planning around the schedule

Chicago, Us

• Recognized for solid project management experience and promoted to HR Business Partner, supporting 3 centralized global functions and 1 COE, including 1 Officer, 19 Executives, 150 Managers, and ~550 employees• Responsible for preparing 3 global functions for a companywide divestiture and decentralization of resources, working through future state organization structures with teams, creating a staffing and onboarding strategy for all new hires and rehires, and ensuring data accuracy for transfer, as well as establishing a system to reevaluate with action plans once the project was stalled• Collaborated with vital business leaders to develop a Supplier On-Time Delivery organization with metrics from minimal resources, addressing the companywide priority at both internal point-of-order process, as well as supplier contract terms, driving an increase in material OTD by 30% in the first 3 months of operation• Oversaw the management of the Global Sourcing Change Squad, supporting change management practices across the global teams throughout a period of extreme organizational and structural change, resulting in an increased overall efficiency of change acceleration as well as improved global connectivity across teams• Led the build-out of the Environmental, Health, & Safety, and Indirect Sourcing organizations, leveraging key capabilities that were inherited from the centralized teams or identified as a gap in operations, as well as collaborating to establish an integration strategy establishing a speedy and cohesive way to address business objectives

Chicago, Us

• Developed and implemented a Sales Force Academy, levering leadership expertise and proven best practices to provide a 6-months academic experience, including assessments and execution opportunities that must be achieved to graduate into the sales field• Directed a strategic initiative to increase market share in key territories within 10+ countries, focusing on actively recruiting top external commercial talent from competitors, generating the 2nd most significant ROI for the region in 2019• Addressed and restructured an underperforming team and facilitated an amicable switch in the team executive leadership, re-establishing the team’s purpose to be a strategic arm providing support• Collaborated with Finance and functional leadership to monitor and reconcile headcount and employee costs, providing support for the overall budget management, including strategic global restructuring efforts

Chicago, Us

• Participated in a 2-year accelerated rotation program providing 3 8-month rotations in various roles and experiences within the HR function, developing expertise and competencies to support progress into leadership roles within the organization, performing as an HR Manager and Business Partner with various teams, and the Comp and Benefits Global COE• Directed a midyear cross COE People Review session that enabled insights on all employees, establishing a continued focus on collaboration and partnership, as well as talent development and succession planning• Provided HR support and communications planning for Project Quest, a large-scale integration of multiple organizations involving 9 global sites, effectively growing the size of the Life Sciences QA organization 2X, from ~300 employees to ~625 employees• Facilitated discussion and communication to demonstrate the importance of career progression and planning, achieving buy-in and leading an initiative to expand the Career Day format into a Career Week event involving 14 global sites with career-related events

• Led a financial feasibility study for Former President Daniels to determine whether Purdue could host a URM based STEM Charter School with a boarding component on campus for middle and high school students from low performing school districts in the state of Indiana.• Evaluated scholarship selection techniques employed by Krannert School of Management and assisted in the process of selecting undergraduate scholarship recipients in conjunction with the Office of Admissions.• Continued all activities as the Senior Asst. Director - Scholarships and Communications role until position was back filled in February of 2013, at which point trained and transferred all knowledge and procedures to new hire on the scholarship process, philosophy, and resources. • Counseled and advised applicants on the admissions process, as well as provided insight on the university per what they had indicated as their preferences for their educational experience.

• Developed an internal gifting mechanism to help clarify and simplify the policy and process by compiling the existing documentation into a five step tool that would explain the specifics that the user would need to know per the situation and inputs provided around approvals, appropriate amounts, tax implications, process, etc. • Evaluated compensation practices and policies across several GEHC sites to ensure equitable structure. • Developed a training module to explain compensation practices and methodologies to front line managers and employees in order to provide more transparency and foster a better experience for employees at GEHC.• Analyzed and provided recommendations for the rewards and recognition tools and practices to ensure uniform application of the tool and increase the usage by teams and organization that has low levels of recognition.

West Lafayette, In, Us

• Established a new university wide scholarship process that involved the Office of Admissions and the committees in all the schools, colleges, and programs across campus.• Launched an entirely new scholarship opportunity partnering with the Stamps Family Charitable Foundation to provide an additional opportunity to our incoming students, as well as developed an application, review process, and policies for the new award.• Trained university staff on the holistic application review process and the Banner student information system, along with developing documentation and video reference materials.• Served as the Hobsons liaison for communication efforts between the Office of Admissions and the academic colleges aiding with both technical and content based questions regarding email and print campaigns.• Evaluate student applications for several schools and colleges on campus in a timely and efficient manner

Master Of Business Administration (Mba), Marketing And Obhr

Ba, Psychology

Education record