Jennifer Pope Moore Cell: 513-***-**** Page * of *

JENNIFER POPE MOORE

Hebron, KY 41048

Cell: 513-***-**** ac4h3t@r.postjobfree.com linkedin.com/in/jenniferpopemoore

TALENT MANAGEMENT HRBP TALENT ACQUSITION

Leadership Development Performance Management Succession Planning HiPo Identification

Neuroscience of Leadership Generalist Coaching Training Change HRBP

HR talent management expert who creates training that sticks, promotes rapid decisionmaking, boosts problem solving,

cultivates a collaborative work style, and accelerates change integration by leveraging the neuroscience of leadership and

learning to incorporate brainbased principles into HR processes and corporate best practices.

Highly confident and competent with proven relationshipbuilding skills reinforced by exceptional rapport development and a

quickwitted approach to influencing gained through leadership roles in manufacturing (GE, Cognis and Toyota Boshoku)

and healthcare (Cincinnati Childrens Hospital), and HR/management consulting.

PROFILE

TOYOTA BOSHOKU, ERLANGER, KY

One of the world's premium interior systems suppliers and filter manufacturers

Senior Manager, Team Member Development (2015 2017)

Corporate leader for all talent management, training, development and position control strategies for the organization.

Provide strategic advice and counsel on key HR subjects to executive management. Lead Americas region in implementing

global core content training. Support 10 plants in various regions including Mexico, Brazil.

Provide tactical daytoday management and guidance to talent management team, as well as creating a strategic

vision for talent management within the company

Created a comprehensive strategic training plan using competencies and corporate values to support the mission

of the organization

Partnered with executive management to design, align and implement succession planning process resulting in

improved bench strength

Introduced assessment center concept for identification of hipos

Launched hourly team leader/group leader training program, an initiative being followed by Dr. Toyoda, and one

lever in addressing high turnover in this audience

Developed regional technical training center at the Indiana plant for other plants to follow

Review and approve talent management and training policies and procedures for consistency

Coach oneonone with senior and midlevel executives

Certified Sherpa Coach (April 2018))

SWAY, CINCINNATI, OH

Boutique consulting firm focused on HR/talent management in the manufacturing and healthcare industries

Owner/Consultant (2007 2015)

Consulted on business management/HR processes and the application of brain science to Leadership Development,

Change Management, Talent Management, Teambuilding, and Accountability. Worked with organizations to develop

leaders, create succession plans, highperformer identification and development, performance management and training

projects.

Taught Strategic HR course as Adjunct Faculty in the Xavier University Executive MBA program

Coached leaders of leaders in a Fortune 100 company on implementation of a new competency model

Jennifer Pope Moore Cell: 513-***-**** Page 2 of 3

Drove increased employee engagement, decreased charges and increased cash flow by coaching a hospitals

senior management team to adopt a culture of accountability

Reorganized a Sales Department around product lines and included a compensation review so profit levers were

clear and accessible to the sales team

Developed and implemented a leaderatalllevels focused training program for a logistics company so managers

are consistent in approach and are evaluated against a concrete set of competencies

Increased the effectiveness of an onboarding process by introducing new college graduates/interns to

communication, leadership essentials and working in a matrixed environment for a cable products manufacturer

Completed a strategic job structuring, job rationalization and job description project for a logistics company for

clearer alignment with company goals and expectations

Created a succession planning program including competency models for an insurance organization culminating in

a leadership talent pipeline for sales positions

Built a competency model and framed a performance management system for a large city school district

Developed and delivered Diversity Training to support a culture shift for a Fortune 5 manufacturer

CINCINNATI CHILDRENS HOSPITAL MEDICAL CENTER, CINCINNATI, OH

Consistently rated in the top 5 best pediatric hospitals by US News and World Report, and Parents Magazine

Program Manager, Leader Development and Succession Management (2006 2007)

Managed, within a collaborative environment, CCHMCs succession management, education and training curriculum

including coaching and mentoring. Focused on assessment, design, development, implementation and evaluation of

training along with competency model development and physician leader program initiative.

Designed a succession management process for cabinetlevel leadership, a first for the organization

Established an ROI process for leader development efforts in the context of succession management

Led a strategic team completing training position reviews across the organization (including clinical) ensuring

consistency in title, tasks and competencies

Introduced hipo/hipro definitions and success profile concepts to paint a picture of success for employees

interested in senior leader roles

COGNIS CORPORATION, CINCINNATI, OH

Global manufacturer of specialty chemicals with markets focusing on food, nutrition, healthcare, cosmetics, detergents,

coatings and inks, lubricants, agriculture and mining. Originally part of Henkel, purchased by private equity, then acquired

by BASF, revenue 3.001 billion.

Senior Manager, Global Talent and Rewards Management Americas (1996 2006)

Partnered with senior management to create and implement systems and tools supporting HR/Talent management for the

Americas.

Developed and implemented succession planning tools and processes including Management Review, Succession

Planning, Development (Assessment) Centers, and a competencybased global, online 360

Led, developed and implemented a global performance management system supporting Cognis Cultural Principles,

aggressive goal accomplishment and turnaround in NA, and a worldwide cultural change effort

Increased bench strength and a leader pipeline for critical positions by originating and conducting talent review

meetings, emerging as a global best practice, to validate directorlevel and above hipos

Pioneered Return on Investment (ROI) for training to measure output and support of training for results, showing an

ROI analysis for a soft skill, business team development effort with over a 100% return

Absorbed recruiting function and refined it to decrease administrative burden and improve process flow resulting in,

within months, a reduction of number of days to hire from 75 to 48 YTD (goal = 55)

Developed and implemented a quality training program incorporating the Vision and Values of the organization

which evolved into Green Belt training for Six Sigma

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Designed and implemented Development Centres for senior highpotential employees providing a consistent global

approach and greater definition/qualifications of succession candidates

Established a comprehensive strategy for training and development culminating in more focused workshops and

targeted attendance, which eventually evolved into Cognis College

Launched experientialbased training with staff/business teams to increase teamwork and leadership, providing

numerous cost savings, including early completion of contract negotiations, unionized support of teamwork and

redesign of plant processes

HRBP for assigned business teams

Previous experience included positions with GENERAL ELECTRIC COMPANY, including management of negotiation

of multimillion dollar contracts with the USAF for engine purchase, spare parts and support equipment maintaining at least

a 12% profit margin for purchases typically in the 5% 8% profit margin range.

EDUCATION & CERTIFICATION

MS, HUMAN RESOURCE DEVELOPMENT Indiana State University, Terre Haute, IN

BA, POLITICAL SCIENCE WITH BUSINESS MINOR Xavier University, Cincinnati, OH

Graduated Summa Cum Laude in three years; Deans List every semester

CERTIFICATE, NEUROSCIENCE OF LEADERSHIP NeuroLeadership Institute, New York, NY

OTHER CERTIFICATIONS: Master Certified Trainer/Facilitator for Development Dimensions International (DDI);

Versera Performance Consulting, The Accountability Experience; Jack J. Phillips ROI for Training; Trainer/Interviewer for

Personnel Decision International (PDI) Selecting for Success interview system; Delivery of 360 feedback (DDI and PDI

Profilor); DiSC; and Situational Leadership, DiSC

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