1. Jessica Mora, SPHR
4575 Marshall Run Circle, Richmond, VA 23059
Jmora701@yahoo.com ▪ (551) 482-3104
Objective
Strategic business professional and catalyst for innovative initiatives that address today’s business challenges of
attaining revenue goals, controlling expenses, satisfying customers, and attracting/retaining talent while achieving
business and profitability objectives. Capable of transitioning underperforming organizations into highly effective
ones as well as leading organizations through accelerated growth or rapid change.
Executive Summary
Accomplished HR business partner with extensive experience and consummate achievements building multiple best
in class organizations. A savvy team leader skilled in attracting the most qualified employees and matching them to
jobs for which they are well suited. Pivotal contributor to senior operating and leadership executives, providing HR
leadership for multiple acquisitions, from due diligence to conversion. Innovative problem solver, strategic decision
maker and strong communicator.
Work Experience
Human Resources Manager
PipelineRx: Rosemont, IL Dec. 2011-Present
Responsible for full cycle internal recruiting that includes:
 Monitors employee morale and provides input or solutions for making a positive change.
 Source candidates by reviewing job boards, writing and managing job ads, and referrals.
 Conduct in-depth interviews by phone and video call programs.
 Maintain candidate profiles through our applicant tracking system.
 Administer pre-hire requirements such as, clinical and technical assessments, drug screens and background
reports; track results and identify the most qualified candidates to division managers.
 Present employment offer to candidates. Maintain a low turnover rate of less than 10% overall.
 Oversee the entire employment process; conduct new hire process by administering employment
paperwork, create and maintain employee files compliance in accordance with state regulations as well as
federal and state laws.
.
HR Business Manager
Dendreon Feb. 2011-Feb. 2013
Aided in the guidance and aligning of talent, organizational capabilities and HR operational processes to maximize
the achievement of short and long term business goals. This includes proactive planning and execution of talent
management, total rewards, performance management, training and development and organization effectiveness.
Acted as a “culture keeper” within the organization. Driving change to advance individual, team and organizational
effectiveness while upholding the highest level of customer service.
 Provided expertise to other departments as part of cross-functional project teams.
 Provided sound advice and guidance to employees and managers on HR programs and processes; provided
advice and counsel in employee relations situations; coached and /or mediated with employees and
managers where needed.
 Successful in building trust and productive relationships at all levels of the company.
 In partnership with managers and directors; oversaw the staffing and recruitment activities to match job
requirement needs with the appropriate skills, knowledge, abilities and experience.
 Collaborated with other HR professionals within and across the divisions on projects and programs.

2. Jessica Mora, SPHR p.2
 Partnered to develop a strong performance based culture and high performing teams.
Interpreting policies and practices; partnered with corporate benefits on managing FMLA, ADA, Workers
Compensation, EEO/AAP.
Regional HR Business Leader
Owings Corning Sep. 2007- Feb. 2011
A strategic business partner that provided overall direction and management of all Human Resources activities in
support of the Insulating Business Group facilities in Fairburn, GA; Cleveland, TN; and Aiken, SC. Further
provides support, counsel and direction to all Plant Leadership in matters relating to Human Resources. Routinely
makes decisions concerning implementation of Human Resource policies and procedures.
 Provided both strategic direction and tactical execution for the full scope of Human Resources activities
including: professional and hourly employee / labor relations, recruiting, employee communications, career
development, retention, succession planning, performance management, change management and general
HR activities.
 Maintained positive employee relations by creating a responsive, open environment and being available to
team members to facilitate open and continuous communication; coach other leadership team members on
techniques used to establish and maintain positive employee relations within a union environment for 300+
employees.
 Chaired with plant and department managers and corporate staff to develop key strategic objectives for the
organization and ensure that HR initiatives and programs are aligned with those priorities.
 Coached and counseled supervisors and managers on addressing employee relations’ issues to ensure
consistency in HR practices; provide assessments and interventions as needed.
 Investigated and resolved general employee relation issues and union grievances. Conducted and gathered
information from investigations as needed. Worked with corporate legal team to assess any legal risks and
resolve matters at lowest steps of the grievance process.
 Oversaw the analysis, maintenance, and communication of records required by law or local governing
bodies, or other departments in the organization. Identified legal requirements and government reporting
regulations affecting human resources functions.
Global Sourcing Associate/HR Generalist Oct. 2003- Feb. 2007
International Paper
Recruited as a Global Sourcing Associate (GSA) to participate in an extensive two year rotational training program
within a manufacturing environment; given exposure to manufacturing technology and processes and
interrelationships among various processes and functions, demonstrating leadership and supervisory skills, and
becoming familiar with key day-to-day issues in safety, benefits, labor relations, talent acquisition, productivity,
compensation, and community relations.
Augusta & Savannah, Georgia
 Responsible for sourcing all full-time hourly employees, interns, and temporary employees for the Augusta
Paper Mill. Largest paper manufacturing facility in North America.
 Gathered and analyze data on turnover, maintain EEO statistics; new hires and other employment trends.
Held responsible for delivering information to plant manager and controller monthly.
 Assignments responsible for included industrial and/or employee relations, review and interpretation of
plant policies, and revisions of plant handbooks and/or procedure manuals.
.-Continued-
Sartell, Minnesota

3. Jessica Mora, SPHR p.3
 Responsible for strategic recruiting of entry / apprentice level talent, interviewing and assessing candidates
and chairing the selection decisions. Developed mills first employee talent pool.
 Chaired with the development and implementation of diversity recruitment and retention strategies.
Increased diversity employee numbers by 22 percent in a nine month period.
 Served as a resource for the business and business recruiters on diversity clubs and organizations, advising
business recruiters on achieving their recruiting goals, identifying marketing opportunities and resolving
school-candidate issues
 Created/developed and implemented a training “First Line Leaders” course for selected employees to
assume hourly management roles.
 Developed and organized on campus recruiting programs for full-time placement and internships.
Riegelwood, North Carolina
 Coordinated and managed the recruitment and selection of hourly employees for a unionized manufacturing
facility with 760 employees; provide pre-employment screening, orientation, training, and benefits
enrollment.
 Decreased entry/apprentice level turn over by 25 percent in a six month period.
 Worked within the specific strategy, plan and schedule diversity related events with the school’s
relationship manager and Business Liaison.
 Billings, audit monthly insurance bills, worked closely with accounting.
Project Management
 Collaborated with management in instituting new work system improvements, which positively impact
employee engagement. Responsible for administering and supervising launch of improvements for the
Augusta Facility.
 Ensured that technical training and counsel are provided to management on a wide variety of labor law and
HR processes including staffing, ADA, FMLA, diversity/sensitivity, performance management, workplace
violence, and other programs.
 Responsible for Affirmative Action Plan reporting and ensuring EEO compliance with state and federal
guidelines.
 Collaborated with corporate labor relations team in preparing and successfully negotiating Fairburn’s labor
contract for 2009.
 Worked in partnership with corporate recruiting to develop recruitment and retention strategies to identify,
attract, engage and retain top talent including building a robust external talent pipeline.
Education
Master of Business Administration Florida A&M University, Tallahassee, FL Aug. 2003
Bachelors of Science Public Relations Florida A&M University, Tallahassee, FL May 2000
Technical Skills
Proficient in Microsoft Word, Excel, SAP, Kronos, People Soft, Virtual Edge and Vurv.