Ruth Moore

About Ruth Moore

Seasoned HR leader responsible for large organizations (>10k employees). Broad and…

Experience

1. Head of Human Resources, Global Risk Management, Managing Director

   Citi

   Oct 2019 — Present

   The Senior HR Advisor to Global Risk Management (IRM) leads and provides the complete range of HR services for the IRM Business Head and senior leadership team as well as managing these activities across the IRM organization. In addition, the role is a member of the Risk Management Executive Council. The Global HR Advisor for IRM manages a team of HR Advisors and coordinates the work of HRPS Generalists and HR Specialists in support of the business. Key Responsibilities: • Lead/manage a team of senior HR advisors providing full range of HR services across Citi’s global locations. These services include- Recruitment processes across multiple sites. Focus on attracting high quality talent and relevant skills to Global Risk Management- Workforce planning and organization design (including a focus on location strategy) for a multiple year plan- Compensation planning as well as process management and analytics. Compensation management will include a focus on management of the C-level hierarchy and promotion process across global locations- Talent and leadership development with a strong focus on strengthening diversity and succession depth / pipeline for key leadership roles - Partnering with Employee Relations on supporting a positive and productive work culture and environment- Maintaining a solid understanding of the business financials and key metrics/ drivers to review and align HR strategies and activities to support the business (e.g. managing the mix of openings in direct and non-direct staff)- Manage key relationships (internal/external) in support of business in complex matrix organization.

Education

• Baruch College

  Master of Business Administration (MBA), Human Resources Management

  2004 — 2007

• St. John's University

  Bachelor of Science (B.S.), Health Care Administration

  1998 — 2002

Skills

• HR Policies, Processes and Practices
• Performance Management
• Problem Solving
• Organizational Design
• Talent Management
• Succession Planning
• HR Transformation
• Project Management
• Deferred Compensation
• Re-Engineering
• Employee Relations
• HR Business Partner
• Strategic HR
• Hris