Melanie L Moore
Director of Talent Acquisition & Employment Branding
Monsanto Company
Born: St. Louis, MO
High School:
Hazelwood Central High School
College & Degree(s):
University of MO-Columbia
BS, Marketing Education,
Webster University
MS, Human Resources Management & Development,
RBC Young Professionals
United Way Young Professionals
National Associations for African Americans in HR, Leadership Team
Association for Latin Professionals For America, Board Member
Since you joined Monsanto in 2008, you have taken on more responsibility, led major global projects and were promoted to Director. To what do you attribute your success?
I attribute my success to a number of things including building key relationships both internally and externally, raising my hand to engage in additional learning opportunities, my willingness to accept challenging assignments and having great mentors. The global nature of our company has allowed me to work with team members from all over the world and by doing this I have been able to diversify my skill set and learn from the diverse leadership styles and perspectives.
What has changed in the area of recruitment and talent acquisition since you started in the industry more than 15 years ago?
The area of recruitment has changed drastically over the past 15 years. It has moved from a “post and pray” mentality to recruiters having a continuous pipeline of talent ready to place into roles as they become available. Talent acquisition is now a process which includes attracting, sourcing, recruiting and hiring the best possible talent to meet dynamic business needs. Recruiters are known as Talent Advisors and have a seat at the table alongside their business partners. Communication and collaboration, metrics and analytics, global considerations and understanding of different markets all help us better understand the key needs of the business and find the right talent.
Where do you see the role of talent acquisition in the future?
The Talent Acquisition Industry is marked by constant change and innovation – developing new platforms as well as transitioning to a service-oriented model to better serve the business. I believe that in the near future, recruiters will wear multiple hats: not just recruitment but content, digital, product and customer marketing experts. Companies will have to stay on the cutting edge of technology and find innovative ways to attract talent through consistent candidate experience, social media platforms, and creative ways to deliver job descriptions and conduct interviews. Attracting, recruiting, hiring, and engaging the right talent for the right job is vital for the success of every organization.
Tell us about your work on the United Way Allocations Panel for domestic violence agencies.
For the past 2 years, I’ve had the opportunity to serve on the Allocations Panel for domestic violence agencies that are a part of the United Way. We visit approximately 6 agencies for site visits to learn more about the agencies and their impact on the community, their board of directors, finances and plans for the future. Based off this site visit, we evaluate how well the agency is performing. After the United Way campaign, we allocate funding to the agencies based on the site visit and new programming opportunities. To give back to the community, to be able to make a positive impact for many people who need the support of the United Way and to share my skills and experience to help others have made my work with the organization such a rewarding experience for me.
