Ed Moore joined Rich’s in 2014. He began his career in Human Resources right after college, and worked for a number of small companies in upstate New York before joining MetLife in New York City. From there Ed worked for packaged goods companies, including the Kellogg Company, Sara Lee, and Diamond Foods in Chicago and San Francisco.
As Chief Human Resources Officer, he leads Rich’s global human resources function and is a member of the Executive Strategic Leadership Team. He possesses more than 25 years of human resources leadership experience and has earned the reputation as an outstanding executive-level business partner and developer of top talent.
“I come from what I would say are very humble beginnings — my mom was a stay-at-home-mom, my dad was an hourly worker in a GE manufacturing plant, so I had some concerns as I began a professional career about how I would do — did I have the kind of role models in my life that would help me succeed? What I found was, of course you need to do the work, achieve results, and demonstrate a strong work ethic — but it’s just as important that you build relationships, connect with people, that you be genuine and authentic about who you are, and respectful and appreciative of what others do.”
On The Food Industry
“What I like so much about the food industry is that it’s a very personal business. We’re a global company, and there’s really nothing more universal than family and food. There are so many great occasions — so many memories that all of us have that are centered around food. And we make products that people enjoy, that give them the opportunity to celebrate life, and celebrate family.”
“Sometimes people ask if it’s the culture that breeds success in people, or is it finding the right talent? I think it’s a combination of both. At Rich’s we have a very close focus on fit. It’s assumed that people come to the organization with the technical skills, the requisite skills, to be successful. There’s a lot of emphasis on, ‘Will this person fit within this culture? Will they be collaborative? Will they bring a unique perspective? Will they be patient and willing to hear others’ perspectives? And are they focused on driving results?’ So I think it’s a question of coming with the right skill set, knowing that you’ll land in a culture that’s very supportive. I’ve heard so many stories in my early days here of people who joined the company thinking they’d get a start in their career, and 25 to 30 years later they’ve far exceeded their professional objectives. A lot of that has to do with what they’ve brought to the table, but also the developmental focus that the company has.”