Rebecca Moussazadeh
Assistant Vice President & Senior Partner - People & Culture Business Limbach Facility Services
Rebecca Moussazadeh is the AVP/Senior People and Culture Business Partner for Limbach Holdings, Inc. (NASDAQ: LMB), a building systems solutions firm with approximately 1,600 team members across 21 offices throughout the United States. At Limbach, we believe our people are our greatest strength. Under Rebecca’s leadership, our People & Culture function plays a critical role in fostering a workplace where team members feel supported, valued, and empowered to grow. This commitment has earned us national recognition, including being named a Top Place to Work by U.S. News in 2025, a Most Loved Workplace by Newsweek in 2024, one of Forbes’ Top 100 Small Cap Companies in 2023 and 2024, and a Training Magazine Apex Award Winner in 2022, 2023 and 2024.
Seminars
- How can we charter a clear strategic vision for where the business will be in years to come and identify the ways to be part of those executive-level conversations that shape the future through talent?
- How Limbach has built the foundation of their talent approach – setting up the HR function, achieving early wins, and positioning leaders across the business to take an active role in developing and owning the talent strategy
- Hear how you can deliver measurable impact through a talent strategy that’s closely aligned with talent acquisition, culture, and development to exceed revenue targets by prioritizing people and business outcomes equally
Question & Answer Session facilitated by the Chair
- Given our industry headwinds, what are the most critical needs you see emerging for construction organizations when it comes to leadership and talent? What steps are necessary to address them?
- Define success for your talent strategy. In what ways do you measure or capture impact to tell the story of how investing in talent drives better business outcomes?
- For those earlier in their journey, where is the best place to start, and what levers do you believe are most effective for influencing internal buy-in to advancing HR’s role in driving business success?
