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Reviews for Director-HR-Biotech-Manufacturing-in-San-Francisco-Bay-CA-Resume-Jay-Canchola
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Date Created: 12/22/15
J AY C ANCHOLA (C) 480-203-4858 TUCSO,AZ 85746 520-245-2742 (W) HTTP:/WWW .LINKEDCOM/IN/JAYCANCHOLA JA.CANCHOL@Q.COM ArecognizedSPHRleaderinHumanResourceswhohassuccessfullyalignedHRgoalswithbusinessstrategyto achieve financial objectives and employee satisfaction. Created innovative HR practices resulting in improved performanceandproductivitypairedwithmitigatedrisksandreducedcostswithinsuchindustriesashealthcare, aerospace manufacturing, state government and higher education. A natural at building consensus among top management, Boards of Directors, and employee committees. For more than 20 years dedicated to leveraging diverse environments in which all can succeed, combines the human perspective with bottom line analytics, enabling the development and retention of top talent. S ELECT A CHIEVEMENTS Increased manufacturing productivity by 5% with innovative job rotation program Reduced average vacancy fill-time from 10 weeks to 10 days Helped secure three-year Dept of Labor audit exemption Completed successful HR database design and integration more than 50% ahead of schedule Implemented AA planning system achieving first year savings of $150,000 Resolved 20 disputes in 18 months, each lasting no longer than 30 days HRA REAS OF EPERTISESE Performance Management • Change Management • Leadership Development • International HR Talent Management • Diversity/Inclusion • Coaching & Influencing • HR Business Metrics Compensation • Teambuilding • Employee Engagement • Conflict Resolution HR Information Systems (HRIS) • Employment Law • AA/EEO Compliance P ROFESSIONAL E XPERIENCE RAYTHEON MISSILE SYSTEMS (RMS) , Tucson, AZ 2005 – Present 14,000 largest business unit of aerospace manufacturer Raytheon Company HR Business Partner, AA/EEO Compliance Analyst, & ADR Specialist Serve as Business Partner focusing on brokering solutions to business problems facing Engineering, Manufacturing, Supply Chain and Quality in multiple locations including Arizona, New Mexico and Arkansas. ProvideInternationalHRexpertisetotheRaytheonDinéFacility,Raytheon’sNavajoNationpartner. Collaborate with Leaders as a coach and architect on topics including organizational effectiveness and change, talent management, performance management, compensation and employee relations. Sample results include: Played key role in US Dept of Labor equal employment opportunity award, resulting in three-year OFCCP audit exemption for Raytheon, recognized with $1,000 Team Achievement Award Led Alternative Dispute Resolution (ADR) Process resulting in successful resolution of 20 disputes over 18 months, each within 30 days, thereby avoiding external charges and eliminating potential legal costs starting at $50,000 per dispute Partnered with cross-functional leadership team creating innovative furlough policy resulting in no layoffs Coached Navajo Leaders on developing/delivering messages for optimal business results & cultural impact Designed and delivered modules for diversity, teamwork and values during new employee orientation, twice a month for ten months Partnered with Compensation to develop Intern Program to retain Navajo Nation talent, received $3,000 Individual Achievement Award SELF-EMPLOYED , Phoenix, AZ 2003 – 2005 HR Consultant Provided HR Leadership and expertise to various companies in such areas as employment law, compensation, employee relations and Affirmative Action Planning, with the following select results: Classified 1000+ healthcare provider job titles for FLSA compliance in 90 days, finishing 90 days ahead of schedule Achieved 100% response rate on employee survey for 2,500 person casino Created AA Plan for 750-person manufacturing facility covering two locations in 60 days, finishing 30 days ahead of schedule BANNER HEALTH SYSTEM , Phoenix, AZ 2001 – 2003 Leading non-profit provider of hospital services with 25,000 employees in 7 states Affirmative Action/Equal Employment Opportunity (AA/EEO) Manager Responsible for leading and implementing AA Plans for all facilities in five states, as well as leading communication, training and education requirements for Management and Employees. Ensured recruitment, selection, promotion, and termination procedures were compliant with federal/state/local regulations, and partnered with Legal Counsel as primary point-of-contact for all OFCCP audits & EEOC charges. Sampleresults include: Developed strategies to identify/select/retain underrepresented groups in nursing, especially minority and second-career males Purchased and implemented in six months corporate-wide automated AA planning system affecting 25,000 employees in 7 states and 30 locations, cutting costs by $150K year one, and $50K/year after that Reduced corporate liability by successfully responding to two OFCCP audits in nine months BUZZEO , Scottsdale, AZ 2000 Software sales company employing a staff of 200 HRIS Manager IdentifiedandselectedateamofexpertsincludingDatabaseArchitects,SystemsAnalysts,ProgrammersandHR professionals to design a niche HRIS application for the higher education market. Results include: Completed ERP-size application design and integration within five months, six months ahead of schedule. Designed HR database that exceeded original specifications to include management of employee knowledge/skills/abilities, multiple salary structures, cafeteria benefit plans, position control, and training modules for JAVA-based and web-enabled products DANKA OFFICE IMAGING , Tempe, AZ 1999 - 2000 1,500-person copier sales and service company, acquired in 2008 by Konica Minolta Talent Acquisition Manager Managed the high volume Western Region staffing budget while overseeing internet mining, job posting website selection, non-exempt/exempt/technical position descriptions, college campus recruitment, job fairs, executive search, pre-employment drug testing, and background checks. Results include: Created innovative sourcing methods using contingency/retainer/temp agencies, reducing average time to fill vacancies from 10 weeks to 10 days Designed and implemented manual applicant tracking system using Excel CARDIOVASCULAR CONSULTANTS , Minneapolis, MN 1997 - 1999 Minnesota’s premier provider of cardiovascular medicine, with 100+ employees HR Manager Acted as a change agent and Management team member for specialized medical practice involving physician/owners, nurses and allied health professionals. Oversaw all HR functions including employee development,recruitment/selection,performancemanagement,andcompliance,whilesupervising17backoffice operations employees performing accounting, medical records, and health insurance duties. Results include: Established 401k policy feature, along with competitive pay ranges and comprehensive job titles Reduced cost of life insurance premiums Added flexible spending accounts for all employees, including dependent and medical care situations Designed and delivered TQM and teamwork workshops Implemented PC-based HRIS system, and transitioned payroll from DOS to Windows in three days Reduced performance evaluation cycle time by 200% ARIZONA GOVERNOR’S OFFICE , Phoenix, AZ 1993 - 1997 Governor’s Office for the State of Arizona, encompassing 40,000 employees Organization Effectiveness Manager (Executive Branch Appointee) Jay Canchola 2 Led the development and implementation of State government best business practices, providing metrics to demonstratewastereductionandimprovedprocesses,movingtowardamoretaxpayer-accountableculture, and updating personnel policies and procedures to ensure statute-compliance. Sample achievements include: Led team that reduced cycle time for redeployment and layoff process by 75% Designed and launched the first Arizona Quality Awards, based on the Malcolm Baldridge model, including the establishment of partnerships with over 100 leading Arizona businesses Assisted with design of first system-wide TQM training curriculum HONEYWELL, INC. , Glendale, AZ 1990 - 1993 Aerospace manufacturing leader with 2,100 employees HR Generalist Collaborated with Management to improve critical productivity metrics, fostering a strong customer service orientation by consulting effectively and independently with all levels of the organization. Administered performance management system and conducted annual salary survey & benefit assessment. Improved Management performance by measuring communication effectiveness, and developing communication systems to reach employees at all levels. Significant outcomes include: Provided leadership to gain management acceptance of Diverse Work Force initiatives, achieving 97% division awareness of Managing Diversity issues in four months Aligned functional HR goals with company financial goals, reaching 100% strategic planning participation Designed and executed job rotation program that expanded division-wide and increased productivity 5% Developed incentive-based pay system for marketing department, achieving competitive advantage Compiled annual merit forecasts and tracked merit budgets with innovative spreadsheet application, reducing cycle time for merit reviews by 50% in six weeks Led design team for employee handbook on career development and planning Created and executed global employee orientation in 30 days ARIZONA STATE UNIVERSITY , Tempe, AZ 1986 - 1990 Arizona’s largest university with 7,000 employees HR Generalist/Provost Chief of Staff –ASU West Assisted the Provost in the identification, recruitment and selection of faculty and staff for the new ASU campus located in West Phoenix. Prepared briefings for top leadership regarding issues of funding, politics and economics, and responded to and resolved classified staff issues in a very complex and committee-based environment. Sample milestone areas are as follows: Developed in-depth hiring handbook for management, improved recruiting strategy for faculty and deans, and trained managers on appropriate interview and selection methods Conducted market and statistical analyses for management studies related to employee attitudes on workplace environment especially compensation and benefits Trained department heads to improve their communications effectiveness in ambiguous situations Designed user modules for mainframe system costing over $1 million, implemented a microcomputer based tracking system for employee training, and established a 10-station office LAN in two weeks Served as Primary author of Affirmative Action (AA) Plans for 15 separate business units, creating and providing 8 hour training module for AA Planning to businesses Became ADR certified as alternative to discrimination litigation E DUCATION MBA, Northern Arizona University BA-Human Biology, Stanford University Attended Yale University Graduate School of Nursing Jay Canchola 3
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