Jay Stright Email & Phone Number

Scott Deport Wv And Redding Ca

Provide strategic guidance, visioning, management planning facilitation and consulting to enhance human asset performance within medium to large organizations worldwide. Also provide workshops, presentations and keynote speeches on a wide variety of human asset, technology and change management issues.

Scott Depot, Wv

Cooperitive mailings in the Valpak Blue envelope, custom solo direct direct mail and marketing consulting

Charleston, West Virginia Area

Provided in meeting support and consulting to the leadership of assigned BNI chapters to facilitate the growth and success of the chapter networking experience.

Greater Seattle Area

This role was an outgrowth of my previous job at AG Consulting. It combined my previous managment consulting role with the management of the techololgy, shared service and self service teams in the firm. It also increased the reach of the management consulting accountibilites to include ADP European operations.

San Francisco Bay Area

The position responsibilities remained the but the title and grade were revised to reflect the size and scope of the operations

San Francisco Bay Area

The new position was one of two new created to begin the transition of the firm from an implementation house to an integrated management consulting firm. Its primary focus was to provide services up front of the implementation to assist clients develop HR systems strategies, select HR systems providers and better understanding the impactions of new technology to their organization structures, process designs and the project and change management required to insure project success. A key… Show more The new position was one of two new created to begin the transition of the firm from an implementation house to an integrated management consulting firm. Its primary focus was to provide services up front of the implementation to assist clients develop HR systems strategies, select HR systems providers and better understanding the impactions of new technology to their organization structures, process designs and the project and change management required to insure project success. A key component of the position was to develop relationships with C level executives in client firms to allow involvement in the decision process with in clients above the project management level which previously had been the case in the firm. Of equal importance, but not a facet of the job description was to begin an internal culture change to embrace the new direction of the firm. The growth of the management consulting business exceeded the initial projections and provided the basis for the long term positioning of the firm as more than an implementation house. Show less

San Ramon, Ca

My pre retirement assignment provided the opportunity to influence the future of the worldwide Human Resource function across the orporation. The charter of the group was to provide internal consulting in the areas of organization design, process design, technology support, cost reduction and value enhancement in all domains of the HR function worldwide.The outcomes of the effort included: the first integrated worldwide HR planning process, deployment of a repeatable activity based costing… Show more My pre retirement assignment provided the opportunity to influence the future of the worldwide Human Resource function across the orporation. The charter of the group was to provide internal consulting in the areas of organization design, process design, technology support, cost reduction and value enhancement in all domains of the HR function worldwide.The outcomes of the effort included: the first integrated worldwide HR planning process, deployment of a repeatable activity based costing process within Chevron which was then adopted by all the major oil firms to provide accurate HR costing data for internal and cross company comparisons, deployment of a management feedback process to validate the contribution the function made to the firm and track it over time, deployment of a road map to migrate the function to shared services worldwide and numerous research papers to provide education to prepare the function for additional transformation over time. Show less

San Francisco Bay Area

At the time of the merger with Gulf Oil Chevron management discovered and liked the HR system utilized by Gulf and the plans then under way by Gulf to upgrade the system to more modern technology. One of the recommendations of the merger executive team was to adopt the Gulf direction for HR systems. To move the objective into action a new organization was formed to first install the Gulf system into Chevron and then undertake a study to develop a strategy for HR systems worldwide for Chevron… Show more At the time of the merger with Gulf Oil Chevron management discovered and liked the HR system utilized by Gulf and the plans then under way by Gulf to upgrade the system to more modern technology. One of the recommendations of the merger executive team was to adopt the Gulf direction for HR systems. To move the objective into action a new organization was formed to first install the Gulf system into Chevron and then undertake a study to develop a strategy for HR systems worldwide for Chevron, gain internal support for that effort and then develop and deploy the management approved plan.A multi year plan was developed and then implemented. It consolidated over 250 separate systems into an integrated worldwide HR system which, for the first time in Chevron, allowed management to begin to effectively manage and develop their human assets. The project proceeded along the original timeline and on budget. The chairman of the corporation commented that it was the first time in the firm’s history that a major technology project was delivered on time and on budget. As a side benefit of the project the majority of all scale based HR processes were consolidated into the Employee Systems organization which increased effectiveness of the support provided and radically lowered the cost of providing those services. Show less

Houston, Texas Area

This promotion was received after the reorganization of Gulf’s HR function. It was originally designed to provide a sharper focus to the non college professional hiring and internal placement of management across the firm. However, when the acquisition by Chevron occurred the position was shifted to become the focal point for the selection and migration of Gulf employees to the combined organization and the transition of surplus human assets to jobs outside Chevron.The selection issue… Show more This promotion was received after the reorganization of Gulf’s HR function. It was originally designed to provide a sharper focus to the non college professional hiring and internal placement of management across the firm. However, when the acquisition by Chevron occurred the position was shifted to become the focal point for the selection and migration of Gulf employees to the combined organization and the transition of surplus human assets to jobs outside Chevron.The selection issue caused the creation of several new processes to involve a wide range of management into the selection for each position and to expedite the transfer of data provide the selection teams with the information required to make their determinations. The processes allowed the firm to move through the selection for new positions with efficiency and effectiveness which resulted in management being very pleased with the support provided.The transition of surplus employees issue resulted in a national program of integrated support for all impacted employees from hourly plant workers through top level executives. A new process of assigning the amount of support an individual received was based on need not job classification. Several of the processes developed were later licensed to outplacement firms and have become the standard for how large organizations handle significant downsizing situations.The achievements during this assignment resulting in the awarding in June 1985 of the first Chevron Chairman’s recognition bonus to a previous Gulf employee. Show less

Greater Pittsburgh Area

This position was created at the corporate headquarters to increase the effectiveness of the on campus recruiting programs and to develop a strategy for positioning the firm as a potential employer earlier in a student’s time at the schools. The three key challenges assigned were 1) have Gulf Oil be the top ranked employer at our key schools and 2) increase the effectiveness of our on campus recruiters and 3) reduce the amount of spending of the effort by 40%.The first step in attacking the… Show more This position was created at the corporate headquarters to increase the effectiveness of the on campus recruiting programs and to develop a strategy for positioning the firm as a potential employer earlier in a student’s time at the schools. The three key challenges assigned were 1) have Gulf Oil be the top ranked employer at our key schools and 2) increase the effectiveness of our on campus recruiters and 3) reduce the amount of spending of the effort by 40%.The first step in attacking the challenges was to segment our customer groups. To accomplish that we conducted internal and external market research to validate if we knew what our customers wanted. This allowed us to sharpen both our internal and external messaging to better align our efforts with the needs. An example of this was we learned that our target students thought of us as “old and stodgy”. We reacted to this by changing the demographic of our on campus recruiters to be younger and radically changed our advertising to make it appeal to the target audience.We reduced the number of on campus recruiters by 65% then upgraded their training to achieve a more consistent evaluation of candidates and to present the same targeted message in all interviews. During the second year we significantly reduced the number of schools with on campus interviews which then allowed the allocation of resources beyond the recruiting visits to develop on campus relationships with key facility and student groups.After each season we repeated the market research. The first time we conducted the study we were mid pack when ranked among major oils. The second year we were ranked second only to Exxon and the third year we were top ranked at all our target schools, achieved national recognition for many of our programs and acheived the goal by reducing the total on campus recruiting budget by over 45%. Show less

Huntington, West Virginia Area

This position was responsible for profit for the Gulf Oil retail and distributor operations in Southern West Virginia. During my time in this position I achieved a rating of top three in profit results out of twenty five other districts.

Greater Pittsburgh Area

In this role I was responsible for capital maintenance and new facility design for western Pennsylvania. I was recognized for my on time on budget record for my projects.

Atoona & Johnstown

In this role I responsible for maintenance of the retail and wholesale client petroleum installations, the operation of two pipeline terminals and the operation of nine transport trucks. In second year the Altoona plant was selected and terminal of the year for the Eastern Region of Gulf Oil.

Mba, Marketing

Bs, Education