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SBHRA Resumé Listing
| Contact Information |
| Name |
|
wayne eichele |
| Address |
|
3143 Breaker Drive |
| |
|
| City |
|
ventura, CA, 93003 |
| Phone |
|
8056532628 |
| Fax |
|
|
| Email |
|
weichele@sbcglobal.net |
| |
| Desired
Position |
| Title |
Director or VP |
| Location |
|
| Salary Range |
150,000-200,000 |
| Date Posted |
03/01/2010 |
| Download Resumé |
|
| |
| Resumé |
WAYNE EICHELE
3143 Breaker Dr. Ventura, CA 93003 weichele@sbcglobal.net Cell:805-754-6238 Home: 805-653-2628
SUMMARY
Global Human Resources Executive with over twenty years experience with primary focus on strategic planning, cultural shifting, employee relations, succession planning, talent management and hi-potential development. Demonstrated leadership in partnering with senior teams on strategic and tactical initiatives focused on leveraging customer relationships and attaining operational efficiencies for increased compliance, risk management, and ROI. Excellent communication and problem solving skills with the ability to forge strong cross-functional teams while coaching through influence and creating “can-do” multi-cultural environments.
Strategic Planning
Mergers & Acquisitions
Succession Planning
Cultural Integration and Shifting
Risk Management
Employee Relations
Compensation/Benefits
Continuous Process Improvement
Talent & Performance Management
Regulatory Compliance
PROFESSIONAL EXPERIENCE
DAKO, CARPINTERIA, CA 2007-2010 (A World Leader in Cancer Diagnostics with over 1,000 employees in 20 countries).
Director- Human Resources
Reporting to North America GM and CVP-HR, and part of the senior leadership team, was brought on board to add strategic HR value to Dako North America. Also responsible for creating and developing an HR organization including developing the infrastructure (i.e. policies, procedures, programs etc.) for HR.
• Drove corporate change through assessment, employee development, and organizational right sizing.
• Developed and linked a comprehensive annual HR business plan to corporate strategies.
• Established risk mitigation plans to ensure legal compliance for all HR functions.
• Initiated total quality management methodologies to streamline and ensure effecient and cost effective HR processes.
• Established risk mitigation plans to ensure legal compliance for all HR functions.
• Deployed an auditing program of benefits claims/bills, saving $100K in expenses within the first year.
• Restored trust and confidence of all employees and Corp leadership in the “new” HR department (customer satisfaction survey = 3.8 based on a 4 point scale, which is an increase from almost no value).
• Acquired approximately $18,000 in state funds to pay for Operation department training costs.
• Transitioned the Employee Health & Safety organization from being “reactive” to “proactive” which reduced number of workers comp cases from approximately ten per year to approximately three, fewer accidents & better educated managers and employees.
• Renegotiated contracts for all vendors/suppliers saving approximately $900K over 2 years.
• Won honorable mention for “Best Companies In CA To Work For” list. During three year period worked closely with leadership team to radically change the culture to improve employee engagement which included; developing a wellness program, revising holiday schedule, improved communication vehicles, developed/improved recognition programs, developed service anniversary program etc.
• Position was eliminated and moved to Denmark
ITS CORPORATION, OXNARD, CA 2001-2006 (Government contractor providing IT solutions to the Federal government, primarily to the military, employing approximately 800 employees in 30 states).
Vice President Human Resources
As a senior member of the corporate leadership team reporting to the CEO, responsible for all strategic planning and operational activities for the HR Dept.
• Participated on mergers & acquisition team which increased revenue from $50M to $100M.
WAYNE EICHELE PAGE 2
• Developed and implemented the first company succession-planning program.
• Developed comprehensive annual HR business plan in support of the corporate business plan.
• Reduced recruiting costs by 25% and reduced staffing cycle time by 15%.
• Decreased voluntary turnover by 10%.
• Implemented auditing program of all benefits claims/bills resulting in approx $100K in first year.
• Reengineered benefit plans, saving $200K the first year.
• Strategically drove change through organizational assessment, employee development & organizational “right sizing”.
• Integrated HR policies/programs for acquired companies & consolidated HR staffs, saving
approximately $400K.
• Developed & implemented first comprehensive executive comp plan aligned with Corp goals.
• Introduced total quality management principles to all HR processes which served as catalyst for company acquiring ISO 9000 certification.
• Created e-learning system for corporation.
• Company was sold.
STAR TELECOMMUNICATION COMPANY, SANTA BARBARA, CA 1999-2000
(Provided global telecommunications services to consumers, long distance carriers and multinational companies employed approximately 600 employees worldwide).
Director-Human Resources
Held this role for only a 6 month period of time, as company went bankrupt. The first three months were spent working with the leadership team to identify improvement opportunities and then develop and implement appropriate programs and procedures. The last three months were spent developing and managing the exit strategies for employees leaving the business.
AT&T, Basking Ridge, NJ 1975-1998
(Provides innovative, reliable, high quality products and services and excellent customer care and is the largest communications holding company in the world by revenue.
Region/Strategic Planning Manager 1992-1998
Provided overall direction and leadership for the delivery of Employee Relations and consulting services to 130,000employees. Operating in a fee for service environment, I had P&L responsibility for all products and services including the development, pricing, marketing and life cycle management for the entire product line.
• Managed all strategic planning aspects of employee relations/EO functions.
• Managed budget of $2.4 million and led region from zero profitability to most profitable region.
• Increased staff’s productivity from 60% to 75%, yielding $347,000 additional revenue.
• Reduced complaint resolution cycle time by 50%.
• Increased customer satisfaction of overall product line by 30%.
• Team Leader of the EO Complaint Process Quality Team.
• Determined profitability and life cycle for all products and services.
• Developed and implemented the EO/AA strategic business plan for the organization.
• Identified new customers, which generated revenue of $300,000 annually.
• Additional roles during my AT&T career include: Region Manager, Compensation; Region Manager, Management Staffing; Manager, Corp. Personnel Policies & Practices; Manager, Recruiting/Employment; Staff Manager, Marketing Operations Planning; Treasury Correspondent
EDUCATION
BA, Education
Tusculum College, Greenville, Tenn
PROFESSIONAL DEVELOPMENT
Certifications
EO/AA Certification - Cornell University
HR Certification – Rutgers University
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