Jay Langdon, SPHR

Current

HR Director & Operations Manager at Focus HR, Inc.
Chief Human Resources Strategist & OD Consultant at Langdon & Associates, PLLC

Past

Human Resources Manager & EEO Officer at The Ashton Company, Inc.
Human Resources Manager at Diversified Financial Concepts
Human Resources Generalist, Dept. Head at Children's Clinics for Rehabilitative Services

COO at Sonoran Scrapbooking
Marketing Manager / Information Systems Manager at CBIZ
Integration Analyst at NAREX
HR Manager – Compensation & HRIS at Tucson Newspapers
Instructor, Graduate Teaching/Research Associate at University of Arizona
Research Assistant at AZ/NASA Space Grant Consortium
Safety & Information Services Supervisor at Multacc
Senior Clerk at Shell Oil Company

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8 more...

Education

University of Arizona
University of Arizona
El Camino College

Northrop University
Mira Costa

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2 more...

Recommended

10 people have recommended Jay

Connections

500+ connections

Industry

Human Resources

Websites

Jay Langdon, SPHR’s Summary

Organizational Development (OD) is Business Development through a variety of Human Resources practices, a broad theoretical grounding and specific applied techniques. I create detailed Programs, Policies and Procedures from broad strategic business objectives that align people with process.

Providing a healthy balance between experience and cutting edge techniques, plus an intelligent and thoughtful perspective on people and business processes to help achieve your organization's plans for success.

How you attract, retain, utilize, treat, interact and develop your employees ultimately determines your success. In short, I help companies improve their "People Processes"; hiring the 'right' people, developing creative Total Rewards (compensation and benefits) programs that don't break the bank, yet strengthen your culture and give employees what they need.

Comprehensive management activities, organizational behavioral and structural processes, interpersonal treatment, bargaining and negotiating tactics, statistical analysis, Performance Management Systems, Human Resource Information/Management Systems and many more are not just buzzwords. Each of these are tools to be used or misused. You wouldn't use a screwdriver to hammer in nails would you? For me these tools are a way of life; they help me to fulfill my passion and joy; but still they're just tools for the accomplishment of a goal - The Success of your business...

Terms that describe me well:
Highly intelligent and well educated.
Tall and happy - I'm 6'5" and love my work and help others to do the same.
Champion - There's no such thing as a problem too big or difficult to handle.
Honest - Legally, very conservative.
Fair - Listen to all, build a consensus where possible; people on the bottom of the pyramid matter; but drive the right decision.
Best Practices - Use them! Don't blame the person, seek root causes and correct them, learn from mistakes and grow.

Jay Langdon, SPHR’s Specialties:

Strategic Planning, OD/HR Program, Policy & Procedure development
Performance Management & Total Rewards - Are integrated systems, not distinct fields. Use Benefits and Incentives that work!
HRIS, Implementation - system conversions.
Management Consulting.
Legal Challenges - Don't just fight the challenges, eliminate them before they begin.
Employment Branding & Recruiting
Training & Development

Jay Langdon, SPHR’s Experience

HR Director & Operations Manager

Focus HR, Inc.

(Privately Held; Human Resources industry)

May 2009 — Present (3 months)
Chief Human Resources Strategist & OD Consultant

Langdon & Associates, PLLC

(Human Resources industry)

March 2008 — Present (1 year 5 months)

Strategic Human Resource Management Consulting and Outsourcing. Helping you with "Linking people to your Plan", maximize your business results from a people perspective.

Certified, highly educated, and experienced senior OD/HR professionals assist, advise, outsource, consult on retainer, contract per project in all areas of HR. Headquartered in Tucson, AZ but available throughout the U.S.

- Legal Compliance,
- Meeting Facilitation - Vision, Mission and Values to Strategic HR Plans.
- Compliance, Audits, Legal Concerns & Questions,
- Compensation, Benefits & Insurance,
- EEO, OFCCP, Affirmative Action Plans,
- Employment Branding, Cultural Change,
- Training & Development
- Recruiting & Retention, Applicant Tracking Systems
- Human Resource Information System (HRIS) Implementation
- Confidential Internal Audits & Surveys by an Independent Source.

- Also available for Speaking Engagements
Human Resources Manager & EEO Officer

The Ashton Company, Inc.

(Privately Held; 201-500 employees; Construction industry)

July 2007 — March 2008 (9 months)

The Ashton Company Inc. Engineers and Contractors, Heavy civil constructors.

Hiring - mostly senior/exempt positions, Terminations for those that need new opportunities elsewhere, Disciplinary Actions & coaching our supervisors on best practices, Unemployment processing and Challenges, FMLA - all activities, investigations of a wide variety, updating and revising relevant HR policies from how to hire to how to best handle a termination and everything between, Coordinate training, Working with Industry Groups like the Associated General Contractors (AGC) committees (Apprenticeship, Education, Outreach), got Finalist Status for Ashton for Tucson's Workplace Excellence Awards, Learning everything about Civil Engineering and heavy Construction, Managing a large number of contracts/staffing agencies, Local outreach to schools, promoting Construction and the Ashton experience, and so much more.
Human Resources Manager

Diversified Financial Concepts

(Privately Held; 201-500 employees; Financial Services industry)

June 2006 — February 2007 (9 months)

Responsible for managing all Human Resource functions, payroll, accounting, admin, benefits, insurance, contracts and legal compliance. Approx. 240 employees located in 24 offices in 12 states.

Recruiting and retention – Developed and published a Recruiting newsletter. Active coaching improved recruiting to ‘best level in five years’. Improved multiple advertising agreements, developed new recruiting sources and methods. Developed pre-assessment test to optimize hiring decisions.

Legal affairs – preparing responses to employees and management on contractual and compliance issues.

Strong knowledge regarding Federal and State employment laws including EEO, FMLA, ADA, ADEA, FLSA, COBRA, HIPAA, OSHA.

Changed of payroll companies to improve costs and service levels.

Benefits – Surveyed employees on benefits satisfaction, market competitiveness; made recommendations.

Reduced corporate performance review cycle time from 9+ months to 3 months.
Human Resources Generalist, Dept. Head

Children's Clinics for Rehabilitative Services

(Non-Profit; 51-200 employees; Hospital & Health Care industry)

October 2005 — June 2006 (9 months)

A Human Resources Generalist / Department head
Coordination of all Human Resource functions for a 100+ employee outpatient ambulatory care clinic.

Administration of the benefits program; dramatically increased benefits while keeping costs fixed.

Restructured the performance management system; added/consolidated job descriptions, wage adjustments.

Overhauled the Recruiting Process, reducing costs, increased applicant response rate.

Improved contract terms (fee waivers) and vendor relationship strength with numerous direct placement and temporary staffing agencies.

Worked with the CEO Selection Committee (a board of directors subset) to identify CEO candidates.

Processed Unemployment Benefits and Worker’s Compensation claims and challenges.

Senior Leadership Team – Member

HIPAA Privacy, Security & Transaction Team - Member

Authored or revised numerous employment related policies.
COO

Sonoran Scrapbooking

(Privately Held; 1-10 employees; Retail industry)

November 2004 — July 2005 (9 months)

Creation and operation of a successful retail specialty store. Financial and operational control, employment process management, marketing, merchandising and advertising.

Developed curricula and ran classes.
Marketing Manager / Information Systems Manager

CBIZ

(Public Company; 5001-10,000 employees; cbiz; Insurance industry)

2002 — October 2004 (2 years)

Developed a database of over 1,000 medical benefit plans showing comparative features to clients. Created approximately 90% of all client presentations, and numerous ad hoc analyses.

Developed and ran internship programs leading to employment of selected individuals. Managed staff and interns as needed.

Negotiated $50,000 in “seed” money for a strategic partnership with a major insurance company; coupled with a multi-tiered performance package for an E-commerce website design and construction project. Exceeded objectives passing National, Legal, Marketing and Technical reviews and moving into live production. Performed field underwriting in an efficient and exclusive manner.

Developed and integrated proprietary databases and technical operations to improve overall business efficiency, e.g., Super User (Trainer) for national client database. Maintained network of approximately 35 PCs, routine break and fix, end user training on all applications.
Integration Analyst

NAREX

(Privately Held; 51-200 employees; Financial Services industry)

2000 — 2001 (1 year)

Integrated custom financial models for the collections and recovery, and check authorization industries. Typically, this involved technical project management – investigating very detailed data analyses of client systems qualitatively and quantitatively to accurately predict debt repayment activity.

Successfully renegotiated client contract terms, mid contract, salvaging a ~$100,000 investment and $150,000 in recurring annual income.

Six Sigma – Greenbelt.
HR Manager – Compensation & HRIS

Tucson Newspapers

(Public Company; 501-1000 employees; Newspapers industry)

1999 — 2000 (1 year)

Supervised performance management systems, validated proper use of appraisal instruments, and audited job descriptions, ~600 employees.

Managed and clarified compensation and retirement policies, and collaborated on department budgets and compensation planning; developed new sales salary and commission pay grades.

Maintained and trouble shot ‘CYBORG’ Human Resource Information System (HRIS).

Produced EEOC and other management reporting, annual employee benefits statements.

Worked with Payroll team daily to improve payroll accuracy.

Committee Member – Envision 2005 (5-year strategic planning team), Diversity, Take Pride!, Y2K and Company Store teams.
Instructor, Graduate Teaching/Research Associate

University of Arizona

(Educational Institution; 10,001 or more employees; Research industry)

1996 — 1998 (2 years)

Experience leading multi-cultural groups, supervision up to ~85 reports.

Instructor in change management (Management and Organizational Behavior), strategy (capstone course Management Policies), business environments (The Legal, Political and Social Environments of Business- focusing on employment law), and statistics (Statistical Inferences in Management).
Research Assistant

AZ/NASA Space Grant Consortium

(Government Agency; 10,001 or more employees; Research industry)

1994 — 1996 (2 years)

Studied Magellan spacecraft imagery and telemetry (Simulated Aperture Radar and altimetry) – produced academic publications, scientific symposia presentations on the planet Venus; produced a computer generated "fly-over video of Venus" included in the CD-ROM, Venus II, University of Arizona Book Press.

Received the first ever second 1-year internship for the UA/NASA Space Grant Program.
Safety & Information Services Supervisor

Multacc

(Privately Held; 51-200 employees; Machinery industry)

1989 — 1993 (4 years)

Small Manufacturing (Real Estate KeySafes, aka lock boxes)- Information Services Management,

Customer Service & Call Center Supervisor
Senior Clerk

Shell Oil Company

(Public Company; 10,001 or more employees; Oil & Energy industry)

1983 — 1988 (5 years)

Purchasing and Material Control – Purchased products ranging from office supplies and mechanical parts to million dollar railroad tanker cars of petroleum additives. Total Quality Management (TQM) Certified.

Jay Langdon, SPHR’s Education

University of Arizona

M.S. , Organizational Behavior and Management Information Systems , 1996 — 1998

Activities and Societies:

• Thesis: “Improving Rejection Letters: Fairness, Expectations and Applicants’ Reactions”
• Research and Publication emphasis in Human Resource Management, Performance Management Systems, and Technology Implementation.
University of Arizona

B. S. , Human Resource Management , 1993 — 1996
El Camino College

A.S. , Business Administration , 1986 — 1991
Northrop University

Aerospace Engineering 1980 — 1981
Mira Costa

1976 — 1980

Additional Information

Jay Langdon, SPHR’s Websites:

Jay Langdon, SPHR’s Interests:

Strategic Human Resource Management, Organizational Behavior (OB), Organizational Development (OD), Mergers & Acquisitions, Downsizing & Layoffs, Performance Management, Compensation & Benefits, Recruiting, Workplace Safety, EEO and Employment Law, Space & Planetary Sciences, Think Tanks & Consulting, Research Methods, Web 2.0, Professional Networking

Jay Langdon, SPHR’s Groups:

Society for Human Resource Management of Greater Tucson – Professional Member, Society for Human Resource Management (National) – Professional Member - Arizona Dept. of Insurance - Accident/Health Producer & Life Producer - License #141581, Golden Key - Academic Honorary, Beta Gamma Sigma - Business Honorary, Alpha Gamma Sigma - Business Honorary, Sigma Iota Epsilon - Management Honorary, Tau Kappa Epsilon, LION, TopLinked.com, Dallas Blue Executives, six degrees, Construction Management, My Link 500, My Link 500, University of Arizona Alumni, LinkedHR, LIRN, Executive Search, CyberSleuth (Job Machine), LinkedIn Construction Management, Talent Acquistion Management (TAM), eOffice