Hello!

My industry is human resources. As a consummate HR pro I've successfully supported subordinate industries that benefit from expert management of human capital, which includes: aerospace, public education, financial services, health care, gaming, IT, retail, manufacturing, municipal government, property/casualty insurance, broadcasting, and media relations.

LET'S TALK SHOP! Experience? “Experience” is not evidence of “demonstrated performance,” and likewise, a college degree, and SHRM certifications are not evidence of subject matter expertise actually doing the work in compliance with the posted essential job function and the established job standards! A truly competitive recruitment and selection process actually measures and validates a candidate’s skills, knowledge, and demonstrated proficiencies “performing” the posted essential job functions in compliance with the established job standards - before hire! If the candidate can’t do the job, then “experience” means absolutely nothing!

I’ve successfully directed all human capital operations with multiple stakeholders across extremely diverse public/private sector, profit/non-profit, union/non-union, multi-site/multi-state, and international environments; which includes aerospace, public education, financial services, health care, gaming, IT, retail, manufacturing, municipal government, property/casualty insurance, broadcasting, public/media relations, and HR consulting. So what! In the absence of an objective assessment of “actual work-related performance,” employers have absolutely no evidence, no proof another candidate can outperform me in any capacity, or that another candidate holds greater subject matter expertise.

The jobs I performed at previous employers do not mirror the exact job and strategic business objectives to be performed and accomplished at my future employer. Most respectfully, the greater value of my candidacy is not based on the “glory of past achievements,” and proudly and humbly, this expanded resume literally provides hundreds and hundreds of examples of achievements specific to all HR disciplines. More importantly, my greater value is "demonstrating" how I can and will achieve YOUR current and future "proprietary" strategic business objectives. Incompetence is easily hidden in the past, but not in “real time.”

• Given your concerns about the perpetual increase in health care expenses, shouldn't your "ideal" candidate at least mirror my commitment to health and fitness (http://www.reynos.com/Resume/Track/awards.htm), and the fact that I've NEVER used a sick day or filed a health claim with any employer?

• Given your concerns about showcasing a positive community image, shouldn't your "ideal" candidate mirror my commitment to being a great corporate citizen (http://www.reynos.com/bio.htm#Fund)?

This expanded online resume provides robust examples of my “past and present” actual work product. More importantly, if you want to discover how I will specifically propel “future” strategic business unit success, contact me with a specific challenge you're actually facing and I'll promptly respond with a viable, cost efficient action plan. Without a work-related assessment to discover if a candidate can successfully perform your current and projected needs, how can you be sure you've hired an "ideal" candidate?

The best way, and the most accurate way to "brand" my candidacy, is without any false bravado, just the facts:

FACTS ABOUT MY CANDIDACY - AN OVERVIEW

I've consistently performed as the "key" player in guiding senior management on how to identify and convert inefficiencies and inequities in line operations into efficient or new revenue streams. Here's a more thorough overview of some key advantages of and what can you expect from my candidacy:

1. Extensive experience directing/managing all aspects of position management: evaluated over 7,000 jobs, wrote over 7,200 job descriptions, conducted over 3,500 job audits, created over 2,500 salary schedules, established job standards and reviewed performance appraisals for over 443,810 employees, created and/or recruited for over 50,000 jobs in private/public sector, profit/non-profit, union/non-union and multi-site/multi-state and international environments, which includes aerospace, public education (K-12), finance, health care, gaming, IT, retail, manufacturing, municipal government, property/casualty insurance and HR consulting. The average employee population I've serviced is 9,611, and has ranged from less than 100 to over 60,000. Plus, I've designed, managed and disseminated all communications (recruitment advertising, employment policies, brochures, manuals, web site, etc.) associated with each HR discipline. Without regard to the industry, my candidacy represents a tremendously diverse reservoir of knowledge about work and OD, and I'm accustomed to working productively and successfully within highly charged, deadline-oriented, extremely dynamic environments:

• Omaha's most successful and most diverse cable-based community access television station;
• the world's leading producer of navigation charts and related services for aviation, marine and rail;
• one of the largest (46th) public school districts in the United States;
• the #1 respiratory medical research center in the United States;
• the nation's eighth largest municipal government [during my employment with the City of Dallas, it held the longest continuous Aaa rating from Moody's (since 1973) and AAA from Standard & Poor's (since 1978) of cities with populations of more than 400,000];
• the second and twelfth largest property/casualty insurance companies in the United States.

2. Extensive experience managing Employee/Labor Relations: includes writing original or revising existing polices, administrative directives, disciplinary letters, procedures, protocols, and responding to EEO claims, JCAHO (health care) policy, diversity management (AA/EEO/ADA in EEO-1, EEO-4 and EEO-5 environments), VETS-100 and all related report writing (deferred comp, Form 5500, OFCCP, etc.). I'm accustomed to developing consensus on diverse issues through team-building.

3. Subject matter expertise in analysis and design of health benefits management and delivery systems, and deferred compensation: [401(k) and 457 plans], and self-funded health care plans, with an emphasis in cost containment. Negotiated and managed all health benefits; reduced expenses by 50%; validated a 68% drop in health claims by health promotion program members vs. a 79% increase in health claims by non-members. Designed a proprietary health benefits delivery system that reduces both employer and employee health care costs by 25% within twelve months of implementing my proprietary health benefit matrix, and produces another 25% reduction with 18 months, and continues producing on-going savings - with absolutely no reduction in the quantity or quality of health benefit services - and I can prove it!

4. Guru-level expertise in all dimensions of job design and position management: Includes but is not limited to organizational development/change management, job evaluation (Hay, FES, ranking, slotting, forced distribution, cluster, job pricing, etc.), salary surveys (local, regional, national, international), equity analysis, executive compensation, sales incentive plan design, legal compliance (FLSA, etc.), and pay for performance systems. For an example of how I use my expertise in position management to identify inefficiencies in sales and marketing operations at Boeing/Jeppesen, read my analysis involving customer and actor Harrison Ford.

5. Guru-level expertise directing/managing all aspects of employee compensation: Programs ranging from less than $1 million to $507 million in salary expenditures, while consistently approaching HR as an enterprise function, with a competitive desire for achievement. Designed an original compensation strategy that (1) increased employee pay, (2) placed employees in a much more competitive position in the market, (3) had $0 cost of implementation, (4) eliminated the salary cap for 48% of employees who had reached their salary grade ceilings, and (5) upon implementation, saved the employer more than $7.5 million dollars over a period of five years! Notably, I hold subject matter expertise managing HRIS (ADP, Lawson, JDEdwards, Microsoft's Great Plains, etc.) to achieve data management objectives!

6. Robust subject matter expertise in AA/EEO/ADA/Diversity, Equity and Inclusion (DEI): Given concerns on allegations of pay-based discrimination, I've never lost any decisions to the EEOC (having personally handled just under two dozen). Notably, I achieved this accomplishment without the use of legal counsel. [Sample EEO decisions are available upon request.] I've won 100% of all unemployment claims resulting from involuntary terminations I've directly initiated, and won 90% of all other unemployment claims! I've developed/maintained a Foreign Language Directory of over 100 languages. Plus, I personally produced, directed, and broadcast more original, Omaha-based programming for Black, African, Latino, Native American, Asian, and other ethnic groups than all metro-Omaha stations combined!

7. Robust management of recruitment and selection: Designed selection assessment instruments in compliance with the Uniform Guidelines on Employee Selection; managed an annual applicant volume of 4,000 plus 100 placements via a temporary employment pool (profit and non-profit); recruited national and internationally, placed foreign nationals and managed J1, H1 Visa, (I have an active and current U.S. Passport), managed corporate relocation program; and conducted targeted AA/EEO/ADA/Diversity recruitment, and without the perils and folly of behavior-based recruitment and selection.

8. A career anchored in successful Team Building: Coalesced staff and management to build teams and achieve strategic business unit objectives:

a. working across departmental boundaries;
b. recruitment-based team building;
c. organizational development team building;
d. bargaining unit team building;
e. employee handbook and policy development team building;
f. health benefits and wellness program team building;
g. fund raising and community involvement team building; and
h. employee leadership team building.

Yes, I've: written and/or revised dozens of employee handbooks; written and/or revised hundreds of compensation and benefits polices; introduced original job evaluation tools and created new job description formats; completed thousands of major salary surveys; managed and conducted job audits for over 200 an aerospace, public education (K-12), finance, health care, gaming, IT, retail, manufacturing, municipal government, and property/casualty insurance environments. Yes, I've: identified salary inequities in acute nursing; analyzed and restructured corporate-wide IT functions in every environment where I've worked; managed and conducted job audits for over 200 positions in less than two-(2) months; designed and installed an intranet web site for subsidiary compensation services (Jeppesen) that's 8 times more efficient than a similar site managed by the parent corporation (Boeing); compiled and validated merit ratings, merit increases, and bonuses for over 1,400 employees; wrote and implemented Sales Incentive Plans for both U.S. domestic and international sales staff; identified major deficiencies in corporate-wide sales and marketing strategies; wrote a white-paper to prompt the evolution of product management and sales practices, and the reengineering of related compensation; and created new career series for product managers, program managers, human resource generalists, and contract administrator positions. Yes, I'm particularly accustomed to providing HR consulting services to senior executives on organizational development, compensation, health benefits, employee relations, recruitment, and job design.

You will find me to be one of the most energetic people you'll ever meet, and I consistently approach my work effort in the same fashion - with vitality, fun, and a competitive desire to smartly produce work of the absolute best quality imaginable, in the shortest amount of time, with the lowest possible cost impact. This is how I work, how I manage and motivate my staff to perform, and how I build successful relationships with anyone I encounter, both professionally and personally! I'm known for being a very smart, resourceful and consistently high performing "key" player in guiding senior management on HR and organizational development! Equally important, you'll also find me to be a very self-motivated individual who manages in reference to "big picture" while also maintaining a keen attention to detail, and a commitment to success. Proudly but humbly, you should hire me because . . .

"Employers do not achieve and exceed strategic business objectives by hiring mediocrity!™
Trip Reynolds

I'm available for an interview at your earliest convenience. I can handle my own relocation expenses. Please give my candidacy your highest consideration.

Have a great day!

Trip Reynolds