Resume of Trip Reynolds (DOWNLOAD)

Subject Matter Expertise (SME) - Compensation / Position & Change Management & Job Evaluation / Recruitment & Selection (local, regional, national & international) / Training and Organizational Development Employee & Labor Relations / Health Benefits Managed Care, Wellness & Cost Containment / Employee Assistance Programs Deferred Compensation / TQM / HRIS Employee Communications (print & Internet) / Diversity Management (AA/EEO/ADA) / Ethics

Environments - Private & public sector / Profit & Non-profit / Union & Non-union / Multi-site, Multi-state & International / Average employee population serviced is 9,611 and has ranged from less than 100 to over 60,000

Industries - Broadcasting / Aerospace / Public Education / Finance / Healthcare / Gaming / Manufacturing / Municipal Government / IT / Retail / Property & Casualty Insurance / Human Resource Consulting / Media Relations

FACTS ABOUT MY CANDIDACY - AN OVERVIEW

HR and Media Relations Management Consultant; Reynos Consulting; P. O. Box 540862; Omaha, Nebraska 68154
July 2013 to Present
Provide professional consulting services involving human resources and organizational development, compensation, health benefits, media relations, and project management. Provide consulting services to publishing, broadcasting, health care, aerospace, IT, financial services, gaming, municipal government, K-12 public education, manufacturing, retail, and import/export industries. Designed and reconciled compensation strategies for retail sales operations that aligned with business unit objectives and strategies. Guide HR management as in-house counsel on performance management, document retention, report writing, data analytics, bargaining unit analysis and labor relations, linkage of proprietary legal applications with HRIS, employee relations, ethics, recruitment and selection (plus retained search), and AA/ADA/EEO. Counseled senior management in organizational development, compensation, benefits, change management (CM), equity/stock analysis, training, employee/labor , and media relations. Won all EEO claims; wrote policies/employee handbook/rules. Consistently function as the “go-to” person for all aspects of employee and/or employer project management and organizational development, including: information technology, project implementation, sales, strategic CRM services and solutions, and "best practices" in professional services management. Established Work-for-hire (WFH) engagements including remote work of variable durations, typically lasting 3, 6, and 12 months. NOTE: As defined by Non-Disclosure Agreements (NDA), client identity and related information is not available.

President/CEO/General Manager; Community Telecast, Inc. (CTI22); Omaha, Nebraska 68111
December 2007 to June 2013 [End of Community Access Broadcast Operations]
Direct all business operations 24/7/365, including human resources and fund raising [501 (c)(3)], through a constant, accurate reconciliation of expenses, revenue streams, facility management, and staff productivity. Doubled CTI22's budget in less than 7 months; increased revenue streams; installed new broadcast technologies; increased CTI22's market share for community access broadcasting from the national norm of less than 5% to range from 13% to 26% of Cox subscribers; increased broadcast program hours; and increased operating budget ultimately by more than 200%! Collected on outstanding account receivables and brought all accounts current; and developed new relationships with the Native American and the Asian community. Broadcast the achievements of and programs of interest for the greater Omaha community, including businesses, elected officials, culture / ethics, civic groups, ethnic groups, and non-profits. CTI22 was the only broadcast entity in Omaha and in the United States to regularly produce and broadcast weekly “prime time” content independently anchored by a White woman, Latina woman, Black woman, Asian Woman, and a Native American woman, and independently anchored by a White man, Latina man, Black man, Asian man, and a Native American man.

Manager of Human Resources; Fremont Area Medical Center; Fremont, Nebraska 68025
November 2006 to November 2007 [Temporary Employment]

Direct management of compensation, data analytics, health benefits, employment, employee/labor relations, and other HR disciplines for a 252 bed acute care and long-term care medical center.  Updated an inequitably designed and poorly managed legacy comp and benefit programs. Identified significant salary inequities in acute nursing.  Updated the Employee Handbook and Compensation Policy, updated all job descriptions and salary schedules; conducted recruitment and selection, and ensured compliance to Joint Commission.  Designed and installed an HR intranet web site. Implemented cultural change to standards-based performance management, benefits management, and a proprietary point-factor job evaluation system.  Directly managed 2 FLSA exempt Human Resource Generalists, and 2 FLSA non-exempt HR Specialists.

Program Manager, Compensation; Boeing / Jeppesen; Englewood, Co. 80112
April 2004 to July 2006 [Reduction-In-Force]
Primary consultant to senior management for all compensation matters including research, validation, methodology, and philosophy. Introduced job design and evaluation. Produced original salary schedules for management, non-management, and IT. Consultant to management on equitable application of compensation strategies for department-driven multi-site domestic and international locations. Lead assessment and conversion from proprietary in-house HR job systems to alignment with Boeing's (parent company) Salaried Job Classification System. Created JeppJobs.com, an intranet inventory of all company jobs descriptions, salary schedules, and related data analytics. Designed and installed an intranet web site for subsidiary compensation services (Jeppesen) 8 times faster/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; identified major deficiencies in corporate-wide sales and marketing strategies; wrote and implemented Sales Incentive Plans for both U.S. domestic and international sales staff; Established market competitiveness and internal position equity for an $80 million compensation program for 2,000+ employees. Worked in conjunction with in-house counsel on additions-to-staff, AA/EEO, ethics, mergers and acquisitions, and corporate-wide contract compliance to standards for protection of intellectual property with an emphasis on positions engaged in sales and marketing. Designed and implemented an original salary schedule/job description intranet for the HR department, management and staff. Wrote and implemented Sales Compensation and Incentive Plans for both U.S. domestic and international aviation and marine sales staff. Aligned sales compensation to Business Requirements, IT Development Requirements, plus coordination with sales, customer service and product managers, and budgetary compliance with corporate Finance. Wrote a white-paper to prompt the evolution of product management and sales practices, and the reengineering of related compensation.

Program Director, Compensation; Denver Public Schools; Denver, Co. 80203
May 1997 to June 2003 [Reduction-In-Force]
Counseled executive management and staff, conducted training, and interpreted laws and corresponding policies and procedures on compensation, employment, FLSA, and related HR issues. Conducted original presentations on compensation before the Board of Education. Compared agreements, and developed and communicated compensation strategies to 9 employee bargaining units, and established equity within and between bargaining units. Compiled EEO-5 data. Contained an employee class action by producing an original recommendation, which equitably considered the interests of all parties. Designed an original compensation structure that increased employee pay, eliminated the salary cap for 48% of employees who had reached their salary grade ceilings, improved market competitiveness, and saved nearly $7.5 million in salary expenditures with $0 cost of implementation. Consolidated forty-two (42) separate salary schedules into one (1) salary schedule with no cost impact. Successfully managed $350 million compensation program/17,500 employees. Produced over 700 position classifications (job descriptions and postings) and designed and managed corresponding salary structures. Worked with Hay, DeLoitte, A. Anderson and other major consulting firms and, most importantly, cleaned-up their mistakes! Worked in conjunction with in-house legal counsel on position hierarchy, additions-to-staff, salary placement, ethics, and alignment of positions to legislative oversight. Wrote RFP for HRIS services, counseled senior management and lead conversion from proprietary in-house HRIS system to Lawson. Produced $12,000 savings in recruitment advertising expenditures with no reduction in services. Designed compensation plans and strategies that achieved recruitment goals for the attraction of retail sales staff for paraprofessional, food services, call center, and skilled trades positions. Created the HR Department Intranet, with an inventory of all DPS jobs openings, job descriptions, salary schedules and related data. Revised employee handbook.

Vice President of Human Resources; Denver Municipal Federal Credit Union; Denver, Co. 80204
April 1995 to May 1997 [Career Advancement]
Successfully directed all HR disciplines, including compensation, benefits, recruitment/selection, training, workers comp, unemployment comp, employee relations, organizational development, facility management including construction services and related lead abatement; CM, etc. Won all EEO claims; wrote AA plans, administrative policies/employee handbook/rules. Worked in conjunction with retained legal counsel on non-disclosure agreements and criminal prosecutions. Directed HR services to support increased asset growth from $50 million to over $100 million is less than 2 years! Designed compensation plans and strategies that achieved recruitment goals for the attraction of retail sales staff for teller positions, call center, and related strategies for cross-promotion of member services/sales. Won 100% of all unemployment claims resulting from involuntary terminations I've directly initiated, and 90% of all other claims! Reduced benefit expenses by 50%! Successfully managed $1.5 million compensation program/50 employees, change management, training and development. Lead and coalesced peer credit unions by pioneering multiple employer "group" ads to recruit financial services employees! Directly managed 1 FLSA exempt Training Specialist.

Manager of Employment, Compensation, and Employee Relations; National Jewish Medical Research Center; Denver, Co. 80206
January 1992 to July 1995 [Reduction-In-Force]
Won all EEO claims; managed AA/EEO/ADA and ER; wrote five AA plans (recognized as exemplary by the EVP/COO), administrative policies, and employee handbook/rules. Guided retained legal counsel on HR responses to immigration issues, ADA compliance, and criminal prosecutions. Counseled executive management and staff, conducted training, and interpreted laws and corresponding policies and procedures on compensation, AA/EEO/ADA, employment, FLSA, and related HR issues. Managed employee/labor relations and diversity programs. Responded to employee grievances. Responded to OSHA complaints. Responded to JCAHO reporting requirements. Responded to EEOC investigations, defended EEOC claims without litigation, and never lost a decision! Wrote ADA policy, Bloodborne Pathogen policy, and other policies. Won 100% of all unemployment claims resulting from involuntary terminations I've directly initiated, and 90% of all other claims! Reported EEO-1, VETS-100, and successfully complied with and completed a conciliation agreement with the OFCCP. Successfully managed $60 million compensation program/1,500 employees, including training, job evaluation, salary surveys, position classification and CM. Created fund-raising positions and updated related (sales) compensation plans (employer lead all metro area non-profits on fund-raising goal achievement). Wrote RFP for HRIS services, and lead conversion from proprietary in-house HRIS system to JDEdwards. Managed recruitment (3,000 candidates annually), including foreign nationals (J1, H1 Visa, etc.), and managed bulk space recruitment advertising contracts, and placed local, regional, national and international ads, plus radio and TV spots. Screened, interviewed, and selected candidates. Managed background checks through NCIC, CBI and other sources. Wrote RFPs and managed staff in supervision of contracts for temporary help services (Kelly, Snelling, Volt, Talent Tree, etc.). Produced over 500 position classifications, and designed and managed corresponding salary structures. Managed reduction-in-force (RIF). Ensured compliance to Joint Commission. Chaired United Way campaign for two consecutive years of record level contributions and lead all Denver hospitals in employee participation. Directly managed 1 FLSA exempt Compensation Specialist, and 2 FLSA non-exempt HR Specialists.

Manager, Personnel Programs; City of Dallas; Dallas, Tx. 75201
December 1982 to November 1991 [Relocation to Colorado for Marriage]
Successfully managed $507 million compensation program, including position hierarchy, for all 17,500 FLSA exempt and non-exempt staff, executive and non-executive, from groundskeeping to attorneys, all EEO-4 levels. Conducted proprietary salary surveys. Identified and eliminated compensation inequities. Managed installation of new compensation system, including interface with consulting services. Worked with and cleaned-up mistakes made by Hay, DeLoitte, A. Anderson and other major consulting firms. Counseled management on 3 point-factor job evaluation systems. Researched, developed and implemented a new point-factor job evaluation plan. Conceived and implemented an original computerized Job Evaluation Analysis Program (JEAP). Directed change management, O.D., CM, and total compensation through thousands of departmental reorganizations and position classifications, including RIFs. Designed salary schedules, job postings, position hierarchy, workflow, etc. Designed, developed, managed and assessed performance based merit systems. Produced over 1,500 position classifications, and designed and managed corresponding salary structures. Developed and communicated compensation strategies to employees and non-unionized bargaining groups. Managed HRIS and related proprietary IT systems. Managed validation of selection instruments. Managed the development of selection procedures, assessment centers and requirements for all classifications, including compliance with the Uniform Guidelines on Employee Selection. Created, implemented and managed personnel rules (including civil service) in compliance with local, state and federal laws, rules and regulations. Successfully maintained union avoidance. Successfully averted EEO claims and class action initiatives; wrote administrative policies/employee handbook/rules. Counseled executive management and staff, conducted training, and interpreted laws and corresponding policies and procedures on compensation, employment, FLSA and related HR issues. Wrote and co-established TQM program. Managed and lead the research and development of health benefit cost containment, including on-going analysis [ICD claims] of health benefit expenses ($49.5 million). Proposed and implemented strategies to realize a containment, reduction or elimination of health benefit expenses. Pioneered a wellness program through Dr. Kenneth Cooper's Institute for Aerobics Research. Increased health promotion program membership by 23% in less than six months, and achieved a 68% drop in health claims by health promotion program members vs. a 79% increase in health claims by non-members. Negotiated and managed health benefits, wellness program and all related facility management; reduced targeted expenses by 50%. Negotiated for health promotion services. Planned and marketed a variety of health education and promotion programs to employees. Conducted seminars and presentations for management and staff on a variety of health, fitness and benefit issues. Managed EAP, Bus Pass Program; Van Pool program; and deferred comp [401(k) and 457]. Directly managed 4 FLSA exempt supervisors, 8 FLSA exempt Personnel Specialists, and 3 non-exempt HR Specialists.

Note: Successful HR experience also includes property/casualty insurance (Allstate Insurance and Kemper Insurance).

Education:
Juris Doctor (J.D.) – Completion pending.
MBA - Completed graduate hours toward degree. Northern Illinois University; DeKalb, Illinois
BA - Ottawa University; Ottawa, Kansas, Academic Honors, FCC Certificate
AA - Garden City Community Junior College; Garden City, Kansas, Academic Honors
High School Diploma - Wichita Heights High School; Wichita, Kansas

Plus, numerous professional seminars on a variety of HR issues with an emphasis on compensation, benefits, employment law, and employee relations. Computer skills: J.D.Edwards (HR Certification), Lawson (HR Certification), Great Plains, ADP, Kronos, and other proprietary HRIS via AS/400 and HP900 and other platforms, ADP Payroll (DOS and Windows); Windows 3.1/95/98/00/NT/XP/Vista/10,11; Macintosh OS 6.0 through 10.xx; Microsoft Works and Microsoft Office; WordPerfect; PageMaker; PhotoShop; AppleWorks; and Internet and HTML software including DreamWeaver, Flash, FireWorks, HomePage and more. FEMA Emergency Management Institute Certifications IS-00100, IS-00200, and IS-00700. PowerPoint Presentation (Download)

Personal:
Health/Excellent - I've never used a sick day or filed a health claim with any employer! Masters Mile PR: 4:35 (1991) Masters 200 meter PR: 23.5 (1997); Former President, Denver Track Club; Member, Colorado Masters Track & Field Club [http://cmtf-club.org]; USA Track and Field Champion in various events (100 meters, 200 meters, 400 meters and 1,500 meters) over the past three decades in Kansas, Illinois, Texas, Nebraska, Colorado, and Utah! Volunteer as EVP/General Manager and Webmaster for Community Telecast, Inc. Channel 22 [http://www.communitytelecast.com]; LinkedIn http://www.linkedin.com/pub/harold-trip-reynolds/4/5b/801

Relocation:
I can handle my own relocation expenses.