© Harold (Trip) Reynolds. All rights reserved. All content, all work-product is original and conceived and designed by Harold (Trip) Reynolds. Absolutely no part of this document, including content produced via proprietary work-for-hire agreements with various employers or clients, may be
released, used, reproduced or distributed in any manner
whatsoever without prior written permission from the
copyright holder(s).
OBJECTIVE
OF THIS WEB SITE: In anticipation of your questions and your need to validate my skills, knowledge, and proficiencies, this is an expanded resume, which includes examples of my actual work product (documents, graphics, photos, audio, video, web content, brochures, policies, analysis, etc.). Most importantly, this expanded resume DOES NOT REPLACE THE TRADITIONAL COVER LETTER, RESUME, AND REFERENCES - which you can download by clicking here, or download other versions provided below.
TO SIMPLY OBTAIN A COPY OF MY
STANDARD RESUME AND REFERENCES, PLEASE DOWNLOAD THESE
DOCUMENTS BY CLICKING THE FOLLOWING LINKS:
|
| TO DOWNLOAD MY COVER LETTER AND RESUME ONLY, CLICK HERE. |
TO DOWNLOAD MY
COVER LETTER, RESUME, AND ABRIDGED REFERENCES,
CLICK HERE. |
| FOR AN EXECUTIVE SUMMARY, CLICK HERE. |
| TO DOWNLOAD A POWERPOINT PRESENTATION, CLICK HERE. |
OF
COURSE, PLEASE CONTACT ME FOR ADDITIONAL CLARIFICATION.
I CAN VALIDATE EVERY DIMENSION OF MY
PROFICIENCIES IN HUMAN RESOURCE MANAGEMENT.
This expanded resume is only offered to expedite the recruitment function by providing answers to questions that cannot be provided via a one-page "sampler" resume.
As you know, commercial artists, models, and
photographers "must" present their portfolio to validate their
proficiencies before potential clients and employers. Likewise, my objective with this web-based "portfolio" is to enable
potential employers to validate before hire, with examples of my actual work product, and not the "folly" of behavior-based selection assessment tools. I have the required skills, knowledge and proficiencies in all HR disciplines.
Before eliminating my candidacy, please keep in mind there’s absolutely no such thing as
over-qualified or under-qualified! The employer
simply wants the employee to "do the work" as clearly established by the essential job functions and job standards. That's the job! The employer will not permit the employee to work at the extremes of "insubordination" (engaged in too much work or unauthorized work) or "failure to perform" (doing too little work or unacceptable work).
SHRM-CP or SHRM-SCP - Regrettably, its consistently, repeatedly been my practice to clean-up major mistakes (salary inequities, chaos in employee relations, EEO claims, etc.) made by persons with such designations. For example, I conceived and installed a "Job Offer Tool," to eliminate salary inequities created by persons with SHRM designations. In summary:
(1) these "certifications" do not function as relevant between industries (manufacturing SKAs are not relevant in IT, etc.), and certifications NEVER supersede employer policy or directives from senior management;
(2) these "certifications" do not validate HR/OD proficiencies against an employer’s actual policies, procedures, essential job functions, and job standards, and therefore, are not BFOQs, and are not relevant;
(3) these "certifications" are incestuous to the exclusive benefit of SHRM as validated by the fact of the perpetual existence of the “glass ceiling,” the perpetual increase in health benefits, and SHRM’s corresponding failure as a lobbying entity; and
(4) Proudly but humbly, my subject matter expertise in HR/OD exceeds any SHRM certification.
