RANDY M. STEDMAN
(503) 345-9456 (Cell)
Randy Stedman is W-P-G's founding principal. He has 30 years of human resources experience, including 18 years in C-level, executive committee positions with mid/large organizations. Skilled at board and elected official communications, Randy has subject matter expertise in workplace practices, workplace investigations, organizational effectiveness, change management, executive search, labor and employee relations, compensation and benefits, performance management, and implementation of HRIS systems. Randy brings added value to assignments as a labor and employment lawyer with both in-house and private practice experience.
Randy is known as a skilled strategist, exceptional negotiator, persuasive presenter, wise counselor, and a keen-eyed developer of talent. His passion is revitalization, transformation, and turnaround assignments in organizations seeking strategic contributions and operational excellence from their human resources function.
Randy has expertise across a broad array of industries, including utilities, software development and IT, retailing, business process outsourcing, professional services and financial services organizations.
RECENT SAMPLE ENGAGEMENTS
Chief Negotiator for Multiple Labor Contracts
Executive Search for Chief Human Resources Officer
Executive Coach to Chief Human Resources Officer
Executive Coach to the President of a Lumber Trading Company
Complete "Best Practices" Assessment of the Human Resources Department
Designed and Implemented a Market-Based Compensation Program
Served as Interim CHRO
Retained as an Expert Witness in Employment Law Civil Litigation
Workplace Practices Group - Portland, OR 12/2002 - PRESENT
Strategic HR consulting practice, providing workplace investigation and expert witness
testimony services, labor and employee relations consulting, EPL audits, and focused
interim executive and executive search assignments
Executive Manager – Human Resources Group (Executive Committee)
Chelan County Public Utility District - Wenatchee, WA 04/2004 - 09/2009
Electric utility with $3 billon in replacement value assets, producing 2000 average
megawatts of renewable energy.
VP Human Resources, In-House Counsel (Executive Committee)
FleetBoston Financial Corp. (Concera Corporation) - Portland, OR 01/2000 - 12/2002
BPO company with 60 government contracts in 26 states.
VP Human Resources & Legal Affairs (Executive Committee)
Copeland Lumber Yards, Inc. - Portland, OR 05/1991 - 01/2000
Building materials retailer with 75 stores in five western states.
Attorney at Law
Miller Nash LLP - Portland, OR 05/1989 - 05/1991
3rd largest law firm in Portland; representation of management in all areas of labor and
(prior experience available upon request)
J.D. – Vanderbilt University (Law Review)
M.S. – California State University, Hayward (4.0 GPA)
B.A. – California State University, Hayward (3rd Year Magna Cum Laude graduate)
Oregon State Bar Association # 893669 (Active)
Profit-Oriented HR Pro:
Managed budgets of up to $45 million for 25 years – never once over budget.
Reduced recruiting costs $1.8 million (75%) in 24 months.
Reduced the number of loss-making retail stores from 27 to 18 in a year.
Built a corporate university in a live retail store that produced 41 managers in 18 months and established store profitability for the first time in 20 years.
Increased operating profit $1.37 million using a custom-designed system for assessing and driving increased employee productivity. Provided store management and staff with success formula, training, incentive programs, reporting, and implementation coaching.
Won 60+ administrative claims of discrimination as in-house counsel; no settlements.
In private practice, won 100% of trial claims, motions, arbitrations, and NLRB hearings argued.
Reduced outside legal expense by 40%.
Managed a two-year, highly visible effort to reverse an IT union representation vote that went 55% for the union initially. After appealing and securing a new election from the Public Employee Relations Commission, prevailed in a 93% vote against union representation.
Served as executive contract negotiator in multiple labor contract negotiations.
Compensation, Benefits, and Total Rewards:
Rebuilt the compensation program, introducing innovative and highly-applauded “pool of money” and "salary recovery” programs, including flexible management planning and calibration tools.
Developed and implemented a unique, sophisticated, and user friendly “salary planner” tool for use in pay for performance companies.
Reengineered the benefits program, controlling cost increases to a 4% annual growth rate over five years without changing plan design or shifting costs to employees; negotiated $400,000 annual savings in 401(a)/457 plan fees for employees.
Ground-up benefits program rebuild to contain costs, introduce innovation, and increase perceived value. Implemented a defined contribution health plan to pre-determine employer's annual costs precisely; reallocated savings to reconfigure the 401(k) plan and take advantage of safe harbor provisions.
Consolidated multiple insurance carriers, replaced non-performing vendors, negotiated significant concessions and rate guarantees, and implemented opt out provisions.
Implemented a 401(k) plan that maintained over 86% participation, despite difficult demographics and very conservative plan design. Served as 401(k) plan administrator and investment committee chair. Integrated an acquisition's 401(k) plan after spotting defects and reforming the plan to comply with ERISA requirements.
Talent Acquisition/Executive Search:
Managed a highly successful search for a new GM (CEO) under intense public scrutiny, facilitating a 5-0 vote by an otherwise highly polarized Board of Commissioners.
Built an internal executive search firm for a software development and IT outsourcing company that eliminated 100% of outside recruiting fees within nine months and saved $800,000 annually.
Built an internal search firm for a business process outsourcer that eliminated all IT recruiting fees, saving $300,000 annually.
Built internal search firm for a retailer that paid no recruiting fees in nine years while halving the “time to fill” and maintaining an offer/interview ratio of 65%, acceptance/offer ratio of 78%, and acceptance/interview ratio of 51% over several years.
Redesigned the college recruiting program and achieved a 104% productivity increase while reducing cycle time from interview to offer by 80%.
Reduced recruiting costs in a large commercial bank from 37% over to 29% under budget, a $528,000 swing in one year; reduced cost per hire 21% and 54% in successive years.
Redesigned a mid-sized commercial banks' recruiting function and cut costs by 30% while increasing hires 88%.
Completely rebuilt a utility’s HR team, increasing talent levels in all functional HR areas through reassignment and talent acquisition. Restored HR credibility within the organization and increased HR customer service ratings in all 23 categories by an average of 23%. Reduced overall HR expense by 15% and FTEs by 20% while successfully managing a 30% increase in transaction volume.
Ground-up development of a retailer’s 13-person HR department (33 including corporate university), developing high-potential staff without HR experience into high-octane HR professionals.
Dramatically increased managers’ access to information through full-blown HRIS system, maximizing employee and manager self-service applications and deploying a robust on-line training platform. Implemented PeopleSoft 8.9 eRecruiting and ePerformance modules.
Implemented assessment center techniques for newly hired managers, halving manager turnover.
Recognized by state performance auditor for a “best of breed” performance management/compensation system.
Redefined employee relations policies and reduced turnover by over 50%, saving $2.25 million per year.
Partnered with the COO to implement a "business review" approach to performance management and incentive system designed to drive performance in decentralized operations. System included developing diagnostic metrics, proving their predictive value, and training managers in the process. Metrics later adopted as the organization's leading indicators of operating health.
Created a “Double Yes” voluntary employment separation program and a furlough program to avoid involuntary layoffs while saving $2.5 million in labor costs. Rapidly negotiated LOUs with union.
Partnered with new GM (CEO) to redesign the organization, streamline operations, provide career advancement for high performing managers, and reduce FTEs by 5% while holding annual turnover to less than 5.5%.
Championed the development and publication of comprehensive workforce analysis and implemented succession planning to address aging workforce issues. Reorganized the management team as a result, reducing the executive team by two members while increasing overall capabilities.
Cut workers' compensation claims by 49%, claims costs by 28% and premiums by 23%, saving $597,000 per year.
Cut workers’ compensation costs 49%, saving $597,000 per year.
Cut unemployment compensation claims by 34% and charges by 52%.
Conducted extensive workplace practice compliance assessments to isolate compliance gaps and designed business-friendly solutions to remedy problem areas.
Led a complete strategic business planning cycle that included suppliers, managers and employees and designed follow-on programs to weave plan components into the organization's DNA.
Led acquisition planning and integration of a $50 Million acquisition, including organizational rebranding.
Led the HR divestiture due diligence for a $100 million transaction compressed into 60 days.
Author, Evans v. Jeff D: Putting Private Attorneys General on Waiver, 41 Vanderbilt Law Review 1273 (1988).
Author, Baseball and the Antitrust Laws: An Arbitrated Impasse? (Microform Publications, U. of Oregon, 1984).
Member, OSB Committee for the Unlawful Practice of Law (Past); Board Member, WAPELRA (Past); Board of Advisors, MEP at Work (Past); Board of Trustees, Oregon National Multiple Sclerosis Society (Past).
*Workplace Practices Group limits its services to consulting activities. Although members of the Oregon State Bar Association, we are not engaged in the private practice of law. When outside legal representation is required, we are pleased to provide referrals to labor and employment attorneys appropriate to client circumstances.