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Workplace Practices Group
Workplace Practice Group LLC


(503) 345-9456 (Cell)


Randy Stedman is W-P-G's founding principal.  He is known as a skilled strategist, exceptional negotiator, persuasive witness and presenter, wise counselor, and a keen-eyed developer of talent.  Randy has expertise across a broad array of industries, including utilities, public transit, software development and IT, retailing, business process outsourcing, higher education, professional services, and financial services organizations.

Randy has nearly 40 years of public and private sector human resources, labor relations, and legal experience, including 25 years in C-level, executive committee positions with mid/large organizations.  He is skilled at board and elected official communications and has subject matter expertise in human resources, labor relations, workplace practices, workplace investigations, executive search, compensation and benefits, change management, and strategic planning.  Randy brings added value to consulting assignments as a labor and employment lawyer with both in-house and private practice experience.


  • Expert witness in employment civil litigation
  • Chief contract negotiator and negotiation strategy
  • Executive search for HR, labor relations, and law of work positions
  • Pay equity implementation & market-based compensation
  • Best practice assessments and performance audits
  • Interim Executive Assignments



Founding Principal                                                                                                                          11/2018 - PRESENT

Workplace Practices Group – Oregon City, OR
Consulting practice serving public and private employers, law firms, associations, and non-profit clients throughout the northwest regarding workplace practices, labor relations, expert witness testimony, workplace investigations, executive search, and compensation systems.

Executive Director, Labor Relations & Human Resources                                                       11/2011 – 11/2018

TriMet (Executive Committee) Portland, OR
9th largest public transit district in the United States with 3,000 employees

Founding Principal                                                                                                                           12/2002 – 11/2011

Workplace Practices Group – Portland, OR
Consulting practice serving public and private employers, law firms, associations, and non-profit clients throughout the northwest regarding workplace practices, labor relations, expert witness testimony, workplace investigations, executive search, and compensation systems.

Executive Manager, Human Resources Group (Executive Committee)                          04/2004 - 08/2009

Chelan County Public Utility District – Wenatchee, WA
Electric utility with $3 billon in replacement value assets and generation of 2,000 average megawatts of renewable energy.  Reported to CEO (GM).

Vice President, Human Resources & In-House Counsel (Executive Committee)               01/2000 - 12/2002
Concera Corporation (FleetBoston Financial Corp.) – Portland, OR
Business process outsourcing for state and local government benefit programs nationwide.  Reported to President.

Vice President, Human Resources & Legal Affairs (Executive Committee)                         05/1991 - 01/2000
Copeland Lumber Yards, Inc. – Portland, OR
Pro-oriented building materials retailer with 85 locations in five western states.  Reported to CEO.

Attorney at Law                                                                                                                               05/1989 - 05/1991

Miller Nash LLP –- Portland, OR
Large Portland law firm; representation of management in all areas of labor and employment law.

Law School                                                                                                                                        07/1986 - 05/1989
Vanderbilt University School of Law – Nashville, TN
Associate Editor, Vanderbilt Law Review.  Associate Justice, Moot Court Board.  National Moot Court Team (national finals; “Best Brief,” regionals). Johnson & Swanson Appellate Advocacy Scholarship.  VBA Scholarship for “Outstanding Contributions.” American Jurisprudence Awards for Legal Writing

and Law & Morals.

Senior Vice President & Director, Human Resources                                                               11/1981 – 7/1986
Vice President, Recruiting
Texas Commerce Bancshares (JPMorgan Chase) – Houston and Austin, TX
Large regional commercial bank.  Reported to Vice Chairman.

Manager, Corporate Relations                                                                                                      12/1977 - 11/1981

Manager, Corporate Recruiting
Systematics, Inc. (Alltel Financial Information Services) – Little Rock, AR
IT sales, service and software development for commercial banks; nationwide operations.  Reported to VP Human Resources.

Executive Search Consultant
Personnel Resource Corporation – Los Angeles/San Francisco, CA                                       12/1975 - 12/1977
Executive search for information technology positions, primarily for retail and banking clients.  Reported to President.



J.D. – Vanderbilt University (Law Review)

M.S. – California State University, Hayward (4.0 GPA)

B.A. – California State University, Hayward (Magna Cum Laude, 3rd year graduate)

Oregon State Bar Association # 893669 (Active)


Expert Witness

  • Served as an expert witness in multiple civil litigation matters involving labor and employment law and workplace practices.  In one federal court case, senior plaintiff’s counsel observed W-P-G’s expert report represented the most persuasive work product that attorney had every reviewed.  In addition, Randy Stedman also has served as a fact witness in dozens of civil and administrative trials.

Labor Relations, Employee Relations & Employment Law

  • Negotiated $55 million in concessions for a public sector employer and reduced its nearly $1 billion OPEB liability by 25% over the three-year term of the collective bargaining agreement.
  • 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 Chief Negotiator in several labor contract negotiations.
  • 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.

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. 

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. 
  • 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.
  • Implemented a benefits eligibility audit that produced a savings of over $1 million per year by identifying and dropping ineligible employees and union officers from the employer’s plan.

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%.

HR Infrastructure

  • 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.

Organizational Effectiveness

  • 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.

Organizational Development

  • 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.

Risk Management

  • 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.

Change Management

  • 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.

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Great workplaces through better workplace practices

Workplace Practices Group LLC
17026 S. Sunterra Dr.

Oregon City, OR 97045
Phone: (503) 345-9456



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