Masters of Labor and Human Resources, 1988, The Ohio State University
Bachelors of Business Administration, 1987, Ohio University
Additional coursework: Colorado State University, Bowling Green State University, Ohio State University
Leadership Succession Planning and Development
Talent Assessment, Selection and Management Systems
Strategic Human Resource Management
Vice President, Talent and Organizational Effectiveness - Whirlpool Corporation - 2009-2012
Vice President, Human Resources, Global Products Org. - Whirlpool Corporation - 2004-2009
Director, Human Resources - Johns Manville Corporation - 2004
Director, Organization Development and Talent Acquisition - Whirlpool Corporation - 2003
Director, Human Resources, Global Technology - Whirlpool Corporation - 2000-2003
Director, Human Resources, Clyde Operations Division - Whirlpool Corporation - 1997 - 2000
Additional HR/OD positions at Whirlpool Corporation, Abbott Laboratories and Marathon Oil Company
Reynolds, T.L. (2011). On the Grid: The 9-box grid maps talent and identifies future leaders. HR Magazine, August, 2011.
Reynolds, T.L. (July, 2011). “Knowing Your Bench: A Strategic Approach to Talent Management and Leadership Development.” Speaker Faculty for the Human Resource Institute’s Talent Session, Denver.
Reynolds, T.L. (2010). Human Resource Development, Organization Development, Organizational Learning and Organizational Effectiveness: all needed more than ever. Human Resource Development International, Vol. 13, No. 4, September, 2010. 487-496.
Reynolds, T.L. (2010). The HR Transformation Continuum. Human Resource Executive, March, 2010.
Paxton, R., Reynolds, T.L. (2009). Human Resource Competencies. The Praeger Handbook of Human Resource Management, Volume 2. Westport: Praeger Publishers, 2009. 438-439.
Reynolds, T.L., Paxton, R. (2009). International Human Resource Management. The Praeger Handbook of Human Resource Management, Volume 2. Westport: Praeger Publishers, 2009. 457-460.
Reynolds, T.L. (March, 2008). “Emerging Growth Countries: Develop Leaders; Fill the Pipeline.” Presentation at the Conference Board 2008 Talent Management Strategies Conference, San Diego.
Heneman, R.L., LeBlanc, P.V., & Reynolds, T.L. (2002). Using Work Valuation to Identify and Protect the Talent Pool. WorldatWork Journal, 11, 32-41.
Tim Reynolds has joined Ohio University’s Robert D. Walter Center for Strategic Leadership as executive director and as an executive in residence teaching for the College of Business. Launched in 2009, the Robert D. Walter Center for Strategic Leadership focuses on a select leadership program to accelerate leadership capabilities of high-potential College of Business students; a certificate program to develop strategic leadership skills for the College of Business and students from around the university; and a research center to advance our understanding of strategic leadership. Tim joins the college with more than 24 years of corporate experience with leading fortune 500 companies including Marathon Oil Company, Abbott Laboratories, Johns Manville Corporation and Whirlpool Corporation. Tim’s career in the private sector focused on global human resources, leadership development and succession and organizational effectiveness. His prior position was Vice President of Talent and Organizational Development for Whirlpool Corporation where he lead talent management, acquisition and assessment, leadership development and succession planning, diversity and inclusion and organizational capability building for the World’s leading appliance company. Whirlpool Corporation has consistently been ranked in Fortune’s Top 25 Companies for Leaders, recently placing in the top ten for 2011. In addition to his corporate experience, Tim has been an adjunct faculty member teaching Human Resources Management and Organizational Behavior, has published articles in practitioner journals and has been a regular speaker for national talent and leadership related conferences. Tim is a graduate Ohio University’s College of Business, receiving his Bachelor's in Business Administration in 1987. He also holds a Master’s degree in Labor and Human Resources from The Ohio State University. He serves as a member of the Executive Advisory Board for the College of Business at Ohio University and the Advisory Board for the graduate Labor and Human Resources program at The Ohio State University’s Fisher College of Business.