Joe Butler
Riverview,FL
Summary
Results-driven and collaborative HR leader with a proven track record of achieving exceptional outcomes. Possesses a strong ability to diagnose complex issues, identify effective solutions, and provide influential advice to management regarding HR impact. Proactive, technical, and innovative manager with expertise in developing partnerships across all levels of management in Fortune 500 companies, start-ups, and matrix organizations. Highly recognized for strategic planning and training proficiency, translating business needs into tangible HR deliverables.
Overview
30
30
years of professional experience
Work History
Human Resource Manager
Progressive
01.2018 - Current
- Maintains a highly engaging culture, motivating employees and leaders, fostering an environment with high levels of teamwork, accountability, communication, and vision to employees
- Serve as mentor to several individuals within the organization to include Coaches, Supervisors, Managers, Group Managers and HR Consultants
- Highly engaged in diversity initiatives serving on CRM DEI Council as well as an Ambassador for Progressive African American Network (PAAN) Participated in CRM HR’s first HR Development Program (similar to MLDP) Facilitate a weekly calibration / coaching session with HR Consultants to ensure alignment and influence with regards to issues they encounter within their individual work groups/leaders Revamp and cultivated a new Performance Evaluation calibration process
- Streamlined a new Performance Management process that fosters greater accountability and stronger documentation
- Provide quarterly& semi-annual analytical insights to the site leader reviewing trends, insights and opportunities purposed to strategically consider training and action items for the department addressing: work environment, culture, morale, productivity and retention.
- Facilitated onboarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skillset.
- Updated training processes by reviewing existing documentation, leveraging feedback from associates and working with legal and compliance teams.
- Collaborated with legal and compliance teams to review paperwork, obtain feedback, and procure available information for new training processes.
- Alternated training methods to diversify instruction, strengthen learning opportunities, and enhance program success.
- Conducted research and analysis of learning needs of employees to develop targeted training programs.
- Conducted training courses and prepared videos for long-term use.
- Trained staff during demonstrations, meetings, conferences, and workshops.
Talent Acquisitions Manager / Sr. HR Generalist
Esurance
01.2013 - 01.2018
- Developed talent acquisition and placement strategies, processes and procedures to identify, attract, and hire talent
- Ensures talent acquisition strategies are in line with the business and overall corporate strategies
- Designed, developed and launched a new HR Services Center combining 1st level associate / manager inquiries (phase 1)
- Future implementation to include performance management, employee relations and investigatory / compliance concerns
- Supported Claims and Sales organization providing advice, counsel, and issue resolution services to managers, employees, and HR generalists on general as well as complex employee relations matters
- Build effective partnerships in all levels of management to help drive business toward establishing and maintaining a culture of growth and excellence.
- Cross-trained existing employees to maximize team agility and performance.
- Recruited, interviewed and hired employees and implemented mentoring program to promote positive feedback and engagement.
- Created recruitment strategies to find best candidates for each opening.
- Developed and coordinated employee training programs to improve productivity and performance.
- Developed disaster and recovery strategy to prepare company for hazardous weather conditions, nuclear accidents and terrorist attacks.
- Utilized variety of instructional design methodologies to create effective learning experiences.
- Facilitated virtual, in-person and blended learning sessions.
- Analyzed and evaluated training effectiveness and program outcomes.
- Designed and delivered web-based, self-directed learning materials.
Employee Relations Consultant (contract)
Coca-Cola Enterprises
01.2012 - 01.2013
- Resolved complex employee relations inquiries and requests that are escalated through the companies HR Shared Services 1st response team
- Provided employee relations support to customers, ensuring timely resolution of escalated issues
- Managed a case load of approximately 50 to 70 ER issues on a regular basis where the consultant conducts or assists with investigations to resolve employment and labor issues, recommends solutions and assists with facilitation of resolution
- Documents investigation findings and final status in case management system
- Collaborated with HR Business Partners, HR Services, and Labor Relations and Centers of Expertise (COE) as required in order to resolve cases.
- Devised robust training programs to strengthen investigatory skills, legal understanding, and motivational strategies.
- Completed in-depth investigations into issues pertaining to discipline and grievance management and recommended strategies.
- Provided expertise on labor and employment laws to help employers make more effective decisions.
Director of Human Resources (reason for leaving: downsized/position impacted)
Clayton Services, LLC
01.2007 - 01.2011
- Planned, developed, and implemented human resources programs and policies to support business objectives of operational efficiency, including talent acquisition and management; employee relations, engagement and retention; training and development; and compensation and benefits
- Partnered with senior management to identify activities that promote harmonious employee relations and provide a positive work environment
- Directed work of human resources staff within training, payroll, talent acquisitions, employee relations, and facilities across multiple locations and multiple states
- Initiated and managed all investigations concerning harassment, sexual harassment, discrimination, retaliation and workplace threats.
- Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission.
- Directed hiring and onboarding programs for new employees.
- Maintained optimal staffing levels by tracking vacancies and initiating recruitment and interview processes to identify qualified candidates.
Director of Human Resources (reason for leaving: position eliminated/centralized Employee relations)
The Hartford
01.2004 - 01.2007
- Initiated and managed all investigations concerning harassment, sexual harassment, discrimination, retaliation and workplace threats Executed HR strategic and operational best practices supporting the regional vice president of the Southeast claim’s operation (Auto, Property and Workers Comp claim groups)
- Provided advice, counsel, and issue resolution services to managers, employees, and HR generalists on complex employee relations matters
- Advised partners and management on adverse actions; conducted adverse impact analyses; investigated EEO concerns; made recommendations and implemented solutions based on issues investigation process; attended unemployment hearings; and prepared summary reports of employee relations issues
- Engaged key business leaders to diagnose and solve business problems, improve business results, amplify leadership effectiveness, promote talent management, develop people, and enhance business processes
- Served as change agent as organization executed process / procedural enhancements which resulted in staff reductions in several departments.
- Directed each phase of hiring process, encompassing employment verification, employee relations investigations, criminal background checks and onboarding.
- Designed and implemented region-wide recruitment, behavior-based interviewing and skill matching procedure, decreasing employee turnover.
Division HR Director (reason for leaving: Better job opportunity)
HomeTown America
01.2003 - 01.2004
- Maintained company compliance with local, state, and federal laws, in addition to established organizational standards.
- Answered employee inquiries regarding health benefits and 401k options.
- Addressed employee conflicts with appropriate urgency, following all corporate procedures.
- Structured compensation and benefits according to market conditions and budget demands.
Regional HR Manager (reason for leaving: Site closure)
Affiliated Computer Services (formerly CyberRep)
01.2002 - 01.2003
HR / Public Relations Administrator (reason for leaving: contract ended)
VIP World Deliverance (Temporary)
01.2001 - 01.2002
Senior HR Consultant | Recruiting Manager | Senior Operations Manager
Capital One
01.1995 - 01.2001
Education
Bachelor’s Degree - Criminal Justice
Florida Metropolitan University
Associate’s Degree - Legal Studies / Paralegal
Florida Metropolitan University
MBA -
Florida Metropolitan University
01.1999
Skills
- Leadership / HR Strategic Execution
- Change Management
- Performance Management
- Technology Implementation
- Multi-State Operations & Admin
- Mergers and Acquisitions
- Talent Acquisition
- Budget Optimization
- Executive Coaching & Advisory
- Employee Engagement, Relations & Retention
- National / International New Site Start-ups
- Multi-State Operations & Administration
- Leadership Development
- Training development
- Training and mentoring
- Career Development
Affiliations
- Society of Human Resource Management
- Alpha Phi Alpha Fraternity Inc
- National Black MBA Association
- Village of Excellence Academy, Board of Directors (Former)
Timeline
Human Resource Manager
Progressive
01.2018 - Current
Talent Acquisitions Manager / Sr. HR Generalist
Esurance
01.2013 - 01.2018
Employee Relations Consultant (contract)
Coca-Cola Enterprises
01.2012 - 01.2013
Director of Human Resources (reason for leaving: downsized/position impacted)
Clayton Services, LLC
01.2007 - 01.2011
Director of Human Resources (reason for leaving: position eliminated/centralized Employee relations)
The Hartford
01.2004 - 01.2007
Division HR Director (reason for leaving: Better job opportunity)
HomeTown America
01.2003 - 01.2004
Regional HR Manager (reason for leaving: Site closure)
Affiliated Computer Services (formerly CyberRep)
01.2002 - 01.2003
HR / Public Relations Administrator (reason for leaving: contract ended)
VIP World Deliverance (Temporary)
01.2001 - 01.2002
Senior HR Consultant | Recruiting Manager | Senior Operations Manager
Capital One
01.1995 - 01.2001
Bachelor’s Degree - Criminal Justice
Florida Metropolitan University
Associate’s Degree - Legal Studies / Paralegal
Florida Metropolitan University
MBA -
Florida Metropolitan University