Customer Service Manager

Brent G. Butler

**** ********** **. *********, ** 49009 269-***-**** ***********.****@*****.***

HUMAN RESOURCES PROFESSIONAL

Extensive background in HR & HR leadership, 25 years working for Fortune 500 companies.

Strategic support for high growth, innovation and organizational change and effectiveness.

Results driven leader and trusted advisor, working in and on the business.

Demonstrates the highest degree of personal credibility, ethical judgment and behavior.

Competencies

Identifies and builds organizational capabilities to support future business growth and initiatives.

Integrates integrity as part of the culture in decision-making, employment practices, communication

with employees, and daily work activities.

Links HR objectives to business strategies. Defines results in terms of value added to HR customers.

Champions an empowering and learning environment throughout the organization.

Fosters a culture that responds quickly to major change in innovation, technology and customer

requirements.

Leads the strategy and implementation of talent acquisition, employee engagement and organizational

culture.

Cultivates an active network of relationships inside and outside of the organization.

Critical Roles

Strategic Partner – created business partner relationships, provided program management for

strategic workforce and succession planning, identified critical skills and development solutions, and

championed the company culture and management practices.

Administrative Expert – lead continuous improvement and automation of HR processes such as

benefits administration, HRIS, talent acquisition, occupational health/safety, performance

management and total rewards programs.

Employee Champion – developed creative communication tools that provided open, candid and

frequent information sharing, developed employee involvement systems, and created a culture of high

performance.

Change Agent – inspired, implemented and communicated change, provided active support for

continuous improvement, developed key metrics to support sustainability.

Professional Experience

Parker Hannifin – Hydraulic Systems Division 04/1990 – 01/2013

Kalamazoo, MI & Wiesbaden, Germany

Leader in Aerospace Hydraulic Systems and Components

Human Resources Director, 10/2000 - 01/2013

1. Transitioned a $98M business that was losing $12M to a $360M business with 14% ROS.

2. Created a business-partnering concept to integrate HR into the strategic aspects of the

business.

3. Led negotiations in four labor contracts, all of which came in under budget and without a

work stoppage. Developed a comprehensive labor relation’s strategy that resulted in a reduction

in grievances by 95%.

4. Developed an onsite university concept that provided hands on training and orientation to

new hourly employees, implemented a formal mentoring program, high performance teaming

structure, leadership training and three onsite MBA programs that benefited over sixty

employees.

5. Facilitated functional organizational analysis and design events that postured the business

for rapid growth and improved customer service.

6. Conducted the HR due diligence and report out processes for a targeted acquisition.

7. Reduced worker’s compensation costs by 85% through robust safety inspections, frequent

communications and a negotiated light duty program.

Acting HR Director (Stratoflex Division – TX, FL, CA), 02/2008 – 01/2009

8. Diagnosed significant employee relation’s problems, caused by a break down in

leadership and communication that created a constant stream of ethics/complaint calls.

9. Spent 75% of time supporting four domestic facilities (in addition to responsibilities for

MI and Germany).

10. Implemented a plan for change, which consisted of the removal of several operations

leaders, routine communication with the employees and weekly leadership meetings.

11. After significant cultural change, hired a full time HR Director to lead the HR function

for the division and returned to the full time role in Kalamazoo.

Director of HR & Information Technology, 01/2006 – 06/2007

12. After the controller resigned, assumed additional responsibilities leading the IT team (8

employees).

13. The key responsibilities were to lead the strategic planning for Information Structure

(hardware), Software, System Development (custom applications) and Business Intelligence (data

collection for decision making).

14. Served as the conduit with this team to the user community for a year and a half at which

time the function was elevated to a role on the senior staff.

Manager Industrial Relations, 11/1997 - 09/2000

15. Transformed a 30-year adversarial relationship to one of open communication and shared

interests.

16. Negotiated cost sharing for health insurance benefits.

17. Through active communication, reduced grievance activity by 80%.

18. Developed a robust strike contingency plan.

Manager – Employee Services, 09/1994 - 10/1997

19. After Parker Hannifin acquired the division in 1996, led the HR integration process.

20. Developed an onsite outplacement center to transition over 400 employees out of the

company. Based on a communicated transition, successfully supported 97% of the outplaced

employees in finding alternative employment prior to their actual termination date.

21. Supported the design, implementation and administration of a gain sharing program and

suggestion system.

22. Designed, implemented and led a monthly all employee communication meeting.

Plant HR Manager (South Carolina & Georgia), 05/1992 - 09/1994

Manufacturing Supervisor (Rotational Role), 11/1991 - 04/1992

HR Specialist, 04/1990 - 10/1991

23.

Eaton Corporation – Truck Components Group HQ 10/1987 – 04/1990 Galesburg, MI

Leader in Heavy and Medium Duty Transmissions

Employment Supervisor, 01/1990 - 04/1990

Employee Relations Assistant, 10/1987 - 12/1989

Education

Central Michigan University

Master of Science – Human Resource Administration

Colorado State University

Bachelor of Science – Business Administration (Marketing)

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