Joseph Brink II, BS, MS, SHRM-SCP SPHR

One Sawmill Court, Pinehurst, NC 28374 910-***-**** ad2n5e@r.postjobfree.com

HR Leader

Skill Summary

Diversity, Equity & Inclusion

Hybrid workforce, safe-distancing, and remote teams

Strategic Planning & Tactical Implementation of all HR initiatives

Organizational Development Workforce Planning, Gap Analysis

Reorganization, Right-Sizing, Off-Shoring

Talent Acquisition, Recruitment & Retention

Benefits Plan Selection Negotiation & Admin

Union Awareness/Avoidance

Contract Negotiations, Grievance Claims Mediation

Employee/Labor Relations

Risk and Safety Program Administration

Process Improvement, Lean Manufacturing

HRIS expert user - ADP, SAP, Taleo, Ceridian, PeopleSoft

Employee Engagement & Performance Management

Claim adjusting and settlement FMLA ADA EEO/Workers' Comp

HR Policy & Compliance

Training Curriculum Development & Facilitation

Experience

HR Consultant 11/2015 to present:

Redesign and implement employee life cycle strategy to meet changing demographics and market: workforce planning, talent acquisition, onboarding, employee development, engagement, and retention.

Led HR staff of 3 supporting seven union/non-union manufacturing locations in the Eastern region for an aerospace contractor. Implement and provide comprehensive HR function support focusing on employee/labor relations, staffing, developing and delivering training, and job/compensation analysis classification. Investigate all types of claims from sexual harassment accidents other near-miss incidents.

I acted as the senior point of contact and subject matter expert on staffing and organizational development realignment for an international telecommunications provider. Increase operational efficiencies and customer service partnering with leaders worldwide performing job/cost/evaluation classification analysis.

Regional HR Manager 05/2006 – 10/2015 Verizon Wireless, Develop and deliver a range of HR initiatives, from selection and staffing to employee and management development. Promote a healthy organizational culture through acquisitions and reorganizations.

Promote organization development, performance, and talent assessment, change management, succession planning. Implement effective associate, manager, and executive relations programs investigating and handling complex workplace issues, coaching, partnering, and resolving issues at all levels. Coach and consult daily on a range of HR and business process issues.

Earned Region Recognition Award for developing and implementing accelerated leadership development projects filling critical roles in front-line management.

Designed and Implemented an HR internship program

Acted as SME on employee relations EEO investigations

Joseph Brink II Page 2 Experience (continued)

Human Resources Manager/EEO Officer, 02/2002 – 05/2006 The Home Depot. Provide HR generalist activities emphasizing recruitment, employee relations, conflict resolution, talent assessment, and development. Lead investigations of complex employee claim exposures for the region. Regional mentor and trainer for new HR staff members.

Lead the implementation of a 360 feedback Coach for the region, providing additional management development coaching/consultation opportunities.

Human Resources Director (Consultant 11/1999 – 1/2002 CPH Consulting. Executed HR projects for clients in healthcare, medical equipment manufacturing, steel fabrication/construction, and distribution industries. Projects included the design of benefits and safety programs and negotiated benefits contracts. Develop union contract negotiation strategies. Lead an interdisciplinary team on the redesign of an internet staffing portal. Created focus groups and an exit interview program that identified key issues that reduced critical technical staff members' turnover. Managed global projects facilitating multi-disciplinary work teams. Performed needs analysis resulting in simplification of HR policies and intranet interface with HR portal, increasing usage.

Area Human Resources Director, CT 12/1996 – 11/1999 Envirotest Systems Started as HRM in Denver, promoted to Area HRD 6/1998, and moved to Connecticut to facilitate company acquisition/merger transition. Envirotest Systems, lead human resources and payroll functions staff, supporting 700 employees in a manufacturing environment. Investigate and settle OSHA, EEOC claims. Perform a needs analysis to design/deploy a high-volume recruitment plan, revise HR policies and procedures, facilitate Achieve Global management development training, and conduct a needs analysis to develop plant and office employee training curriculums. Participate in the benefits design team and led a successful union avoidance campaign.

Develop safety and loss prevention policy reducing claim costs 90%, saving 1.5 million dollars the first year

Sr. Labor Relations Consultant 01/1991 – 11/1996 King Soopers, (Kroger Foods) Lead conversion from a third-party vendor claim handling system to the self-insured/self-administered company plan. Supported unionized population of 16,000 employees): labor relations in food processing plants, investigate, handle and settle employer-related claim exposure, i.e., Worker's Compensation, FMLA, ADA, EEOC, Sexual Harassment, General Liability, Union Grievances, Unemployment and ULP charges. Member of the union contract negotiation team.

Reduced overall claims cost by 5 million per year by combining all claims under one umbrella

HR Director, 05/1983 – 01/1991 Alliance Consulting Enterprises, executed staffing, organizational development, human resources, and related performance-enhancing services. Clients in all industries, from manufacturing and distribution to healthcare and information services.

Analyze and develop all types of human resources and risk management strategies to increase organizational and staff performance. Develop compensation plans, cash/non-cash incentive plans; benefit plan design, risk management (claim exposure loss control and prevention); communication, recruitment and retention strategies, training and development curriculums, policy and procedure (compliance); and employee/labor relations initiatives.

Account Executive 06/1981 – 05/1983 The Executive Quorum (Executive Search Firm) Conduct executive and technical search assignments concentrated on health care, computer science, and engineering industries.

Education & Certifications

Master of Science in Management Concentration Organizational Development

Rensselaer Polytechnic Institute, Hartford, CT, 01/1999 – 06/2001

Bachelor of Science in Business Management

Regis University, Denver, CO, 01/1981 – 06/1984

Employment Learning Innovations, Inc. Certified Management Trainer 11/2006

Zenger-Miller and Achieve Global Management Development Certified Trainer 06/1998

Senior Professional in Human Resources (SPHR) Society of Human Resources Management 06/1995

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