Cj Burk Email & Phone Number

Salt Lake City, Ut, Us

Draper, Ut, Us

HealthEquity is a leading administrator of Health Savings Accounts (HSAs) and other consumer-directed benefits—FSA, HRA, COBRA, and Commuter. Benefits advisors, health plans, and retirement providers partner with us to help over 13 million members work toward long-term health and financial wellbeing. Visit HealthEquity.com to see our intuitive technology and remarkable service in action!

San Jose, Ca, Us

• Partner with NA Core Prod Technology Leadership, Finance, and PeopleTeam to define and execute hiring strategy, and to achieve hiring goals for the Fiscal Quarters and Year• Build & Lead Team of 10 Recruiters and 7 Sourcers (Full-Time & Contract) o As a team, Filled >700 professional technical roles annually o Reduced ‘Recruiting Expense’ by 50% over prior year o ‘Candidate Satisfaction’ survey results for NA Core Product Org increased by 25% from prior year • Mentor / Train / Develop Team, and empower each team member to achieve KPI success, along with ability to focus on professional development o 2 team members promoted within PeopleTeam; 1 team member promoted within Recruiting• Develop and deploy global Sourcing Team processes and improvements that decreased TTF by 20% within first 6 months o Responsibilities: Lead and train Sourcing Team, define sourcing strategies & goals, performance management, manage requisition allocations o Create defined responsibilities and goals for all levels of Sourcing TeamGLOBAL INITIATIVES • Spearhead DE&I initiatives, execute on strategies, and deliver on annual goals o Create taskforce to support initiatives, and develop SMART benchmarks along with accountability methods • Evaluate each area of candidate journey: hiring process, performance reviews, promotions, and retention • Create accountability within the Business Orgs that supported DE&I goals • Change Management Lead for Greenhouse ATS global roll-out (2021 ) o Implemented ADKAR Model to pre-emptively address persistence points, communicate needs/wants, create desire and reinforce • Project Lead: Develop and deploy global project focused on improving the ‘eBay Candidate Experience’ o Re-imaged eBay’s candidate interactions throughout the entire candidate lifecycle (events, social / digital, challenges, apply & onboard…) • Change Management Lead for Workday ATS global roll-out (2017)

Pleasanton, California, Us

• Hired to manage all recruiting needs for Workday Shared Services and Engineering Teams o Partner closely with Senior Management and Executives to create and execute hiring plans for FY’16 • Full life cycle recruitment including: strategic sourcing strategies, compensation negotiation and on-boarding • Create positive strategic relationships with HR, leadership, and business to assess resource needs and drive focus for diversity initiatives • Filled more than 150 roles across 5 different org

Riverwoods, Il, Us

Veni. Vidi. Creavi Ego.• Responsible for the scoping, planning and executing multi-site HR and Staffing projects for all DFS domestic siteso Support 4 field offices and HQ, supporting >100 total HR and Talent Acquisition team members• Manage the day-to-day activities of Workday and PeopleFluent projects through the project life cycle from initiation to close:o Requirements gathering, system analysis/design, development/ configuration and testing and implementation phases• Overhaul outdated Staffing Lifecycle Process for both Field Staffing and Headquarters:o Process-owner hand-offs reduced by 30%o Automated 50% of entire process; thus, improving ‘ease-of-use’ and decreasing OFCCP and outstanding Compliance risks• Create and Implement Talent Acquisition Training Program and Curriculum for all Field Team Members – ‘TA University’• Implement and roll-out candidate assessment tool that is used throughout all DFS Field Siteso Within the first 12 months: 18,000 Assessments; 1,300 Hireso Conduct ‘Post Deployment’ and ‘Performance’ assessments to validate strength of assessment tool• Partner closely with senior management; provide feedback with various HR reports diagnosing each operational arena

Salt Lake City, Ut, Us

• Spearhead all Staffing functions for company and oversee HR responsibilities throughout the Americas and EMEA o Manage HR Team (Team has grown from 1 to 4)  Primary talent recruiting (up to Director Level): Engineering (S/W, QA) Prod Mgmt, Pro Services, IS, Marketing… • Align Staffing and HR executive strategies and gain full stakeholder support to drive changes and meet hiring goals o 2011 - Achieved 106% of Staffing Goal o 2012 - Achieved goal of 100 hires (Original target of 80 hires was increased 25% at the end of Q3).• Create and Execute on Life-Cycle Staffing Process that: o Decreases TTF from > 65 days to <50 days o Cut use of 3rd Party Recruiters by 68%, saving Venafi >$400K in first 12 months o Increases Venafi Team Member ‘1st Year Retention’ – 98%• Implement new ATS and new Global HR/PY System for greater automation and ease-of-use for entire company• Define/Implement HR guidelines and procedures that focus attention toward Employee Development o Establish guidelines to ensure HR compliance (both Federal and State)

London, Gb

• Recruiting Lead to build Staffing Department (this ‘S&P 500’ Company previously had no dedicated staffing function)o Responsible for hiring, developing, and mentoring Staffing Team Primary talent recruiting (all levels): Engineering (S/W & H/W), SAP, R&D, BI & DB Dev, Game Dev, ISo Recognized for successfully challenging the status quo and for changing Staffing to also be seen as strategic and advising• Complete overhaul and revamp of Life-Cycle Staffing Processo Revised online application process: decreased number of ‘applicant clicks’ by 30% and reduced application time by 50%• Craft and execute the Campus Relations Programo Lead strategic initiatives and BPIs while managing UR Team, campus relations, branding, and related campus programso Influence and educate all levels of management (top-down) on the value of campus and diversity partnerships UR Program accounts for ~15% of total corporate exempt hires 80% Graduating Intern Conversion target attained each yearo Restructure Intern ‘Comp Policy’ for more competitive positioning while yielding $250K in immediate cost avoidance

• Hired to manage and enhance HR and recruiting functions for the company.• Lead corporate staffing initiatives o Manage and lead the SOA recruiting/building strategy (2005).o Manage and lead the SAP Netweaver recruiting/building strategy (2006).• Focus on sourcing, hiring, and providing training:o SOA – Enterprise/Application Architects, Web Services Architects, ESB and WBI Specialistso SAP - Netweaver, XI, Enterprise Portal, ESA, and Web Dynpro Consultants/Specialists• Define/Implement HR policies and procedures for the newly created SOA and SAP Netweaver Business Practices.• Establish and communicate: performance management guidelines and metrics, compensation policy, and employee development / relations strategies.• Partner with senior management to achieve strategic business goals and to develop leaders within.• Designed, developed blueprint for new ATS, and trained all users.

Menlo Park, Ca, Us

• Hired to jump-start and manage the technology solutions line of business within the Austin market.o Technologies: Java/J2EE, Microsoft (.NET, COM/DCOM, etc.), XML, ERP, EAI, Oracle, SAP…• Responsibilities: managing and training Technology Team, recruiting and business development process improvements, new revenue growth and business strategies, P&L, performance management, performance reviews, managing requisitions.• Determined budgeting and forecast models using cost/benefit and metric analyses.• Achieved 104-week revenue high for the Austin branch within 4 months.• Average individual gross margin mark-up was greater than 100% (Q2, 2003 – Q3, 2004).o This equated to greater than $150K in incremental Net GM per Quarter.

Santa Clara, California, Us

Hanover, Maryland, Us

Mba

Bachelors, Double Major: Marketing & Management