Sarah Bursten Email and Phone Number
50% of employees leave their jobs at some point because their leaders are SO BAD that they’re literally ruining their lives. Let me say that louder for those in the back row…. leaders are ruining lives! 💜 The way we lead impacts the way we live. 💜As organizations and leaders, we all bear the cost of poor leadership! What’s happening at home: 🔍 How many employees got divorced this month due to poor leadership in the workplace?🔍 How has poor leadership in the workplace affected the way parents show up at home with their kids?🔍 How has poor leadership in the workplace contributed to an already overwhelmed healthcare system?What’s happening at work: ⚡️How many employee engagement surveys go unaddressed?⚡️How many employees left the organization in the last month due to poor leadership?⚡️How many employees are taking a leave of absence because of stress, overwhelm, and burnout?According to research by MIT, the Great Resignation is primarily driven by a toxic culture that fails to properly recognize their people. What are you doing to address TOXIC CULTURES and the lack of RECOGNITION AND APPRECIATION?As an experienced Human Resources Business Partner, turned corporate dropout (from my own string of bad interactions with bad leaders) the problem isn’t only a lack of training but accountability and recognition. 🔥We aren’t holding leaders accountable for implementing the training they receive. 🔥We aren’t holding leaders accountable for their bad behavior which in my opinion can be seen at the highest levels of organizations. 🔥We don’t recognize or reward those who display extraordinary human skills like empathy and conscious listening. While proper training for leaders is undoubtedly crucial, the real challenge lies in cultivating a culture of accountability and nurturing essential human skills across the organization.Side note: I do believe training for new leaders is seriously lacking and frankly an afterthought for most organization.Without reinforcing the training initiatives, they will ultimately yield limited results.🫶🏻I am passionate about transforming organizations through empowered leadership. 🫶🏻📣If you're interested in discussing how we can address our human skill problem and cater to the needs of new leaders, I'd love to connect with you. Let's embark on a journey to create a positive change in your leaders and organizations. Feel free to message me today!
Rise Human Resources
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Co-FounderRise Human Resources Dec 2022 - PresentDenver, Colorado, United States
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Executive Hr Business PartnerCrocs Jan 2022 - Nov 2022Broomfield, Colorado, United States -
Executive Hr Business PartnerChildren'S Hospital Colorado Jan 2020 - Jan 2022Aurora, ColoradoServes as a collaborative and humble strategic business partner to Legal, Compliance, Finance, Facilities, Materials Management, Professional Support Services (Pharmacy, Lab, Radiology, Food Services, Clinical Nutrition), Research Institute, Marketing and Communications, and Service Line Administration; comprised of approximately 2,000 employees and 250 leaders (including c-suite, vice presidents, and director level positions). Guides and performs the implementation of change management initiatives, organizational design/restructures, compensation planning, and employee engagement strategies to align with current and future organizational goals. Leads an HR Service Team (HRBP, Talent Development Consultant, Talent Acquisition Specialist, Compensation Analyst) and partners with HR Shared Services (Benefits, Leave Administration, Compliance, DHE&I) to ensure execution of key HR strategies. Includes direct leadership of two HRBP’s. Partners in key Diversity, Health Equity, and Inclusion programming to serve the organization’s mission and drive the belonging of all team members. Uses people analytics to make data driven decisions and builds programs to address turnover, retention, and workforce concerns to meet specific business needs. Partners with leadership to design and deliver talent management strategies that identifies talent, addresses talent gaps, provides talent development, and supports long-term succession planning. Works closely with management and staff to improve work relationships, build morale, increase productivity and retention, and create and sustain a culture of accountability and ownership. Consults with leaders across the organization on managing complex employee relations issues, including mediation, performance management, disciplinary action, termination support and severance agreement negotiations. Leads and guides complex harassment, discrimination, retaliation, and other investigations. -
Human Resources GeneralistChildren'S Hospital Colorado Feb 2018 - Jan 2020Aurora, ColoradoProvided advice and counsel to employees and managers on performance management, employee relations, dispute resolution, and corrective actions. Recommended organizational development strategies including quality improvement, performance enhancement approaches, and problem solving by analyzing trends and performance outcomes.Investigated and resolved routine to complex complaints including discrimination, harassment, violence in the work place, and hostile work environment by interviewing complainant(s), managers, and witnesses and recommending a course of action based on gathered information.Interpreted and explained human resources policies, procedures, and rules to managers and employees and ensures legal compliance with applicable federal, state, and local regulations.Participated in the resolution of disputes and develops solutions to problems between employees and managers using a variety of resolution approaches.Coordinated the grievance and disciplinary processes by scheduling time with managers and employees on disciplinary matters, recommending appropriate disciplinary action, and drafting letters of discipline and reports.Coordinated the ADA process by gathering intake information, insuring proper documentation is received, coordinating meetings with both employee and manager, facilitating interactive dialogue and finalizing recommendations. Explained and provided information on the Americans with Disabilities Act, Family Medical Leave Act, Equal Employment Opportunity, Affirmative Action, and other programs to employees and managers. Led the interactive process between managers and employees.
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Benefits AnalystChildren'S Hospital Colorado Apr 2016 - Feb 2018Aurora, ColoradoResearched, plans, and assists in the design, development, and implementation of benefits and wellness programs, reports, and systems. Performed quantitative analyses to track benefit trends, identified improvement opportunities and monitored procedures for compliance to company policies and state/federal requirements. Administered health/welfare and retirement plans. Ensured compliance with government rules and regulations on benefit plans. Planned and facilitated annual Benefits Fairs and other benefits related events. Managed benefit reporting and vendor billing/reconciliation. Partnered with other departments such as Payroll and Finance to create efficient processes and protocols. Determined and implemented appropriate administrative procedures, record keeping processes and employee communication needs to ensure employees are fully aware of benefit options. Collected, compiled, and analyzed statistical data; completed and prepared various reports and surveys; prepared, maintained, and disseminated information and documents as needed. Provided customer service to internal and external customers. Determined proper course of action to resolve escalated issues after reviewing all facts and research. Interfaced with vendors to resolve escalated employee and plan issues. Led special projects including but not limited to annual enrollment, RFP’s, and outsourcing and acquisition activities; coordinates appropriate resources and project assignments, sets schedules and drives project progression. Ensured required deadlines are met in order to achieve on-time project completion.
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Leave AdministratorChildren'S Hospital Colorado Oct 2014 - Apr 2016Aurora, ColoradoAdministered employee leave cases for over 5,000 employees. Served as the subject matter expert for the leave and workers’ compensation programs in alignment with the HR Client Service Managers, Occupational Health Services, and Leave Vendor. Completed bi-weekly timecards through Kronos for all employees on a leave of absence. Educated and supported managers and employees as necessary on leave policies, current regulations, and upcoming changes. Ensured all leave administration complies with current state and federal laws and with hospital policies (FMLA, ADA, USERRA, Colorado Family Care Act, etc.). Managed life insurance, short-term disability, and long-term disability programs and vendor relationship. Tracked key metrics on employee leave activity and provided bi-weekly reporting and analysis to disability vendor, payroll, and 403(b) record keepers.
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Human Resources RepresentativeChildren'S Hospital Colorado Mar 2014 - Oct 2014Aurora, ColoradoManaged employee transactions as it related to manager self-service functionality - job status and compensation requests, position management requests, terminations, assisted with design, testing and implementing changes as it applied to manager self-service transactions for future improvements. Highly experienced with confidential matters and business decisions while displaying high energy and a sense of urgency for getting things accomplished. Worked as a liaison with HRIM, HR shared resources, Compensation, Benefits, Payroll, and Finance teams to update and maintain the organization’s database and ensured accuracy in processing transactions. Provided system support for talent management - pushing forms, data entry/corrections, job description changes, and other activities for performance management, talent review, succession planning, and compensations awards.
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Human Resources AssistantChildren'S Hospital Colorado May 2013 - Mar 2014Aurora, Colorado, United StatesFront facing customer service role which included call center support, service requests/call tracking, and maintaining electronic employee files. General HR administration, including a range of tasks such as carrying out pre-employment requirements, assisting in new hire orientations, deploying forms in GPS, building training courses in PeopleSoft, system entries in PeopleSoft for new hires and transferred employees, completed job postings, and completed HRIM requests including voluntary terms, reclassifying positions, and approving career ladder changes. Highly organized with excellent multi-tasking skills, frequently interrupted but able to deliver on time with accurate results, and knowledgeable in hospital policies, procedures and benefits program.
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Patient Service Coordinator- The Center For Cancer And Blood DisordersChildren'S Hospital Colorado Oct 2011 - May 2013Aurora, ColoradoMaintained a high-level of customer service and communication skills, as I was the first and last interface with patients/families, referring providers, and many departments within the hospital. Demonstrated data-entry skills at an elevated level of proficiency due to extensive use of Epic, Outlook, and StockAmp systems. Ability to organize, execute and follow-up on daily workflows, practice business operations and customer interactions, both independently and with other team members.Scheduled patient appointments for Neuro-Oncology, Neuro-Oncology Multidisciplinary Clinics, HOPE Survivorship Clinics, Pre-Admits, and current research studies for the department.
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Shift SupervisorStarbucks Apr 2007 - Oct 2011Colorado, United StatesActed with integrity, honesty, and knowledge that promoted the culture, values, and mission of Starbucks. Maintained a calm demeanor during periods of high volume or unusual events to keep store operating to standard and to set a positive example for the team.Actively managed partners by regularly conducting performance assessments, providing feedback, and setting challenging goals to improve partner performance. Managed ongoing partner performance using performance management tools to support organizational objectives.Responsible for new partner training by positively reinforcing successful performance and giving respectful and encouraging coaching as needed.Knowledge of profit and loss statements, financial reports, managed and ordered supplies and inventory.
Sarah Bursten Education Details
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Organizational Leadership -
Biology, General
Frequently Asked Questions about Sarah Bursten
What company does Sarah Bursten work for?
Sarah Bursten works for Rise Human Resources
What is Sarah Bursten's role at the current company?
Sarah Bursten's current role is Igniting a leadership REVOLUTION! | 👏 Fostering HUMANITY | 💪Transforming Teams into Powerhouses.
What schools did Sarah Bursten attend?
Sarah Bursten attended Colorado Christian University, University Of Colorado Denver.
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