1. 2200 Laurel Valley Way, Raleigh, NC 27604 • (252) 290-0338 • artburke@nc.rr.com
Art Burke, SPHR
Career Summary
Multi-faceted, decisive, goal-oriented human resources leader with proven organizational, business
development and management skills. Successful in resolving complex organizational effectiveness,
workforce planning, staffing, compensation and employee relation issues and exceeding goals
through motivating and training teams, positive reinforcement, guidance and example. Exceptional
leadership, communication and team-building skills.
Professional Accomplishments
Organizational Effectiveness
 Led complex change initiatives encompassing employee and leader attitude assessment, skill
needs and skill building tools. Established culture of learning, accountability, leadership
curriculum, and succession management.
 Developed and introduced key HR metrics to support and measure HR actions and deliverables
in areas of recruitment, turnover, compensation, employee relations and onboarding.
 Core team member to support organization design and development, recruitment and
compensation for new off shore “Center of Excellence” software technology, reliability
engineering and automation control operations.
 Leveraged change management expertise to create a measurement based culture that incorporated
Lean/Right First Time, continuous improvement initiatives and world-class organizational
effectiveness principles.
Workforce Planning
 Innovated business start-up, expansion and branding models that included multi-shift, flexible
staffing and sufficient bench strength for performance agility to accommodate shifting business
and sales strategies.
 Achieved multiple hiring objectives by identifying and hiring the right people for the right job
resulting in a 7 year retention rate over 97%, employee satisfaction levels, highest in the company
at 98% and promoted from within “ready now” candidates 53% of the time.
 Key player in company-wide “crisis analysis” team to develop, evaluate and implement P&L
negative impact strategies resulting in a 55% reduction in sales forecasts, P&L , budgets and a
workforce reduction of 30%.
 Led post 9/11 project teams for disaster recovery/business continuity programs encompassing IT,
engineering, finance, operations, supply chain, HR records, back-up, contingency plans, etc.
 Partnering with L&D developed a successful accountability based performance management
program focused on measuring individual and team performance, effectiveness, culture and
customer satisfaction.
Staffing
 Introduced and trained hiring managers on competency based selection methods resulting in
reducing the average time to fill a position 55%, reduced overall turnover 6.5% and reduced first
year turnover 45%.
 Advanced PhD level leadership and staffing of a new R&D facility 45 days ahead of schedule.
 Directed staffing and recruitment initiatives for North America with a competency focused
strategy to identify, recruit and retain PhD level and below software development engineers,
scientists and executives resulting in a reduction of 35% in hiring costs, 60% in time to fill and
20% turnover in years 1-5.
 Championed remodeling initiatives for electronic job posting system resulting in a program
savings in excess of $225,000.

2. Employee Relations
 Designed and implemented effective employee relations investigation program and performance
improvement programs that achieved consistently positive feedback regarding equity, timeliness,
and effectiveness.
 Implemented a variety of employee communication channels providing 360°, group and
individual feedback opportunities related to company goals, performance and forecasts. Provided
training to leaders at all levels on how to conduct effective communication meetings.
 Led cross-functional North American teams to map and drive business restructuring plans
including large-scale downsizing, outplacement and revised compensation and benefit strategies
with less than ½% adverse impact.
 Successfully investigated and closed employee relation claims involving workplace harassment,
violence, performance, wrongful discharge and ethics.
Compensation
 A Certified Compensation Professional (CCP) designed and implemented comprehensive
compensation and reward programs for sales, customer service, production, R&D and support
staff including targeted metrics, annual salary surveys.
 Designed and implemented team skills, career band and pay for performance based programs for
professional, scientific, engineering, and administrative career path programs resulting in robust
succession plans, targeted employee development and a reduction in training costs by 25%.
 Led a company-wide initiative to transition exempt and non-exempt salary grade structures to
salary banding.
Training and Development
 Led leadership development effort for 2100+ person engineering, IT, production organization.
Established culture of learning, leadership curriculum, and succession management.
 Developed and delivered leadership, employee relations and teambuilding courses.
 Designed and implemented effective employee relations investigation program and performance
improvement programs that achieved consistently positive feedback regarding equity, timeliness,
and effectiveness
 Leadership coach for high-potential employees
Employment History
2009 – Present Independent Consultant Carolina HR Group, LLC
Raleigh, NC
2008 – 2009 Director, Sandoz (Novartis) Pharmaceuticals
Human Resources Wilson, NC
1999 – 2007 Director, Purdue Pharmaceuticals
Human Resources Wilson, NC
1996 – 1999 Director, Harris Wholesale, Inc.
Human Resources Raleigh, NC
1989 – 1996 Director, Honeywell Technologies
Human Resources Columbia, MD
1974 - 1989 Early Career Davidson & Jones, Electricities of
NC, Nestle Purina
Education

3. 2200 Laurel Valley Way, Raleigh, NC 27604 • (252) 290-0338 • artburke@nc.rr.com
Art Burke, SPHR
Executive Leadership
Development UNC/Chapel Hill & SHRM
Johns-Hopkins University
Certificate in Change
Management
Bachelor of Arts Franklin Pierce University
Professional Certifications
Senior Professional in Human Society of Human Resource
Resources (SPHR) Management
Certified Compensation Society of Human Resource
Professional (CCP) Management
Targeted Selection Development Dimensions
International
Certified 360° Coach and
Feedback Facilitator
Professional Development
Employment & Labor Law Ogletree, Deakins
annual updates 2009, 2010
Society of Human Resource
Succession Planning with a Management
Millennial Workforce 2009
Conducting and
Kepner-Tregoe Documenting Investigations
Kepner-Tregoe Problem-Solving and Root
Cause Analysis
Honeywell International
Diversity Council Honeywell Technology
Board of Directors, Ten
Thousand Villages
Past Chair, State Legislative North Carolina Human
Committee Resources State Council