Beth C. Wegmann

651-***-****

acd2if@r.postjobfree.com

PROFESSIONAL EXPERIENCE:

HealthEast Care Systems, St. Paul, MN

Recruiter for Clinics and Outpatient Services March 2014-Present

• Effectively partner with site HR, (hospitals, clinics, administration) in an effort to support the acquisition of talent

for Nursing and Allied Health Care.

• Assess, create, implement and monitor sourcing strategies utilizing technology and internal and external resources

to develop talent pipelines and a pool of qualified candidates for clinical positions.

• Utilize the social media employment brand voice for HealthEast.

• Act as a resource to HR to enhance the effectiveness of their sourcing and recruitment processes and strategies.

• Participate in HR projects that support workforce planning and strategic initiatives.

• Streamline processes to achieve key targets including but not limited to: vacancy rate, time to fill, diversity and

quality of hire while supporting the achievement of organizational benchmarks for quality and goal attainment

through the four strategies: Employee, Clinical Advantage, Patient Satisfaction and Operational Efficiency and

Effectiveness.

United Health Group, Minnetonka, MN

Clinical Recruiter (Contract) June 2011-February 2014

• Work with executive Clinical Team to lead and drive the talent goals of the business and implement

strategies using proactive methods to meet these needs

• Engage and collaborate with hiring managers in the attraction and selection of top talent.

• Adheres to and enforces OFCCP employment policies and laws.

• Reviews job requisitions to ensure they are properly classified.

• Collaborate with hiring manager to develop competitive and equitable compensation packages for new hires.

• Negotiate new hire offers with prospective employees.

3M, Maplewood, MN

Talent Acquisition Consultant (Contract) May 2010-June 2011

• Responsible for talent acquisition for various 3M divisions recruiting for Strategic and Key Account Sales

Management, Regulatory and Quality Managers, Product Development Engineers, Technical Service Specialists,

Manufacturing Engineers, R&D Scientists, Project Managers and Program Managers, and Business Development

Managers

• Managed a large requisition load while influencing all levels within the company

• Advised clients on available talent pools for their specific jobs and geographies using research and analysis to

make recommendations on effective sourcing strategies and alternative candidate profiles

• Provide guidance and feedback to internal and external candidates throughout the interview process from resume

writing and interview preparation through offer of employment

• Presented training modules on OFCCP Compliance, War on Talent, Successful Candidate Profiles and others to

Upper Management and Management Committees

St. Elizabeth’s Medical Center, Brighton, MA

Recruiter (Contract) September 2009 – March 2010

• Full cycle recruiter for various hospital disciplines

• Effectively build and maintain relationships with business partners across the organization resulting in decreased

use of outside recruitment firms and increased customer satisfaction

• Manage the recruiting process from requisition development to employee start

• Serve as a resource to management on HR employee relations issues and policies

• Ensure the availability and acquisition of appropriate talent in the right numbers, with the right skill mix, at the

right time and place to meet ongoing organizational needs

TransMedics, Inc., Andover, MA

Clinical Recruiter (Contract) August 2008 - August 2009

• Recruited a team of Global Clinical Specialists to train hospitals on the use of new medical device in U.S. and

Europe

• Developed and implemented improved recruiting strategies for Global Clinical Specialist positions reducing cost

per hire and increasing retention

• Implemented behavioral interview training to maximize better interview process and gain better interview

feedback from hiring managers resulting in decreasing time to fill

• Provided high standards of customer service and served as the point of contact for all levels of managers and

employees regarding recruiting issues

Liberty Mutual Insurance Group, Boston, MA

Senior Recruiter (Contract to Regular Full time) May 2005 - August 2008

• Provided full cycle recruiting to the claims, systems, service, and college recruiting groups

• Selected as project lead for the implementation and training of application assessment program which reduced

time to fill

• Developed and implemented a stream-lined interview process to screen and hire a broad spectrum of talent from

college graduates, systems and business analysts to technical architects

• Project lead in developing new recruiting processes, supporting reporting procedures, and interview training for

regional offices

St. Elizabeth’s Medical Center, Brighton, MA

Nurse Recruiter (Contract) November 2004 - April 2005

• Supported a recruitment campaign for nurses at a 400-bed medical facility

• Partnered with nurse managers and human resources management to develop effective strategies to target

specialized areas

• Provided selection, phone screening, interviewing, and assessment of candidates for various nursing positions with

critical hiring timelines that were critical to clinical unit objectives

• Managed a variety of employee relations issues

United Health Group, Boston, MA

Clinical Recruiter (Contract) March 2003 - October 2004

• Developed and executed targeted recruiting strategies to fill positions on a timely basis with high quality

candidates

• Significantly reduced “hard to fill” positions

• Effectively built and maintained relationships with business partners across the organization resulting in decreased

use of outside recruitment firms and increased customer satisfaction

Investor’s Bank & Trust (now State Street) Boston, MA

Senior Technical Recruiter (Contract to Regular Full Time) August 2000 – December 2002

• Managed a team of three, led recruiting efforts of the company’s technology group

• Key contributor in driving the staffing process and led the planning process for clarifying roles/gaps in talent and

skills

• Counsel and direct managers on moderate to complex employee relations issues as well as policy/procedure

clarification

• Built critical relationships with business leaders which resulted in being able to influence in a highly matrixed

environment

• Provided employment counsel to senior management through the analysis of monthly employment data (e.g., cost

per hire, turnover) and trends

• Developed training program for entry-level recruiters

• Trained line managers on interviewing and selection methods

EDUCATION

The College of Saint Catherine, St. Paul, MN

Bachelor of Arts, Communications

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