Beth R. Schiestl, Phr Email & Phone Number

Greater Minneapolis-St. Paul Area

Boutique real estate firm with 180 employees spread across 25+ sites. • Built, trained, and led a highly capable HR team.• Advised managers on employee relations and conducted investigations as needed.• Led the research, evaluation, selection, and implementation of a new HRIS.• Led the research, evaluation, and selection of a new benefits broker. Evaluated and determined benefit plan offerings for benefits renewals. Oversaw open enrollment and administration of plans. Processed leave of absences.• Advised leadership regarding compensation considerations. Led merit increase migration a January 1 effective date.• Oversaw the performance management process including the development of a newreview form.• Oversaw the payroll function.• Facilitated employee training initiatives and launched a leadership training series.• Led recruiting and onboarding initiatives.• Served on the retirement committee and oversaw the administration of the retirement plan. • Served on the safety committee and oversaw the administration of the workers’ compensation program.• Ensured overall employment law compliance.• Oversaw company culture initiatives.• Monitored unemployment insurance claims.

Greater Minneapolis-St. Paul Area

Top Tier Intellectual Property law firm with over 950 employees spread across 12 offices.• Served as the primary HR liaison for the Twin Cities and Silicon Valley offices.• Provided consultation to managers regarding employee relations, performance management, and policy interpretation. • Monitored federal and state legislation and recommended appropriate policy changes to maintain compliance. Subject matter expert on CA labor and employment law. • Conducted market pricing, compensation analysis, and made recommendations to managers on promotions and merit increases.• Performed as the project lead for the firm's bi-annual workplace harassment prevention training, and non-legal annual performance review process.• Researched, developed, and implemented firm practices, policies, and programs such as non-legal STD benefits and FML outsourcing, meal period and rest break policies, tuition reimbursement, and employee recognition.• Coordinated appropriate action items and documents with legal counsel on immigration and employee relations.• Partnered with managers to develop effective job descriptions. Provided FLSA analysis.• Collaborated with the benefits team to administer FML benefits for legal staff. • Led staffing initiatives for key department and firm positions.• Collaborated with the HR team and managers to track, process, and staff the firm’s new administrative hub in the Twin Cities impacting 80+ positions.• Participated in the creation and delivery of client group training sessions, including two firm-wide manager training conferences.• Streamlined and increase department efficiencies.

Full reference laboratory with over 750 employees.• Provided full life-cycle diversity recruiting for non-exempt positions to a group of 25 supervisors and managers. Coached and trained hiring managers on all stages of the hiring process. Facilitated new hire orientation.• Reduced key departmental turnover by double digits year over year as a result of effective interviewing and hiring practices, instituting new hire follow-up interviews, and enhancing the on-boarding experience.• Researched, recommended, implemented, and administered a new service award program to increase recognition and reward for employees.• Reviewed and documented performance reviews for over 750 headquarter employees.• Advised managers on progressive discipline for basic employee relations. • Completed and documented a thorough analysis of independent contractors and FLSA classifications for nearly two dozen positions. • Initiated and created the HR newsletter to increase company communication.• Served as the lead vendor liaison and co-coordinator of the company’s successful first Health Fair.• Earned a certification of completion for Supervisor I training through the Employer’s Association (Trusight). • Researched and implemented a pre-employment assessment program to further evaluate candidates.• Attended job fairs and connected with local educational institutions and services to promote the company.• Adhered to and applied HR policy and procedures including EEO/AA while serving as a resource to employees with general HR inquiries.• Administered the tuition reimbursement program.

National provider of banking and mortgages.• Provided direct support to three managers and a team of up to 13 recruiters which included, but was not limited to: partnering on screening and tracking résumés, conducting phone screen interviews for non-exempt positions, monitoring requisitions and applicant flow while ensuring data integrity, and preparing various staffing reports for recruiters and managers to facilitate the selection process.• Coordinated background escalation process for the Home and Consumer Finance Group while maintaining communication between recruiters and background screen vendor.• Wells Fargo Brand subject matter expert for the Talent Acquisition and Planning team.