Teresa L. Nangle

Interim Executive Director

• Executed 5 management contracts with rural hospitals to recruit key executives, physicians & providers
• Specialties include OB/GYN, Family Medicine, Psychiatry, CRNA, Hospitalist, and others
• Recruited Executive Leadership

Interim Chief Talent Officer for a national professional services firm

• Structured organization-wide HR roles and responsibilities and a competency development model to align talent acquisition & management
• Streamlined recruitment processes resulting in a20% reduction in onboarding time for new hire

Interim Director, Recruitment Services for a regional biotech company

• Partnered with incoming Sr. Vice president to establish a robust recruitment department, including hiring staff, development of business processes, and SEO to support the business effectively
• Promptly corresponded with applicants and coordinated and conducted interviews.

• Communicated with CEO and Hospital Administration to ensure compliance and onboarding
• Provided strategic expertise to direct CEO & President, overseeing recruitment, contract negotiations, and collaborating with onboarding, licensing, and credentialing for four client hospitals
• Negotiated all aspects of Physician Contracts
• Generated additional Revenue Stream by Recruiting for Executive Positions and Providers in Family Medicine, Orthopedics, and OB/GYN to Anesthesia, Psychiatry, and Oncology for Client Hospitals
• Developed & presented compelling marketing materials focused on promoting Client Hospital's services to residents and medical students nationwide.
• Worked closely with organizational leadership and the board of directors to guide operational strategy.
• Monitored compliance with laws and regulations to protect the organization from legal liabilities and penalties.
• Fostered a work culture of collaboration and inclusion to increase morale and reduce turnover.
• Drove strategic improvements to enhance operational and organizational efficiencies.

• Managed 15 to 20 openings simultaneously
• Evaluated existing processes and structures to streamline recruitment cycle by cutting hiring timeline by 50% and onboarding cost
• Built strong relationships with internal and external candidates to ensure an excellent hiring experience.
• Collaborated with internal teams to continuously improve recruitment processes and execute as efficiently as possible.
• Achieved staffing objectives through strategic and tactical planning, program management expertise and knowledge of effective recruitment, interviewing and training procedures.
• Met with managers to discuss vacancies, applicant qualifications and characteristics of top candidates.
• Managed recruitment team and trained and mentored new advisors.
• Collaborated with HR leadership regarding candidate salary determinations.
• Reviewed vendor contracts resulting in a 75% annual savings within the first 45 days, and recouped $200,000 in services
• Re-engineered physician onboarding experience to build a comprehensive physician onboarding to give physicians comprehensive training and information
• Conducted deep-dive assessment into current cost structure & operations to identify areas of cost optimization and practice growth opportunities,
• Developed innovative needs assessment and proforma to determine thh optimal physician recruitment process, enabling hiring over 50 outstanding physicians into the multi-group practice.

• Academic health science center with a network of hospitals and clinics, and responsibility for medical staffing in Antarctica for the National Science Foundation
• Collaborated with hiring managers to determine job requirements and understand departmental needs.
• Developed and maintained strong working relationships with executives, HR team, and hiring managers to foster partnerships that produced consistent results.
• Acted as brand ambassador to educate candidates on culture, career growth, benefits, and advantages of working for company.
• Negotiated contracts and managed budget for recruiting expenses.
• Scaled virtual & on-site recruitment team from 10 to 35 professionals, supporting 4 hospitals, 56 clinics, 80 Department of Justice, and Antarctica Medical Staff
• Implemented Temporary Services Vendor Management System, which saved $285K in year one operation & significantly reduced labor hours for time & billing processing
• Expertly directed 35 recruitment professionals, achieving a $3M budget to recruit 800+ candidates annually
• Spearheaded the development of 5-year strategic and operational plan supporting UTMB Institutional goals, resulting in 37.5% increase in overall recruitment efficiency
• Established immigration function from legal affairs division to Talent Acquisition unit amid stringent public policy compliance protocols providing security for highly sensitive BSL-4 information
• Business owner overseeing an entity-wide cross-functional team to implement Temporary Services Vendor Management System with an annual expenditure of $28,000,000
• This resulted in a year one (1) savings of $285,000 and a significant reduction in labor hours to process time and billing
• Conceptualized and project-managed the PeopleSoft Applicant Tracking System (ATS) upgrade and design to leverage technology and support the new business process
• United seven (7) internal teams and five (5) external vendors to establish a candidate-friendly site and a superior data analytics system
• Headed (5) year, multi-million-dollar Employment Branding Strategy from RFP through implementation
• Oversaw public policy compliance, including employment laws, OFCCP, JACHO, and USCIS
• Handled highly confidential information to operate a BSL-4 (Bio-safety Level 4)
• Coordinated with Homeland Security, FBI, and the Department of Defensive to protect highly sensitive information.

Director, Kettering Health Physician Network

• Spearheaded successful integration of two (2) physician networks, leading to an overall streamlining of processes and systems, yielding annual savings of over $1.5M
• Managed 40% growth of physician network post-merger, achieving successful transition and restructuring of teams & processes
• Oversaw development and implementation of staffing & recruitment strategies for 65+ physicians across 20 practice sites: centrally managed human resource activities and performance management for 350 employees
• Realized $300K yearly malpractice insurance savings with the creation and implementation of an RFP & securing preferred rates with 20% discounts for new providers
• Served with six Network Human Resources Executives to ensure complete oversight of all entities.

Director, Physician Recruitment and Business Development, Fort Hamilton Hospital

• Led the development and implementation of comprehensive provider recruitment and retention program for a newly acquired hospital to gain market share in a highly competitive environment to support network entry into a new region.
• Collaborated on developing hospital strategic plan forecasting service line needs, cost analysis, and projections for physician recruitment.
• Championed practice affiliations/acquisitions and served as the key point person. Responsible for developing business analysis and evaluation to drive decision-making regarding the financial viability of service lines.
• Integrated private practice physicians with hospital-employed physicians.
• Oversaw operations and provided corrective feedback to achieve daily and long-term goals.
• Worked closely with organizational leadership and board of directors to guide operational strategy.
• Monitored and coordinated workflows to optimize resources.

• Initiated, developed, and managed a new division to provide physician, scientific recruitment, and business consultation for 53 medical and scientific divisions within the medical center. Responsible for all MD, Ph.D., and MD/Ph.D. recruitment.
• Worked closely with organizational leadership and board of directors to guide operational strategy.
• Oversaw team recruitment process through various phases, including sourcing, recruitment, offer, relocation, and community integration.
• Spearheaded development of physician and faculty recruitment division to fill 53 medical and scientific divisions, surpassing 15% growth targets of 100 new hires annually.
• Effectively collaborated with external hospital administrations to establish a consulting agreement and negotiate contractual terms providing > $300,000 in revenue.
• Implemented and managed a physician integration and transition program, as directed by the Board Trustees, to connect the needs of new physicians, faculty, and families throughout the Medical Center and the community.
• In tandem with In-Chiefs and Department Vice Presidents, negotiated physician compensation packages.
• Generated an effective marketing program to promote opportunities and attract world-class talent.
• Member of the Human Resource Senior Leadership to guide organizational performance through implementing and communicating new programs and policies.