Tessa Zuniga, Ph.D, SHRM-CP

Performance Management

• Manage Dayforce performance management module including review cycles by role with the appropriate competencies and system trouble shoot
• Strategically plan and present opportunities for improvement by evaluating current and targeted competencies, and partnering with staff for developing performance goals
• Track, monitor and report on performance review status

Training and Development

• Develop and deliver 6-8 goal setting training and conducting performance reviews with an average of 30-40 managers and staff per session in collaboration with the employee relations team on an annual basis
• Develop and deliver DiSC workshops for work groups and leadership development
• Coordinate ACCESS Manager Development (AMD) Program cohorts in partnership with MRA
• Develop learning plans for with various activities to increase learning and application of AMD such as self-pace eLearning's, peer coaching sessions, journal entries and exercise
• Partner with employee relations specialist and clinical support services, health equity and behavioral health services to provide AIDET customer service training across 35 health centers

Employee Engagement

• Prepare organizational hierarchies, companywide communication, and deliver results to organizational leaders
• Educate managers and collaborating partners on key components of engagement for best practice.

• Teach 5-15 Master's students on each component of the performance management cycle
• Research best practices including alternative options for performance improvement
• Facilitate classroom discussion and activities (in-person and virtual)
• Evaluate and provide feedback on students performance.

• Update assessment center materials including the core in-basket, memos, and assessor rubrics
• Build and maintain relationships with current and future alumni
• Develop and verify assessment center schedule for both students and assessors
• Analyze and score students in-basket responses.

• Identify learning and development needs collectively and individually
• Design, develop, and deliver training to contact center representatives, team leads, and onboarding ambassadors to deliver a high level of patient service, team collaboration, and leadership development
• Promote a patient orientation culture
• Design, develop, and implement, a quality monitoring program to maintain process efficiency and coaching needs
• Provide ongoing coaching, mentoring, and training to contact center representatives and team leads
• Provide open communications with the contact center leadership team on trends, obstacles, and challenges
• Share quality reports and feedback with contact center representatives and supervisors for continuous growth and development
• Partner with employees and leaders to identify engagement and retention strategies
• Build strategic plans for the Human Resource department (recruiting, onboarding, development, and compliance) and Operations team.

• Manage employee requisitions and job postings using applicant tracking system
• Train and support contractor recruiters
• Manage onboarding process for provider and non-provider positions by creating offer letters, sending out pre-hire paperwork, and ordering background checks for an average of 30 new hires per month
• Prepare and facilitate new hire orientation each month, coordinating speakers, materials, activities and post orientation training
• Process contracts, sign-on, relocation, and referral bonus for providers
• Build and maintain relationships with managers, personnel, recruiters, applicants, and vendors
• Research and coordinate the implementation of new background vendors
• Design and implement Dayforce Onboarding and Recruitment
• Collaborates with the talent acquisition team, hiring managers, administrators, and organizational leaders to develop and create recruitment processes and strategies.