ETHEL CHASHA-CRUZ

• HR Team Lead – S3 Mine Expansion: Directed recruitment, workforce planning, and operational HR activities for a large-scale project, ensuring readiness for commissioning and alignment with organisational goals.
• Developed and implemented a strategic workforce planning model, aligning talent acquisition with long-term business objectives, improving workforce agility, and increasing readiness.
• Led the digital transformation of HR processes, introducing automation that boosted efficiency by 30%, and significantly enhanced the employee experience.
• Collaborated with department heads to forecast staffing needs, enabling proactive recruitment strategies that cut time-to-fill by 15%.
• Oversaw the integration of a new HR Information System (HRIS), streamlining data management and improving accessibility, reducing HR processing times.
• Initiated and spearheaded a company-wide skills audit, closing critical skill gaps through targeted training programs, which improved employee productivity significantly.
• Implemented departmental policies and standards in conjunction with management to streamline internal processes.

• Designed and implemented new organisational structures during a merger, increasing operational efficiency by 20% and fostering a unified corporate culture.
• Streamlined integration of processes, cultures, and systems, ensuring a seamless transition and alignment of business functions across the merged organisation.
• Developed and executed a comprehensive communication plan, achieving a 95% stakeholder satisfaction rate through transparent and timely information dissemination.
• Conducted detailed impact analyses to assess departmental change effects, reducing transition times with tailored support mechanisms.
• Implemented a feedback loop system, capturing employee concerns and suggestions, which improved engagement and ownership of the change process.
• Collaborated with HR to revise talent management policies, aligning them with organisational objectives, and strengthening cultural integration post-merger.
• Facilitated communication between different departments in order to resolve issues quickly.

• Initiated an Employee Initiative Program, reducing employee turnover by 15%, and enhancing overall retention rates.
• Evaluated performance metrics and provided actionable recommendations, driving an increase in productivity across key departments.
• Proposed innovative solutions for business practices, aligning workforce competencies with organisational needs, which improved overrall efficiency rates.
• Conducted refresh training sessions for 2000+ employees on talent assessment and performance evaluations, boosting process adherence and consistency.
• Guided and advised 15+ HR business partners through annual talent assessment discussions, successfully building a robust talent pipeline for future openings.
• Conducted comprehensive research and analysis of recruitment needs, trends, and strategies.
• Created reports summarizing recruitment activities such as open positions, candidate sources, applicant tracking metrics.

• Initiated innovative recruitment strategies, reducing time-to-fill by 20%, and improving the quality of hires across key departments.
• Streamlined the candidate sourcing process, utilising targeted channels and tools to attract top-tier talent, increasing applicant quality.
• Conducted interviews and assessments for over 900 candidates annually, ensuring alignment with organisational goals and cultural fit.
• Designed and implemented onboarding plans, accelerating new hire productivity, and reducing early-stage attrition.
• Maintained and optimised applicant tracking systems (ATS) to ensure data accuracy and compliance with recruitment policies.
• Built and maintained talent pipelines for hard-to-fill roles, ensuring readiness for future business needs.
• Advised and guided 15+ hiring managers on best recruitment practices, fostering collaborative and efficient hiring processes.

• Managed compensation and benefits programs for 850 employees in the Engineering Department, ensuring compliance and equity.
• Led industrial relations efforts, resolving grievances and fostering positive management-employee relations.
• Streamlined HR processes for the department, improving onboarding, offboarding, and record-keeping efficiency.
• Supported performance management initiatives, aligning employee goals with departmental objectives.
• Conducted HR audits for the department, ensuring compliance with payroll, benefits, and labour laws.

• Managed operations for 1 District Health Office and 8 health facilities, ensuring efficient service delivery across the district.
• Supervised 300 employees, overseeing performance management, transport logistics, security, training, and capacity-building initiatives.
• Coordinated quarterly disaster intervention planning meetings, aligning district-level preparedness with Ministry of Health objectives.
• Led monitoring and evaluation efforts, ensuring compliance with health policies and improving operational efficiency.
• Streamlined administrative processes, enhancing resource allocation and reporting accuracy across the district.

A prestigious MBA program designed to build strategic, leadership, and operational expertise in complex, global business environments.

• Attended intensive in-person classes in Singapore, Manchester, and Dubai, gaining a rich, multicultural perspective and hands-on experience with global business challenges.
• Coursework included: Leading and Managing in a Global Environment, Business Accounting and Finance, Strategy and Competition, Operations and Marketing, International Business Strategy, Negotiation Skills, and Strategic Supply Chain Management.
• Completed a Live Business Project, working with a multinational client to solve real-world strategic issues, further developing practical business acumen.
• Gained expertise in cross-cultural collaboration, international strategy, and global leadership.