Eunice Mwabi

Comprehensive Recruitment Leadership

• Directed broad-scale recruitment initiatives across all local areas, extending to Namibia, to meet organisational vision.
• Devised and executed robust recruitment strategies to secure top talent, ensuring steady talent pipeline across diverse geographical locations.

Enhanced Stakeholder Engagement

• Adapted recruitment operations to regional and international market requirements, enhancing process efficiency and candidate diversity.
• Built and maintained strategic relationships with stakeholders in all regions, including Namibia, understanding unique recruitment needs and cultural aspects.
• Developed region-specific strategies, leveraging local insights for impactful talent acquisition and facilitating best practice sharing across regions.

National and International Compliance and Talent Onboarding

• Managed complexities of legal and cultural recruitment practices, ensuring full compliance in Namibia and each region.
• Streamlined international screening and onboarding, providing candidates with a cohesive experience across borders.
• Customised recruitment campaigns to match unique talent landscapes of each region and Namibia, broadening appeal to diverse candidate groups.
• Exploited both local and international networks to enhance candidate engagement and reach.
• Employed cutting-edge technology and assessment tools for remote interviewing and selection, promoting efficient cross-regional recruitment.

Onboarding Diverse Recruitment Strategies

• Implemented tailored onboarding programmes to facilitate integration of new hires globally, ensuring unified company culture.
• Led significant initiative to revamp job descriptions organisation-wide, ensuring clarity, inclusivity, and alignment with current industry benchmarks.
• Conducted exhaustive review and enhancement of recruitment process, introducing automation and efficiency metrics to improve time-to-hire and candidate experience.
• Formulated forward-thinking talent strategy focusing on proactive sourcing, employer branding, and engagement with passive candidates, utilising data analytics for strategic decision-making.

Strategic Talent Project

• Initiated comprehensive projects to foster diversity and eliminate bias in recruitment, partnering with diverse channels and implementing blind recruitment practices.

Technology Integration for Talent Acquisition:

• Advocated for adoption of advanced recruitment technologies, such as ATS and CRM systems, to bolster candidate sourcing and screening processes.

Strategic Workforce Planning

• Orchestrated strategic employer branding campaign to position organisation as preferred employer, enhancing candidate journey from initial contact to on-boarding
• Guided strategic workforce planning initiative, aligning talent acquisition with long-term organisational goals, and preparing for future talent requirements and challenges.

These strategic initiatives and projects collectively aim to refine the recruitment process, bolster the organisation's competitive edge, and create an inclusive, engaging environment for potential and existing talent, aligning with evolving market demands and organisational objectives.

Strategic Talent Acquisition Leadership

• Managed end-to-end recruitment process for various roles within Western Cape region, aligning with organizational objectives.
• Implemented advanced pre-employment screening to maintain security standards.
• Led effective onboarding to improve new employee integration.

Stakeholder Relationship and Communication Expertise

• Developed strategic partnerships with internal stakeholders, aligning recruitment strategies with organizational goals.
• Established feedback systems for internal candidates to enhance recruitment processes.
• Provided regular vacancy reports for strategic workforce planning.

Contract and Compensation Management

• Drafted and managed employment contracts and renewals, adhering to legal and policy standards.
• Oversaw compensation adjustments and internal mobility, including transfers and promotions.

Innovative Assessment Implementation

• Introduced psychometric assessments for middle management roles to improve hiring quality.
• Managed logistics for specialized candidate assessments, ensuring job-specific alignment.

Benefits Administration and HR Advisory

• Administered employee benefits, supporting staff well-being and retention.
• Acted as a key HR advisor, recommending best practices for talent acquisition.

In my tenure, I drove significant HR and recruitment strategies, enhancing Fidelity ADT's workforce and strategic positioning in the Western Cape.

Payroll Management

• Oversaw payroll operations for branch, efficiently managing payroll activities for 220 staff members, ensuring accuracy, compliance, and timely processing.

Strategic Induction and Onboarding

• Led strategic planning and execution of induction and on-boarding processes, enhancing integration experience for new hires and aligning it with organizational values and goals.

Talent Acquisition Documents

• Directed drafting of offer letters and contracts, ensuring they are comprehensive, compliant with legal standards, and reflective of organisation's commitment to employee welfare.

Performance Management Oversight

• Conducted audits of performance management processes, identifying areas for improvement and implementing strategic modifications to drive employee performance and satisfaction.

Employee Relations

• Managed drafting of warnings and compilation of discipline, leave, and exit reports on monthly basis, ensuring transparency, fairness, and adherence to company policies.

Disciplinary Hearings

• Took on responsibility of chairing disciplinary hearings, demonstrating leadership in resolving conflicts and upholding company's disciplinary standards.

HR Project Compilation

• Led compilation and management of HR projects, from conception through to execution, aligning HR initiatives with broader business objectives and ensuring their successful delivery.

This role demanded a high level of management acumen, strategic thinking, and leadership in overseeing HR operations and recruitment processes. It involved significant responsibility in shaping HR policies, enhancing employee experiences, and contributing to the overall strategic direction of IconAfrica's Cape Town branch.

Stakeholder Relationship Management

• Actively engaged with stakeholders across various levels to understand their needs, ensuring alignment of talent management strategies with business goals.

Leadership in Talent Projects

• Led talent projects, coordinating with different departments to execute strategic initiatives and focus groups, aimed at fostering collaborative and high-performance culture.
• Developed high-potential employees with structured career development plans, resulting in accelerated promotions.
• Implemented strategic recruitment marketing campaigns to target passive candidates, broadening company''s potential talent pool significantly.

Initiative Coordination

• Orchestrated various HR and talent management initiatives, facilitating focus groups to gather insights and foster engagement across organisation.

Job Specification Audits

• Conducted thorough audits and updates of job specifications to ensure alignment with current roles, responsibilities, and organisational needs, utilizing Patterson grading system for accuracy and fairness.

Exit Survey Analysis:

• Led dissemination and detailed analysis of exit surveys across all business units, extracting valuable insights to inform retention strategies and improve employee satisfaction.

Talent and HR Metrics Development

• Conceptualized and implemented key talent and HR metrics to measure and analyze performance, attrition rates, and recruitment efficiency, providing a data-driven approach to HR management.

Policy Development

• Authored policies for new departmental processes, establishing clear guidelines and procedures to enhance operational efficiency and compliance.

Talent Management Reporting

• Compiled comprehensive reports on talent management and HR metrics, including data on attrition, process compliance, and vacancies filled, to support strategic decision-making.

Performance Scorecard Audits

• Assessed quality and procedural adherence of performance scorecards across all employment levels, from entry-level to executive, ensuring consistency and compliance with organisational standards.

Internal Recruitment Recommendations

• Recommended high-potential candidates for internal recruitment and potential promotions, contributing to robust internal talent pipeline.

Best Practices Research

• Conducted research on talent management and talent acquisition best practices, bringing innovative ideas and strategies to enhance Smollan's HR practices.
• Evaluated employee performance data to identify trends and inform strategic decision-making for talent management efforts.

Psychometric Testing Administration

• Managed administration of psychometric tests, providing valuable insights into candidate and employee capabilities and fit, and distributing reports to HR team for further action.
• This role demanded proactive, strategic approach to talent management and HR, combining analytical skills with deep understanding of human resources practices to contribute significantly to SMOLLAN's growth and success nationally.

Scorecard Construction Guidance

• Offered expert advice to line managers on the meticulous construction of scorecards for their reportees, ensuring alignment with organizational objectives and performance metrics.

Injury on Duty Documentation

• Managed the completion and submission of injury on duty documentation, liaising with the relevant board for timely payment processing, demonstrating a high level of care and responsibility towards employee welfare.

Absconsion Process Management

• Oversaw the absconsion process, implementing terminations where necessary in compliance with organisational policies and legal frameworks, ensuring a fair and transparent approach.

Absenteeism Management

• Administered effective absenteeism management strategies, aiming to reduce workplace absenteeism and maintain productivity levels within the team.

Employee Transfer Management

• Facilitated the renewal of reporting lines for transferred employees, ensuring smooth transitions and maintaining organisational structure integrity.

Disciplinary Hearing Coordination

• Scheduled disciplinary hearings, ensuring procedural fairness and compliance with internal policies and the Labour Relations Act (LRA).

Payroll and Records System Management

• Responsible for the instatement of employees on the online server for payroll and record-keeping, enhancing data accuracy and accessibility.

Legal Compliance Advisory

• Provided advisory support on charges in line with the Labour Relations Act (LRA), ensuring that disciplinary actions were fair, justified, and compliant with statutory regulations.

Recruitment Portal Management

• Managed the placement of advertisements for vacancies on the online recruitment portal, streamlining the recruitment process and attracting top talent to the organisation.

In this role, I consistently demonstrated a professional, analytical approach to HR administration and shared services, contributing significantly to the efficiency and effectiveness of HR operations at Smollan, Johannesburg. My commitment to upholding high standards of practice and fostering a supportive, compliant work environment was evident in all aspects of my work.