Tiny Mfihlo

I am a seasoned Change Management Specialist, with over 12 years pure change management experience and over 2 decades of experience in the broader Human Capital landscape.

My change management experience includes researching and developing frameworks and models, as well as supporting the OE, Talent and HR Business Partner teams in the implementation thereof.

Over two decades, I have gained a diverse range of experience working on projects to improve employee engagement, employee experience and effectiveness in order to drive organizational performance.

Some of the business results included:

• Inaugural roll out of a talent model and processes; 
• Design and delivery of leadership development programs to support the talent process across 3 levels
• Improved Net Promoter Score in employee engagement over 3 years
• Design and implementation of change management programs; this includes Change Lead roles in large scale technology implementation projects. 

My experience span multiple industries: Financial Services, Telco, FMCG, Consulting, Mining to mention a few.

Recently as an Independent Consultant and working remotely, I bring additional value in being agile, customer centric, business focused, collaborative and resilient.

Center of Expertise Leadership

Led and managed CoEs over the years in different companies; (Talent Management, Culture, Organization Design, Learning, Performance Management, Acquisition)

• Developed frameworks, practice guidelines and processes (Org design, Talent, Culture/Employee Engagement, Performance management)
• Sourced external supplier partners to collaborate on the design of some solutions (Org Design, Assessments, Employee Engagement surveys, Technology enablement)
• Collaborated with Business Heads and HR Business Partners in solution design and deployment
• Designed learning material and facilitated workshops to capacitate HRBPs on new/updated frameworks, guidelines and processes
• Developed and implemented measurement metrics; tracked and monitored the implementation process; gathered data for continuous improvement initiatives
• Contributed to and co-created with other CoEs to align the OD outputs as well as to enhance the HR business partnering experience (Acquisition, Onboarding, Transformation, Rem and Benefits)

▼ Talent Management 

Developed and implemented the strategy, framework, and practice guidelines for talent identification, succession planning and talent development (mainly worked with the 9box grid), at Group Level

• Established and collaborated in the redesign of Talent Acquisition and Onboarding strategies, frameworks, practice guidelines and policies 
• Established Assessment framework for talent identification and succession planning; co-created the approach and delivery framework. I project managed the assessment implementation process for the Group
• Facilitated capacity building sessions for Business Leaders and HRBPs for the effective implementation of talent forums
• Led the coordination of talent forums across the Group in collaboration with the HRBPs (during the early stages of implementation)
• Facilitated the talent forums for Executive and Senior Leadership levels; assisted the Group HR Executive in coordinating the Top Leadership talent forums. 
• Established a Group-wide Leadership development strategy, framework and plan; designed, sourced, and implemented development programs for different levels of management
  • Sourced and coordinated delivery of the Executive Development program
  • Co-designed GIBS programs for Senior and Middle Management (Succession pool candidates)
  • Conceptualized, co-designed and delivered a Senior and Middle Management program for the Group (A Business Simulation program – a first of its kind for the health care organization)
  • Conceptualized, designed, and oversaw delivery of a Junior Management program
• Maintained the Group Talent data (e.g., talent maps, talent pools); influenced and collaborated closely with Talent Acquisition in activating the succession plans

▼ Performance Management 

Custodian of performance management practice for the Group as well as at Business Unit level 

• Localized Group framework for business units to drive alignment (including the framework on employee journey to improve employee experience)
• Managed cyclical process implementation (contracting, mid-term and final review cycles), this involved coaching, change management and communication
• Maintained practice guidelines and policies (continuous alignment with business strategy and goals)
• Developed Performance Improvement Process guidelines and management process implementation through HRBPs
• Capacity building for Business Leaders and HRBPs (design talking points, communication material and facilitation of workshops)

Change enablement and management 

Led Change Management projects for strategic organizational changes, cutting across technology implementations, process as well as culture change initiatives

• Built change management capacity for Consultants across the business through training, project oversight and mentoring
• Established a change management division, including developing the strategy, methodology, practice guidelines and resourcing plans for multiple projects
• Assisted in establishing an organization’s Project Management Office (PMO) as a change management thought leader and process owner
• Led 3 strategic Technology change management projects for one of the top 4 banks. This involved an overhaul of their banking platform (moved from multiple legacy systems to a unified ERP system), which impacted their change of banking products, processes, systems, and had to migrate millions of customer accounts (a multi-year project delivered by Accenture)
• Led and project managed the change management stream for a complete overhaul of a short-term insurance underwriting system, processes, and reskilling of workforce (for a major player in the Short-Term Insurance industry)
• Led the design, implementation, and benefits realization for an organizational culture change initiative (for one of the Retail giants; for an ICT organization; for one of Top 3 Private Healthcare companies, for a leading Solar Energy organization)
• Developed Change Management consulting for a Knowledge Management Consultancy. This involved training their change management and project team; developed change management plans, developed a change management project plan and integrated to their KM project plan

Organisation Design 

Led and implemented organization design aligned to strategic business objectives, including Operating Model design, Functional design as well as job design; triggered and informed by: - 

• Change in the Group strategic direction
• Business growth 
• Competition (new market entrants, price, product, talent etc.)
• Business optimization 

Designed change management interventions to support the Org design implementation (to help minimize disruption, align leaders and employees, monitor and track benefits realization, as well as ensuring care, wellness and social responsibility during the implementation)  and coached HRBPs 

Bachelor degree in Psychology

Post graduate diploma in HR Management

Organisation Design certificate

Neuro Linguistic Programing (NLP) Practitioner and Coach