Apr 2024 – Mar 2025 · 11 mos · Mumbai, Maharashtra, India · On-site

• Led employee relations and conduct governance for a 32,000+ workforce across India, Bangladesh, Sri Lanka, and Nepal, covering both Bank and GCC entities in a complex, regulated environment.
• Built and led a 15-member ER function, establishing a structured, scalable governance model
• Led workforce restructuring (~1,000 employees), delivering smooth transitions with minimal legal or reputational impact
• Designed an integrated case management and conduct risk framework aligned to regulatory expectations
• Introduced an HR advisory model, enabling leaders to handle complex workforce issues with greater accountability
• Concluded legacy union agreements, maintaining operational continuity and stakeholder trust

Jul 2021 – Apr 2024 · 2 yrs 9 mos

• Led HR policy and people frameworks across 16 APAC markets, balancing global standards with local market realities while enabling cross-border talent mobility and organisational effectiveness.
• Aligned HR frameworks across 16 countries, enabling cross-border talent movement and consistent people practices across diverse regulatory environments
• Introduced inclusive policy innovations, including gender-neutral parental leave and flexible return-to-work programs, strengthening Citi’s employer brand across key APAC markets
• Enhanced employee value proposition (EVP) by translating global frameworks into locally relevant practices, improving engagement and market positioning
• Supported the $1.2B divestiture of Citi India Consumer business to Axis Bank, ensuring seamless workforce transition and continuity with minimal disruption

Jul 2018 – Jul 2021 · 3 yrs

• Provided CHRO-level stewardship for Citi’s largest global capability center in India, shaping people strategy, leadership pipelines, and organizational cohesion across a 17,000+ workforce supporting global technology, operations, and analytics.
• Drove strategic workforce scaling (11K → 17K+), aligning talent supply, capability building, and retention with global delivery demand and operating model evolution
• Built future leadership pipelines through the Talent Campus Program, onboarding 300–400 high-potential professionals annually into technology and leadership tracks
• Shaped culture, diversity, and organisational identity, improving gender representation and integrating multiple sites under a unified “One-Citi” culture

Jul 2016 – Jul 2018 · 2 yrs

• Led HR for a $740M revenue business (~3,000 employees) across retail and commercial segments, partnering closely with business leadership on growth, performance, and organisational effectiveness.
• Strengthened succession planning and executive hiring for key leadership roles
• Enabled digital transformation through targeted hiring and capability building
• Drove organizational design and workforce strategy aligned to business growth and performance objectives

Jun 2013 – Jul 2016 · 3 yrs 1 mo

• Aligned Local Practices with global HR frameworks in smaller but strategically vital markets.
• Enhanced Leadership Pipelines via targeted development and retention for high-potential talent.

Apr 2012 – Jul 2016 · 4 yrs 3 mos

• Built and led ER and policy function in response to a regulatory trigger, establishing enterprise-wide frameworks for conduct, investigations, and workforce risk.
• Established frameworks for investigations, disciplinary processes, and HR risk management
• Concluded multiple union negotiations with zero loss of man-days
• Strengthened compliance frameworks, improving audit and regulatory outcomes

Apr 2010 – Jul 2013 · 3 yrs 3 mos

• Led HR during the strategic wind-down of the business with $1Bn Portfolio.
• Managed ~90% workforce reduction over two years, ensuring stability and risk mitigation
• Designed retention and exit frameworks to protect critical talent and business continuity
• Supported portfolio sale and business closure processes

Mar 2008 – Apr 2010 · 2 yrs 1 mo

• Optimized Organizational Structures via span-and-layer analyses, driving performance improvements.
• Launched Leadership Programs and a Campus Management Associate initiative, solidifying long-term talent depth.

Sep 1995 – Feb 2008 · 12 yrs 5 mos · India · On-site

• Led HR across manufacturing, frontline sales, and plant environments, building a strong foundation across industrial and commercial workforce models
• Managed unionized workforces, sales organizations, and greenfield operations, navigating diverse workforce dynamics and business contexts
• Delivered cultural transformation, de-unionization, and workforce capability building, strengthening organizational effectiveness and operational stability