Human Resource Advisor, Consumer Business

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Human Resource Advisor, Consumer Business-18056190
  • Job Title: Human Resource Advisor, Consumer Business
  • Reporting to: Kripa Krishnamoorthy
  • Business: HR
  • Location: Mumbai, India
  • Division: Consumer Bank, India
  • Level: C14

Job Description:


Citi’s Asia Pacific Consumer Bank serves more than 120 cities in 17 fastest-growing markets in the region. We offer a diversified range of products ranging from retail banking, wealth management, insurance, mortgage, Citi branded cards and loans to our 17 million valued clients. With more than a century of enviable brand and market leadership, we are competitively well-positioned to grow a high credit quality customer base that benefits most from our capabilities.


The Global Consumer Bank (GCB) in India is an established player across client segments accredited with several firsts. Citi’s footprint at present covers 18 cities, 35 branches and 550+ ATMs across India. Citi India serves 1.2 million retail customers, 1.9 million credit card customers & 32,000 commercial banking clients. The country generates revenue of 650 $MM and the businesses are highly profitable with strong brand and market leadership in several core product lines. Significant wealth is being created from the growing affluent and emerging affluent population, opening up huge opportunities in areas such as wealth management, personal consumption, payment products, insurance etc.


Job Purpose:


This position is part of the Consumer Human Resources team. The incumbent will act as an internal consultant on a broad range of people issues to an allocated client group in the Consumer bank in India, for which they will have a clear understanding of the business objectives and strategies. The main purpose of this role is to partner with the Consumer banking business, to facilitate the people strategy and initiatives. The consumer business is in the midst of a transformation agenda globally in order to compete with the new fintech and other emerging banking service providers who are agile and fast evolving. The HRA will need to adapt the HR strategy to suit this business context and personally reflect that behaviour.


To be effective for the position, the incumbent must act as a strategic business partner, build significant trust and credible working relationships with the business. The incumbent will focus on high-level strategic people issues of all types, such as setting multi-year engagement/talent agenda, and generally serving as a key advisor on any major issues related to HR.


Through challenging and coaching their senior client(s), the role will raise leadership effectiveness and capability. The incumbent will develop long-term, multi-year relationships as a trusted advisor. The incumbent will be a strategic partner and change agent alongside senior leaders, helping them to develop and execute the people dimensions of their business strategy.


Key Responsibilities:


The incumbent will work proactively with the assigned business units in recruitment, training, people development, performance management, retention, succession planning, employee satisfaction, and recognition programs to ensure the success of business initiatives. These will be run in partnership with the HR COE team and ensure that the business leaders have a seamless HR experience.


Talent and Organizational Development:

  • Develop multi-year strategic HR strategy to build the capability to deliver on the HR Strategy
  • Engage on all agenda items as custodian of the forward looking culture, as part of the business senior leadership team
  • Work with the senior leader to build capability in their team – with the individuals and the team as collective
  • Build the capability of the senior team and the requisite conditions for change management to be forward compatible
  • Work with the heads of business divisions and functions to assess employees’ potential for future roles
  • Support the development of senior leaders to aspire to future roles (i.e., providing coaching, mentoring, mobility opportunities, and nominating to training programs)
  • Facilitate delivery of their clients’ annual talent review


  • Creation of the workforce plan / pipeline that comes from the 2021 business & people strategy
  • Understand how the talent makeup and trends in the market and changing needs of business. Combine internal talent development and selective external hiring in order to have a robust team to deliver the business strategy, including the technology & digital transformation agenda
  • Engaged with Recruitment teams to deliver this seamlessly
  • Assessment of hires for the business against forward compatible attributes


  • Understand the knowledge, skills, behaviours that are necessary to build mid-long range capability in their business, turn this into a core component of their Human Capital strategy - identifying specific competence gaps in the organization
  • Deliver coaching / interventions to build capability of the senior leader /leadership team

Employee Relations, Policy and Ethics:

  • Lead Complex and high risk Business Unit Level Employee Relations issues with the relevant parties and ensure key country / Regional / Global Stakeholders are informed and involved in the process
  • Partner with BU management to maintain/improve a positive ER environment for the business

Diversity and Engagement:

  • Ensure progress on Regional level business unit Diversity Goals
  • Develop strategies based on VOE scores & other inputs to improve overall employee engagement and manager capability
  • Ensure a engagement agenda to cover the multi branch location employees and also cascade key organisation goals and culture
  • Performance Management:
  • Advise on goal cascade in order that performance plans match strategic business plans
  • Advise/lead on skills capability gap analysis and partner on solutions to close gap – i.e. hiring, development, retraining
  • Partner regional management teams through performance calibration and senior (MD/D Promotion process)


  • Coach business to differentiate rewards by employee performance (i.e., push the notion of meritocracy)
  • Partner with the reward team to ensure that total reward strategies align to business strategy
  • Partner on year end compensation process, to ensure spread of money meets strategic goals (i.e. pool methodology)
  • Partner with the business through the annual D/MD promotion process

Risk and Controls:

  • Understands and proactively manages risk and compliance in respective area of responsibility
  • Appropriately assesses risk/reward relationships when making business decisions


Incumbent Specification:


Knowledge/Experience/Technical skills:

  • Min 12 HR experience
  • Preferably HR Generalist/ Adviser / Consulting
  • Expertise in working through large scale people initiatives, talent assessment and development
  • Work experience in a Complex Matrix Organizations
  • Appreciation of Retail environment

Personal Skills:

  • Senior Stakeholder management
  • Ability to build trust
  • Preference of having handled multi location HR teams
  • Experience in having implemented forward looking HR structures and processes
  • Strong communication/presentation and interpersonal skills
  • Demonstrated high business ethics and standards
  • Hands-on, self-driven and passionate
  • Analytical skills
  • Partnering with HR peers to influence outcomes & deliver synergies
  • Agile and adaptible

20 March 2019
Location: India Marche Mumbai
Work type:
Full time
Banking and Financial Services
Human Resources
PLEASE! No enquiries from Recruitment Agencies or Headhunters.

Only direct applications will be considered.

This career opportunity is no longer open.
Please search for current vacancies here.

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