Pradeep lends over 26 years of experience driving the people agenda for effective business performance in large corporations. He is regarded for his ability to quickly understand strategic business imperatives and to define and drive the people strategies most appropriate for effective performance. Coupled with his coaching skills, this enables Pradeep to coach and guide business leaders (in or outside of HR) on organizational alignment, people strategies, performance enhancement, leadership effectiveness and HR for impact.
Pradeep’s experience includes 19 years as a Head- Human Resources for various Citibank & Citigroup entities across India, the US and the UAE. His rich multicultural experience enables him to add significant value to globalization efforts and multinational clients. In his last work assignment, he headed the Human Resource function across Citigroup’s businesses in South Asia covering banking, consumer finance, BPO, KPO, brokerage and technology infrastructure. Pradeep has also served as Head of HR for Citibank’s IT Organization and on the corporate HR team at Tata Consultancy Services (TCS).
Pradeep believes strongly in making a positive difference to every customer; demonstrating value through result. His uncompromising ethics and professional integrity make him a trusted coach and advisor to individuals and organizations. He is regularly invited to the Indian School of Business (ISB) as an Executive Coach for their leadership programs.
Pradeep holds a post graduate degree in Personnel Management & Industrial Relations from Tata Institute of Social Sciences and a graduate degree in Physics from IIT Kharagpur. He is an alumni of Kellogg’s Executive Management Program and is certified as a coach by the International Coach Federation of USA.
Human Capital Strategy
Momentum for Business - Vision, Principles, Org Design & Operations Alignment
Example: Define paymaster position for "Niche Skills Co." while cutting training expense and campus hiring.
Example: Design and implement human resource organization and align processes to company values.
Example: Define organization best suited to achieve strategy; provide role & responsibilities; rationalize designations and define HR strategies to drive growth of the company.
Change Management
Momentum for Talent - Initiatives & Tools for Transformation
Example: Enable "Cost Cutting Co." employee re-skill for call center outsourcing.
Example: Lead talent systems process design and implementation change program.
Example: Design employee communications to support business transition; design and implement play-books for merger/acquisition.
Example: Conduct audit and recommend changes in people practices to realize cost benefits or increase employee engagement.
Transformation & Advisory
Seasoned Insight - Point-In-Time Situational Expertise
Example: Provide new CXO communication and strategy support to transition former peer group.
Example: Build transition and communication tools for large scale corporate acquisition.
Example: Enable new CXO role transition success via end-end guidance: role-holder communication, defining success parameters, implementation of personal brand.
Talent Management
Targeted Business Solutions - Expert Program Strategy & Design
Example: Develop and implement new performance management process for "Team Based Growing Co."
Example: Design and implement performance based pay program for "Service Delivery Co."
Example: Competency Identification and definitions, training systems, HR policy definitions
Leadership Development
Securing the Future - Programs and Processes to Cultivate Global Leaders
Example: Define and develop company specific development continuum for "Grow from Within Co."
Example: Design and deliver leadership assessment centers for "Marketplace Leader Co."
Custom Projects
Securing Expertise-Coaching, Analysis, Program Management, Transition Support, Compensation, Recruiting Solutions
Example: Interim CPO for "Transition Co."
Example: Coaching program design and management for "World Class Co."
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