Job Description
The Global Banking Workforce Planning & Human Capital team play a critical strategic role in the design, implementation and execution of workforce strategies that align with Citi’s (the “Bank”) global business objectives.
Within this role you will responsible for optimizing workforce capabilities, ensuring talent supply meets business demand, and driving workforce analytics to support decision-making. You will have a unique opportunity to partner with multiple senior leadership members across Banking, covering Commercial, Investment, and Corporate Banking globally to help develop workforce planning models that support business growth and operational efficiency. There is opportunity to drive change through improved automation, faster decision making and enhanced future forecasting of Citi’s talent force.
Key Responsibilities:
Workforce Strategy & Planning:
• Support the development and implementation of a global workforce strategy that aligns with business goals and ensures optimal talent allocation.
• Support workforce forecasting, headcount planning, and talent supply-demand modeling across all banking divisions.
• Establish workforce analytics frameworks to track key talent metrics, productivity, and workforce effectiveness.
• Drive workforce transformation initiatives, including automation and future-of-work strategies.
• Collaborate with Citi Executive Committees, Finance, HR, Business Execution and Citi’s Global business leaders to align and embed Citi’s workforce strategy with its ambitious business growth plans; ensuring the right talent is in place for expansion and transformation initiatives.
Workforce Analytics & Reporting:
• Leverage advanced analytics and tools such as Tableau to provide insights into workforce trends and optimize labour costs.
• Build predictive workforce models that support financial planning, cost management, and operational efficiency.
• Report on workforce KPIs and human capital ROI to senior leadership and board members.
Change Management & Organizational Design:
• Lead workforce-related aspects of mergers, acquisitions, and restructuring, ensuring seamless talent integration.
• Develop workforce frameworks to support new business models, digital transformation, and regulatory changes.
Global Talent Acquisition & Retention:
• Oversee workforce mobility, global talent deployment, and expatriate workforce planning.
• Partner with Talent Acquisition teams to ensure the workforce strategy is designed to attract and retain top-tier professionals in key markets
Qualifications & Experience:
• Proficient excel, tableau and presentation skills, comfortable communicating with and presenting to senior management
• Proven experience of project management skills and initiative ownership, preferably in relation to Human Capital/ Workforce Planning or other similar Business strategy initiatives, within a large investment bank or financial institution
• Proven experience in workforce planning, talent forecasting, human capital strategy and organizational design may be preferable
• Proven experience in working with multiple stakeholders, across geographies, functions and seniority.
• Strong ability to work cross-functionally with senior executives and HR leaders in a global matrixed environment.
• Proven experience in data-driven decision-making.
• Expertise in workforce analytics, HR technology and human capital may be an advantage.
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Job Family Group:
Business Strategy, Management & Administration------------------------------------------------------
Job Family:
Business Execution & Administration------------------------------------------------------
Time Type:
Full time------------------------------------------------------
Citi is an equal opportunity and affirmative action employer.
Qualified applicants will receive consideration without regard to their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
Citigroup Inc. and its subsidiaries ("Citi”) invite all qualified interested applicants to apply for career opportunities. If you are a person with a disability and need a reasonable accommodation to use our search tools and/or apply for a career opportunity review Accessibility at Citi.
View the "EEO is the Law" poster. View the EEO is the Law Supplement.
View the EEO Policy Statement.
View the Pay Transparency Posting
Citi works tirelessly to provide consumers, corporations, governments and institutions with a broad range of financial services and products. We strive to create the best outcomes for our clients and customers with financial ingenuity that leads to solutions that are simple, creative and responsible.
"We consistently assess Citi’s role in response to three questions: What are we doing to help create inclusive and resilient communities? How can we use our voice to help drive dialogue toward solutions? Is Citi walking the talk — are we doing the right things within our own firm? The short answer to all three of these questions continues to be the same: that we can and should do more."
— Michael L. Corbat, CEO
| Workplace Initiatives | |
| Program for parents returning to work after Parental Leave? | Yes- Open for vacancies in November 2019 |
| Leadership development programs? | Yes |
| Mentoring programs? | Yes |
| Coaching programs? | Yes |
| Employee-led diversity networks? | Yes |
| Internal women’s networking groups? | Yes |
| Open to discussing flexible work arrangements at interview stage? | Yes |
| No. of weeks paid maternity leave at full salary: | up to 26 weeks |
| Minimum weeks tenure required to be eligible for paid maternity leave: | 26 weeks |
| No. of weeks paid paternity leave at full salary: | 2 weeks |
| Minimum tenure required to be eligible for paid paternity leave: | 26 weeks |
| Workplace Initiatives | |
| Gender pay gap reporting information 2017 (UK): | |
| Average pay gap: | 43.50% |
| Median pay gap: | 32.00% |
| Average bonus gap: | 71.60% |
| Median bonus gap: | 71.40% |
| Signatory of the UK Women in Finance Charter? | Yes |
| Targets to raise the number of women in leadership? | Yes |
| Targets to raise the number of BAME individuals in leadership? | Yes |
| Listed in the Bloomberg Diversity & Inclusion Index? | Yes |
Returner Programme
The Citi Returner Programme is a supportive hiring programme, designed to help you transition from a career break into a career within financial services. You may have worked in the finance sector, the tech sector or another industry all together! We value your knowledge, skills and experience, regardless of how and where you have developed them. We believe that hiring people from different backgrounds with diverse perspectives brings advantages to our teams.
The programme will start in January 2020 and Returners will benefit from a structured and in-depth induction to help them transition successfully back into the workplace, followed by a tailored programme of professional development and learning delivered over a period of 15-18 months, dependent on the role and career pathway.
Returners will undertake professional qualifications as part of the programme and enjoy the benefits of being part of a supportive cohort. Citi recognises the importance of flexible working arrangements and is happy to explore these with you.
Eligible candidates will –
• Have been on a career break for at least two years
• Be looking to start the next phase of their career in financial services, in a range of roles, including operations and technology
• Demonstrate natural curiosity and be motivated to learn new skills
• Exhibit excellent leadership and communication skills
The returner programme will be open for applications on the 1st September 2019.