Michael Williams

Talent Acquisition Lead ✦ RL100 Member ✦ Views are my own

Over 19 years experience and have previously worked at HSBC, UBS and BNY Mellon. I am very passionate about my work and have had the privilege to partner with Global Banks and Financial Institutions in the identification and attraction to hire senior leaders, ranging from C-Suite to Board level across the UK, Europe, North America and APAC. 

Experience working at the intersection of Executive Recruitment, Talent Intelligence, Talent Management and Workforce Planning, I support HR Leaders in building high-performing teams that drive growth and transformation. 

Core Specialties:
➝ Executive Recruitment & Talent Acquisition (C-Suite, CEO -1 and -2 level, MD, Board).
➝ Talent Intelligence, Market Insights & Competitor Benchmarking.
➝ Workforce Planning, Succession Strategy & Leadership Assessment.
➝ Senior Stakeholder Management & People Leadership.
➝ Direct sourcing & Vendor Management.
➝ Successfully built a TA function from the ground up.
➝ Built C-Suite Leadership teams via direct sourcing channels and networks.

Industry Focus:
➝ Banking, Financial Services, Wholesale Banking, Asset Management, Investment Management, Private Bank, Investment Banking.
➝ Front Office, Middle Office, Corporate and Control Functions.

Chartered MCIPD qualified professional who has a data-driven and hands-on approach, combining analytical insight with strategic execution to deliver measurable impact in leadership hiring and talent strategy.

Head of Talent

Recruitment Lead responsible for all lines of business hiring from entry to Board level, covering Corporate Functions through to the FrontI office. 

2021 Achievements:
→ Recruitment Framework & Governance Implementation 
→ IR35 Lead (Successful HMRC Audit)
→ Reduced time to hire to 41 days

2022 Achievements:
→ ATS Implementation 
→ Talent Management Framework Design
→ Gender Diversity recruitment policy implementation 

2023 Achievements (YTD):
→ Direct recruitment model implementation 
→ Direct Recruitment (91% YTD)
→ Internal Mobility (63% increase YTD)
→ Branding

Key Placements:
→ European Chief Risk Officer, London
→ Chief Risk Officer, Paris
→ European Head of Internal Audit
→ UK MLRO / European Head of Financial Crime
→ European Chief Financial Officer
→ Head of Market Risk & Reporting
→ Head of Credit Risk
→ Head of Enterprise Risk Management 
→ Head of Operations 
→ Head of Business Management
→ European Head of Banking
→ European Head of IT
→ Head of Communications - Europe
→ European Head of Treasury & Financial Markets
→ Business Manager to the CEO, IB

As Theodore Roosevelt said, 'People don’t care how much you know until they know how much you care.' That’s the lens through which I approach every strategy, decision, and conversation.

With 14+ years of experience, Reema comes with a people-centric approach and a passion for human resources
I am a seasoned People & Culture Partner with deep expertise in performance management, talent development, and culture transformation. 

My focus is on building employee-first organizations where people strategy directly drives business outcomes. 
I have collaborated with global CoEs in L&D, Rewards, and HR Operations to embed values into HR cycles and design leadership programs that strengthen capability and succession pipelines. 

I champion continuous learning, mentorship, and knowledge sharing, ensuring employees feel empowered and engaged. 

My experience includes redesigning onboarding journeys, implementing recognition frameworks, and driving culture activation workshops that elevate employee experience. I leverage HR analytics and dashboards to influence leadership decisions, linking engagement, attrition, and performance trends to measurable impact. With strong stakeholder management and change leadership skills, I thrive in fast-paced environments, enabling collaboration, innovation, inclusion, and well-being across the workforce.

What I Bring to the Table:
👉 Building Senior Relationships: Collaborating with executives to deliver customized HR solutions that meet business goals.
👉 Leadership Development: Designing programs that grow future-ready leaders while mentoring HR teams to exceed expectations.
👉 Talent Management: Driving workforce planning, performance management, and succession planning to create a robust talent pipeline.
👉 Change Management: Leading large-scale transformations, from restructuring to culture-building initiatives, with seamless communication and employee engagement.
👉 HR Analytics: Using data insights to drive decisions that improve performance, engagement, and retention.

My Track Record:

->Partnered with senior leaders to reduce turnover by 15% in a high-growth environment.
->Increased employee engagement by 20% through targeted well-being and recognition initiatives.
->Launched a leadership development program that resulted in 70% of participants being promoted within two years.

Core Expertise:
->HR Strategy & Business Alignment
->Talent Management & Leadership Development
->Employee Engagement & Organizational Development
->Diversity, Equity & Inclusion (DEI)
->Change Management & Transformation
->HR Analytics

Reema Purohit

I have been there, done that.
There was a time when I found myself excluded from a project—not because of a lack of #capability, 

because I questioned decisions and spoke up when I sensed #disrespect.

What followed was labeling — “too sensitive,” “too emotional,” “difficult to work with.” 

But let’s be honest — labeling someone as “too sensitive” for responding to disrespect is not feedback, 

it’s manipulation. It shifts blame, invalidates genuine feelings, and discourages self-advocacy.

In reality, respect should never be conditional.
 
#Mutualrespect is not a luxury; it’s the foundation of #trust, #collaboration, and #psychologicalsafety at #work.

Organizations and #leaders must reflect:

Are we truly fostering a culture where people feel safe to question, challenge, and speak up respectfully?

Or are we silencing voices under the guise of “maintaining harmony”?

Because real harmony isn’t the absence of disagreement —
 
It’s the presence of respect, even when we #disagree.


#Leadership #RespectAtWork #PsychologicalSafety #HR #CultureMatters #VoiceAtWork

Senior HR Business Partner | People & Culture | Driving Performance, Talent & Manager Capability | GCC & APAC Experience | Building High-Performance, Inclusive Culture I Immediate Joiner

Most people don’t quit companies

They quit the person leading them.

Quietly.
Withdrawing. 
One behavior at a time.

The difference between a boss and a leader is invisible - 
until trust breaks.

Here’s how you spot it 

❌ Bosses:
- See results and pile on more work
- Control every detail because they can't let go
- Use fear to drive #compliance
- Take credit when things go right
- Blame their teams when things go wrong
- Talk more than they listen
- Chase short-term wins over long-term growth
- Ask, “What’s wrong with them?” instead of “What can I do better?”

✅ Leaders:
- See #potential and create room to #grow
- Build thinkers, not followers
- Inspire ownership through belief
- Share credit freely and own mistakes
- Speak last - #listen first
- Coach people beyond their comfort zones
- Protect their teams from noise so they can focus
- Ask, “How can I help you succeed?”

A boss demands effort.
A leader earns commitment.

One drains people.
The other develops them.

Be the one who builds belief.

#leadership #mondayvibes

The most valuable people in your company aren’t necessarily the ones with the smallest devices. 

They’re the ones whose output is enabled by intentional tools.

Let’s stop equating minimalism with authority, and start equating capability with the right resources.

Give your makers the space to make.
Give your thinkers the screens to think.

Because impact isn’t measured in inches—it’s measured in outcomes.

Agree?

#ToolsForWork #ProductivityTools #WorkplaceDesign #LeadershipMindsets #TechAtWork #CorporateSatire #WorkBetter

As we step into 2026, I want to pause and remind myself—and anyone who needs to hear this today:

Stop rushing your timeline.
#Growth is not a race.

We all grow—
but at different rates,
in different seasons,
and often in ways that are invisible to others.


Every year arrives with its own lessons.
Some years give #promotions, milestones, and #applause.
Some years give patience, resilience, clarity, and quiet strength.
Both are growth. Both matter.

If 2025 felt slow, uncertain, or heavy—trust that roots were forming.

If it felt fast and rewarding—honor the effort it took to get there.

As 2026 begins, may we:

Stop comparing timelines
Release unnecessary pressure
Stay consistent, not hurried
#Trust our own pace

Because meaningful growth isn’t about speed.

It’s about alignment, intention, and staying the course.

Here’s to a year of growing—steadily, #authentically, and unapologetically.

Happy New Year 2026. 


#NewYear2026 #GrowthMindset #TrustTheProcess #PersonalGrowth #CareerJourney #Leadership #ProgressNotPerfection #WeAllGrow

#Loyalty can’t be bought.

But it can be lost the moment people are treated like numbers.

Too many leaders obsess over quarterly targets and ROI—

 While the very teams expected to deliver those results quietly disengage or walk away.

After more than a decade of building teams, one lesson has been consistent:

I’ve never regretted being kind.

 But I have regretted being cold during high-pressure moments.

Treating people well isn’t an HR initiative.
 
👉It’s a leadership advantage.

When you genuinely invest in people:

👉Trust accelerates
👉Loyalty shows up without being demanded
👉#Performance becomes consistent
👉#Ownership replaces micromanagement
👉#Innovation happens naturally

You can’t spreadsheet this kind of return.

You either live it—or you lose it.

#Treat people well.

If your people left tomorrow, would they say you invested in them—or just measured them?

#WorkplaceCulture
 #EmployeeExperience
 #HRLeadership
 #FutureOfWork

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Michael Williams

Reema Purohit

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The Battle

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