Standard Chartered

ED, Hive Technology Leader - Treasury Liquidity and IRRBB

Leading delivery excellence for Functions (Finance, Financial Crime, Digital Foundations, Strategy and Talent, Risk, Legal, Audit).

Head, Functions Delivery Excellence

❉ Led the strategic change program for Regulatory Liquidity and was responsible for the onboarding CFMR, LCR, NSFR, OLAR, Survival Horizon, HKMA, LRF Forecasting, IRRBB, Recovering and Resolution Planning, Funding In Resolution, Fund Transfer Pricing, Data Quality Monitoring - Financial Market Reconciliation, CDE Profiling, LCR DQ and DLRR,. Led the program that delivered the strategic group Regulatory Liquidity platforms covering 19 major markets with cross functional teams across 4 hubs. 

❉ Successfully transitioned Financial Markets Treasury Strats application into Liquidity to generate board metric (OLAR SH, MCO, MWS, NSS, FIR and Recovery and Resolution Planning) reports across 19 markets. Designed, procured, setup the infrastructure and productionized the entire application which was built using Haskell, Mu and GHC.

❉ Leading Technology Obsolescence initiative to decommission legacy platforms in phases, driving efficiencies and savings across financial reporting platforms.

❉ Led the optimization and transformation of the way we work; created strategy, provided structure, building teams and ensured progress. This resulted in my teams having clear autonomy, clear priorities, certainty and space to complete their work to the best of their ability.

❉ Led the setup of the Functions Scrum Master Community of Practice, bringing together 90 - 120 participants each month sharing best practices, case studies and data. A platform that standardized knowledge, awareness, created excitement and enthusiasm including participation and space for proof-of-concepts.

❉ IGNITE Coach and mentor for women across various domains. Coaching is key to empower an individual to reach his/her full potential, overcoming fear and doubt, embracing constant change.

Head of Change Delivery and Transformation, Liquidity, IRRBB, FTP

❉ Led and delivered IFRS9 reporting to the regulator

❉ Led teams to Implement modeling and analytics, self-service reports,  financial 
aggregation and unified workflows using SAS

❉ Delivered and stabilized Liquidity Regulatory reporting across legacy platforms for IRRBB, LCR and MNE.

Senior Technology Project Manager

❉ Established processes for vendor management office in the Malaysia GBS hub. This role requires working closely with China, Singapore and India vendor management and supply chain management offices.

❉ Onboarding and management of vendor resources into GBS Malaysia hub.

❉ Managing costs, rates, RFQ, RFP, vendor headcount and contracts for GBS Malaysia.

Senior Manager Strategy and Vendor Management Office

❉ Led a geographically dispersed engineering team consisting of Technical Architects, Developers, Project Managers, Solutions Managers and Testers

❉ Delivered solutions across Online Banking, SMS banking, Online Rewards and Recognition, CASA, Deposits, Mortgages and Credit Cards

❉ Managed the end-to-end life cycle of engineering projects, ensuring that they fall within budget and on schedule.

❉ Worked with Product and Business Teams to align the engineering efforts with Business Goals

❉ Improved operational efficiencies, including creating processes and best practices.

Head of Channels (Internet Banking, Online Reward and SMS Banking)

Voices of Change

As the host of Voices of Change, I lead meaningful conversations with leaders who are driving transformation, innovation, and leadership across industries.

This podcast is a platform to highlight real stories, inspire growth, and empower people at all stages of their leadership journey. 

I speak with changemakers, trailblazers, and everyday leaders about how they navigate challenges, lead with purpose, and create impact in their careers and communities.

Every episode is a chance to learn, reflect, and lead differently because real change starts with real stories.

Podcast Host

-Conceptualized and implemented innovative customer engagement, revenue management, and payment solutions, achieving a 30% rise in customer satisfaction and increased market visibility.

-Served as a vital link between Sales Directors, Projects, and Human Resources, optimizing resource allocation across the APAC region and driving a significant 22% productivity increase.

-Amassed in-depth domain knowledge in Telecommunications, particularly in Billing and Routing, resulting in a 15% enhancement in operational efficiency in these sectors

Regional Project Services Manager, APAC

Mahindra Satyam BPO

-Responded to the $2M GE RFP, improving Hangzhou plant efficiency by 30% and market footprint by 25% via a subsequent $3.5M contract with Pfizer in the U.S.

-Established a Business Intelligence & Data Warehousing Centre in Malaysia, boosting skilled job opportunities by 20% and growing fresh graduate hires by 30% annually via university programs.

-Enhanced team productivity & operational efficiency by training & onboarding 15 staff under high-stress conditions.

Head, Datawarehousing and Business Intelligence

CV SOFT Sdn. Bhd.

-Mastered new programming languages (Java, VB, SQL, Oracle, Access) and developed an Access Management System, which was adopted by 3 local universities and 5 small companies, increasing their system efficiency by 40%.

Senior Software Developer

Change Management Leader | Executive Director in Treasury Tech | 20+ Years in Banking Innovation | Keynote Speaker | Empowering Women to Lead & Thrive

I help banks navigate complex treasury transformations without breaking operations.

Most regulatory system migrations are disasters. Mine aren't.

Recently, I led a complete Treasury Regulatory Group Reporting overhaul at Standard Chartered Bank—new platform, new/upgraded applications, new regulations/policies, new processes. Result: zero business disruption, 100% compliance with regulatory deadlines, and stakeholders who were "pleasantly surprised" it went so smoothly.

That's what 20+ years of change management expertise looks like in practice.

What I do today

As Executive Director of Treasury Liquidity & IRRBB (Interest Rate Risk in Banking Books) Technology at Standard Chartered Bank, I design and implement strategic technology systems that keep operations running while we transform them.

Results that matter: • Led cross-functional teams and programs that reduced operational costs by $42M - optimizing yearly • Improved project completion rates by more than 90% and efficiency by 95% • Founded the CIO Scrum Master Community of Practice changing perception and increasing capabilities • Transformed 37 teams across 10 domains into New Ways of Working and much more.

Beyond the day job

I speak at conferences on change management and women's leadership. I've also coached 100+ professionals through major career transitions—because navigating change is what I do best.

Let's connect

Looking for a change management expert who delivers results without the drama? 
Let's talk: niraseethacristian@gmail.com

Everyone's pressing the accelerator. 🚗

But the smartest leaders are quietly building the foundation.


I learned this the hard way during a major infrastructure migration. 

We were under massive pressure to migrate infrastructure, application, people and processes, and I initially pushed my team to move faster.

The result? 

Everyone was running around headless.. The worst was, nothing was really getting done. 

There was no tangible progress leading towards actual delivery. There were confusion, mistakes we are made assuming things and frustration overall.

Then I stopped. Called a team meeting. Spent 4-6 hours just talking (in different meetings of course) through the "why" behind our approach.

That 4-6 hour "delay" saved us 3 months of rework! 

We all understood and took actions together. This was in alignment to the actual North Star 🌟 

Real change doesn't come from pushing harder. 

It comes from going deeper: → Deeper in trust → Deeper in clarity→ Deeper in how people move together.

The leaders who last don't chase quick wins. They focus on building what will last.

One small shift: Instead of asking "How do we move faster?" Ask, "What do we need to make stronger before we start?"

Because real transformation isn't built on speed. It's built on strength.

P.S. What's your experience? Have you seen teams struggle when speed trumped foundation?
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Seetha Cristian

Change Management Specialist | Zero-disruption regulatory transformations for banks & fintechs | I make complex treasury migrations look effortless | Executive Director & Speaker

People think mentoring shapes futures.

The real surprise is how it reshapes cultures.

Many people talk about mentoring as if it is only about growth for one person.

A new role.
A better skill.
A clearer path.

But the real change does not sit in those moments.
It sits in the responses that follow.

When a person feels seen, they stop carrying fear into the room.

When they feel safe to speak, the room itself starts to change.

When they learn to hold steady, the people around them begin to breathe again.

A small shift in one person can set a new tone for how others behave.

Meetings feel calmer.
Thoughts are shared without worry.
People pause before reacting.

And slowly, the space becomes more open than it was before.

This is why mentoring is not a straight line from problem to progress.

It moves through many layers that no one writes down.

It touches silent habits, hidden doubts, and old patterns that shape how people show up every day.

The real power of mentoring is not in the change others can see.

It is in the quiet reset that spreads through teams, choices, and moments that look small but carry weight.

P.S. What is one shift you believe can change the way people feel at work?
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The hardest part of leadership isn't pushing people forward.


It's knowing when to step back.

A colleague I've mentored for years came to me feeling stuck. Unfulfilling job, difficult boss, interview anxiety holding her back from better opportunities.

I jumped in with both feet. Offered to be her accountability partner. Created action plans. Checked in regularly.

But the more I pushed, the more she pulled away.

"I don't want to be judged," she finally told me. "I'll do what I can within my ability."

That's when it hit me. I wasn't supporting her journey—I was trying to direct it.

True leadership means meeting people where they are, not where we think they should be.

Sometimes the greatest gift we can give someone is space to grow at their own pace, while staying ready to help when they're truly ready.

P.S. What's the most valuable lesson you've learned about supporting others in their growth?
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People think transformation happens on one big day.

But I learned it inside a quiet meeting room at 7 pm.

Two years ago, I was leading a project that looked simple on paper but messy in reality.

Everyone kept waiting for that “one breakthrough moment” that would magically solve everything.

But the real shift came from smaller things that did not look special at all.

A tense conversation that opened a new door.

A team member who finally said what he really felt.

A redesign that came from a mistake, not a plan.

A decision we didn’t celebrate, but changed the whole path.

No single moment looked big.
But each moment carried truth.

The project did not transform on the day we reached the milestone.

It transformed in the days when we learned something new about how we think, work, and talk to each other.

Little by little, the team grew.
Little by little, the work became clear.
Little by little, the room held more trust.

That is when a deeper insight became clear:

Transformation is not a finish line.
It is a slow shift in how people see themselves and each other.

It does not shout.
It does not rush.
It grows in silence.

“Evolution is transformation in slow motion.”

P.S. What is one quiet shift in your journey that changed your path even before you noticed it was happening?
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The proudest transformation stories aren’t about projects.
They’re about people.

A while ago, I worked with someone who joined a project with strong skills but low trust in herself.

She always did her work well.
But she avoided giving opinions.
She never stepped forward unless someone asked her to.

One day, during a review, I asked her something different:

Not about the tasks.
But about, What part of you do you want to grow in this journey?

She paused.
And that pause stayed with her longer than the question.

Over the next few weeks, small shifts began to show.

She spoke up once.
Then twice.
Then she took the lead for a conversation the team had been avoiding.

Soon she wasn’t the silent contributor anymore.
She became the person others turned to when things got unclear.

The project improved, yes.
But she improved more.

And this is the truth many leaders forget.

A process can fix a workflow.
But a person who grows can shift an entire culture.

Projects end.
Systems reset.
Metrics fade.

But when someone finds their voice, it changes how they think, how they act, and how they influence everyone around them.

That is the real transformation.

Because real progress is not how fast we move the project.
It’s how deeply we move the person who is driving it.

So here’s a question for you:

What is one transformation in a person that changed the way you lead?
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We often chase progress like it’s a race.

But the greatest breakthroughs often happen in stillness.

The world measures growth in milestones: faster launches, louder wins, endless momentum.

But here’s the paradox:
Movement without awareness isn’t progress.
It’s motion disguised as meaning.

The most grounded leaders I’ve met share one quiet strength - they know when to stop.

Not out of fatigue.
But out of wisdom.

They pause to listen beneath the surface.
Because clarity doesn’t arrive with noise.
It emerges in silence.

A pause isn’t absence of action.
It’s the highest form of presence.

It’s the moment the mind catches up with the movement.
The point where purpose realigns with pace.

In chaos, stillness becomes a compass.
Not to escape the storm but to understand its direction.

That’s where true progress begins.

P.S. If the world stopped rewarding speed for a moment - how would you define progress for yourself? 
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The future doesn’t belong to the most experienced leaders.
It belongs to the most visible ones.

Because real leadership isn’t about power or position.
It’s about presence.

When you choose to share your thoughts in public, you’re not trying to get attention.
You’re taking responsibility.

People don’t follow quiet leaders anymore.
They follow those who speak with clarity.
And clarity only grows when it’s shared.

Every time you speak about what you’ve learned, someone else learns faster.

Every time you share your process, someone finds courage to start.

Every time you show up with honesty, you give others permission to do the same.

That’s not showing off.
That’s showing the way.

Leadership used to happen behind closed doors.
Now, it happens in how you show up online.

When you share your knowledge, you’re not just helping people see you.

You’re helping them see what’s possible for themselves.

The world doesn’t need more polished brands.
It needs more honest voices.

Leaders who teach, guide, and grow in public.

Because true leadership doesn’t hide.
It shows up.

P.S. Do you think being visible today is one of the most powerful ways to lead? Share your thoughts in the comments

I once led a change project that hit every target on paper.

But the room felt silent… and that silence told me the truth.


That day I learned something important.
Transformation has two layers.
One that leaders measure.
And one that actually matters.

Most leaders only track the outer layer.
Numbers.
Deadlines.
Outputs.

But the inner layer is where the real shift begins.
And this layer has no charts.

I call it the “feel of the room.”

It shows up in tiny ways that most reports never catch.

When people stop rehearsing their thoughts before they speak.
The room feels lighter.

When someone disagrees without fear of judgment.
The room feels safer.

When two teams that once avoided each other now share a small win.
The room feels connected.

These moments are not “soft signs.”
They are early proof that the culture is learning a new way to exist.

Because people change from the inside first.
Behavior changes after.
And performance changes last.

This is why I always tell leaders:
If you want to measure transformation, don’t look at what people deliver first.
Look at what they allow themselves to feel in the room.

If trust rises, performance will follow.
If trust drops, performance will break no matter how strong your numbers look today.

Transformation is not a number shift.
It is a room shift.

And the room always tells the truth.

P.S. What is one “feel of the room” signal you trust when you want to know if real change has started? 
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𝗜𝘁'𝘀 𝘆𝗲𝗮𝗿 𝗲𝗻𝗱 𝗯𝘂𝘁 𝘁𝗵𝗲 𝗰𝗹𝗼𝗰𝗸 𝗰𝗼𝗻𝘁𝗶𝗻𝘂𝗲𝘀 𝗺𝗼𝘃𝗶𝗻𝗴 𝗲𝗮𝗰𝗵 𝗱𝗮𝘆.

Q4 changes are ramping up. 

Anyone else feeling that tension between "I need a break" and "these new projects are actually exciting"?

Feel like being caught between emotional exhaustion and professional momentum.

Do the following 3 things, it works for me:

1. Protect the slow-down space brutally. I prioritize like my energy depends on it (because it does). If I can't keep a promise, I don't make it. 

If you don't do this for yourself, who will?

2. Feed the creative side when motivation drags. A favorite blueberry muffin or learning something new. The best thing is stepping away from managing change.

Do something you really like!

3. Switch from execution mode to strategy mode. This year has been all about delivering. Now I'm carving out time to learn and strategize for what's next. 

Why not? No one can stop you.

Sometimes the biggest change we need to manage is our own energy.

(Repost for your network ♻️)

𝗣.𝗦. 𝗪𝗵𝗮𝘁'𝘀 𝗸𝗲𝗲𝗽𝗶𝗻𝗴 𝘆𝗼𝘂 𝗺𝗼𝘁𝗶𝘃𝗮𝘁𝗲𝗱 𝗮𝘀 𝘄𝗲 𝗵𝗲𝗮𝗱 𝗶𝗻𝘁𝗼 𝘁𝗵𝗲 𝗳𝗶𝗻𝗮𝗹 𝘀𝘁𝗿𝗲𝘁𝗰𝗵 𝗼𝗳 𝟮𝟬𝟮𝟱?

One moment in a meeting showed me why most change fails before it even begins.


A company I worked with wanted to move from a reactive style to a proactive one.

Everyone said yes.
Everyone agreed.
But when it was time to act, the room went quiet.

So we rebuilt the whole shift with my 4C Model for Change That Sticks.

✅Clarity
✅Courage
✅Collaboration
✅Consistency

Here is how all four showed up in this one change.

We started with Clarity.
Not long notes.
Not a big plan.
Just one clear line on what “proactive” would look like in real daily steps.
Once people saw the same picture, the confusion went away.

Next was Courage.
The leaders went first.
They made small early moves without waiting for the perfect moment.
The team followed because they saw action, not talk.

Then came Collaboration.
We brought people from different levels into one room.
They spoke honestly.
They saw gaps they never saw before.
This eased the push and lowered fear.

The last piece was Consistency.
No big jumps.
Only small steady steps each week.
Slowly the new habits became normal.

This is why the 4C Model works.
It keeps change simple and real.
People feel sure.
Leaders stay steady.
And the change stays strong even when no one is watching.

P.S. Which C do you see most leaders forgetting?
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Every leader lives two stories. Only one of them is ever seen.


The first story is the change they guide in the world.
The second story is the change they face inside themselves.

The outer story is easy to notice.
People see the plans.

They see the choices.
They see the steady voice in the room.

But the inner story stays hidden.

It is quieter.
It asks harder questions.
It is the place where real growth begins.

This inner story shows up when a leader feels unsure but chooses to stay present.

It shows up when old fears rise but new strength pushes through.
It shows up when the work asks for a version of them they have not met yet.

Most leadership advice talks only about guiding others.
But there is a deeper truth here.

A leader does not only shape change.
The change also shapes the leader.

This is why two transformations happen at the same time.

One is the journey you guide on the outside.
The other is the journey you walk on the inside.

And the second one decides the quality of the first.

Because people do not follow titles.
They follow the person who is brave enough to grow while leading.

When a leader keeps growing within, the change outside starts to move with clarity.

When the inner world stays stuck, the outer world slows down too.

The strongest leaders are not the ones who lead the fastest.

They are the ones who let the work transform them as much as they transform the work.

P.S. Which of the two stories feels more real to you right now
(the outside one or the inside one)

If this opened a new thought for you, share it below. Someone else might need it today.

Everyone talks about good mentors.
No one talks about how easily a mentor can block someone’s growth.

It often happens in small ways.

A fast answer.
A strong suggestion.
A quick step in.

Slowly, the other person begins to wait for your voice.
Not their own.
And once that gap opens, dependence starts quietly building inside them.

Most people think support means stepping in.
But real support is helping someone stay awake in their own mind.

True mentorship does not create followers.
It creates people who can stand steady without looking over their shoulder.

Here are three deeper shifts that help mentors empower without creating silent pull.

1️⃣ Move from “Let me show you the way” to “Let me protect your space to think.”

Most people already have answers inside them.
What they need is space to hear those answers.
A mentor protects that space instead of filling it.

2️⃣Move from “Tell me the problem” to “Show me how you see.”

Tasks change.
Patterns stay.
When you understand how someone sees the world, you help them unlock their own clarity.

3️⃣Move from “Use my clarity” to “Grow your compass.”

Borrowed clarity fades fast.
Inner clarity stays.
A mentor’s power lies in helping someone trust the compass within them.

When a person trusts their own compass, dependence disappears.
Leadership rises.

P.S. Which shift feels the most missing in today’s mentoring style?
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For many leaders, the biggest disruption is not AI.
It is the speed at which their old playbook is becoming useless.

Many leaders still look at tools and think that is where the danger sits.

But the real shift is inside the way leadership now works.
The world no longer rewards the style that once felt safe.

Traditional leadership taught leaders to:
↳ Protect what is working
↳ Stay away from risk
↳ Move slow
↳ Wait till things look clear

But the new world asks for a very different style.
It asks leaders to:

↳ Change while things keep moving
↳ Make choices even when half things are unknown
↳ Guide people through uncertainty
↳ Create new paths when old ones stop working

This is where many leaders feel stuck today.

Not because they do not know enough.

But because they cannot reshape fast enough while the world keeps shifting around them.

Here is the truth that most people avoid:

AI is not replacing leaders.
Change is replacing leaders who cannot grow with it.

In a world that keeps turning faster, knowledge is not the winning point.
The winning point is how quickly you can learn again.

Adaptability is the new form of intelligence.

The leaders who grow with change will stay ahead.
The ones who hold on to the past will fall behind even if they are skilled and smart.

P.S. What is one old habit in leadership that you believe should end now?
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