I run growth and solutions for South Asia at an HR technology company. Most of my week is spent with HR leaders — understanding how their function works, where it's breaking, and what they're being asked to fix. Let me be upfront about what I am and what I'm not. I've never run payroll. I've never handled an ER case or sat on a POSH committee. If you need that kind of help, I'm the wrong person and I'll say so. What I do have is unusual: I see the inside of 6-8 HR functions a year. How they're structured. Which roles have real influence and which are titles. What the CHRO is actually being asked for by the CEO, and how far that is from what the team is working on. What breaks when a company goes from 800 people to 4,000. Where careers in HR stall, and why. Most HR professionals see one HR function properly, and maybe three across a whole career. I get a wide, shallow view instead of a narrow, deep one. For some questions — especially career questions — the wide view is more useful. If you're an MBA HR student or new to HR: I can tell you which HR roles actually exist, which ones are growing, which ones quietly plateau, and what the first three years really look like in each. If you're a few years in: I can help you work out why you're stuck in HR ops or recruitment, what a move to HRBP actually requires, and how to build the kind of profile that gets you considered. If you're curious about HR technology as an industry: this is the thing I know better than almost anything else. HR tech companies hire HR people — for implementation, customer success, pre-sales, product — and most HR professionals have no idea these roles exist or what they pay. I work with these teams every day and I've watched who gets hired and who doesn't. If AI in HR is being pushed at you: I'll give you the unhyped version. What these tools actually do today, what they don't do regardless of what the deck says, and which parts of your job are genuinely worth learning about. A few things I'm not. Not a coach. No framework to sell you. I'm not going to tell you HR is broken and needs to have a seat at the table — you've heard that a thousand times and it hasn't helped anyone. If I don't think I can help you, I'll say so in the first five minutes and refund the session. I'd rather do that than take your money for an hour of guessing. FAQs Q: Are you an HR practitioner? A: No. I run growth and solutions at an HR tech company - I haven't run payroll, handled an ER case, or sat on a POSH committee, and I'll say so upfront if that's what you need. What I bring instead is a wide view: I sit inside 6-8 HR functions a year and see patterns most people inside a single function never get to see. Q: What if this isn't the right fit for me? A: I'll tell you in the first five minutes and refund the session in full. I'd rather do that than take your money for an hour of guessing. Q: What's your cancellation and rescheduling policy? A: Rescheduling is free up to 12 hours before the call, as often as you need. Cancelling more than 12 hours before gets a full refund, no questions asked; less than 12 hours gets 50% back, since the slot is usually too late to fill. If you no-show without telling me, there's no refund - but message me if something genuinely came up and I'll usually make an exception.