We celebrate this acknowledgement from one of our industry's premier publications as we continue to drive our Environmental, Social and Governance priorities forward. We applaud their inspiring leadership, ability to challenge the status quo and all the work they do to advance progress within our industry and beyond. Citi has also been recognized as one of the top teams overall for this year's rankings. This number represents the median, which is the midpoint of the ranges from our proprietary Total Pay Estimate model and based on salaries collected from our users. Effectiveness of an analyst community with high turnover is known to be a joke yet not permitted to be discussed as that globally well known fact clashes with the message of success from the CEO, CFO, and other executive leaders.We could not be prouder to share that eight senior leaders at Citi have been recognized among this year's American Banker "Most Powerful Women" rankings. The estimated total pay for a Managing Director at J.P. Erin currently resides in the Greater New York City Area. With 30%+ annual analyst turnover after 5+ years of offshoring at volume the success at Citi is only measured in terms of $ of cost avoidance and the size of the offshore staff. Erin Morrow serves as the Managing Director - Chief Compliance Officer Global Consumer Bank of Citi. There is a huge push to keep moving analyst roles offshore from NY, London, Hong Kong, Singapore, and other major hub cities to save money. Fairly senior titled managers frequently get lost in small details and often put time and effort toward small silos to champion their opinions and teams though the task they work on is meaningless or misguided and adds no customer, shareholder, or employee value. Management at the C15/C16 level (Director and Managing Director) is neither empowered nor motivated nor rewarded to make hard decisions.
HR is completely complacent in this practice, defers to management, and thus there is a culture of "yes" required to retain or grow ones role. It is all internal networking and favortism. Jobs internally "posted" are rarely filled by postings. Roles are defined by the person not the process and thus as people change, Citi redefines roles and role levels to suit individual managers.
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