About
The story behind Resfeber.
Resfeber (n.) — the restless feeling just before a journey begins. The way forward isn’t fully clear yet, but standing still is no longer an option.
that feeling? I know it well.
The journey
7 years
Marketing, sales and business development
Next
Training, facilitation and consulting
8 years
Facilitator to Director, People Success & Strategy — then thinking partner to the founders
Today
Resfeber — and that company stayed on as a client
I’ve felt that feeling more than once.
After seven years in marketing, sales and business development, I moved into training, facilitation and consulting — I wanted my work to have a different kind of impact. Over the next few years I helped companies strengthen teams, develop managers, hire better and build capability. Looking back, it was organisation building. I just hadn’t named it yet.
What was meant to be a short chapter with a growth-stage company became an eight-year journey — from facilitator to Director, People Success & Strategy, and eventually into a thinking partner to the founders. Over time I became less of an HR leader and more of the person they turned to on the organisational decisions growth quietly demands: how to structure the team, who should own which call, what needed to change before the business outgrew the way it ran.
The biggest lesson
The biggest lesson from those years wasn’t about HR. It was that people problems are rarely just people problems — more often they’re business, leadership or decision-making problems showing up through people.
When my full-time chapter ended, the company stayed on as my client. That’s why I started Resfeber: to give founder-led companies the kind of people partner I’d become from the inside — one who builds the organisation behind the growth, not just the HR around it.
The human edge — in an AI world
AI can tell you how to have the hard conversation. It can’t have it for you.
It’s fair to ask what a human people partner is worth when AI can draft the policy, build the framework and even script the difficult conversation. Here’s the honest answer: the easy parts are being automated, and the parts that were always hardest are exactly the ones AI can’t touch.
01
Letting someone go with grace
The words are easy to generate. The judgement to hold the room and let someone leave with their dignity intact is not.
02
Trust that brings people back
People who had once left rejoined the organisation, because the trust held and we kept the relationship alive.
03
Noticing what no metric flags
AI can build your performance framework. It can’t tell you when your best manager has quietly stopped trying.
04
The call no model will own
When the data cuts both ways and a real person is on the other side, a human has to make the decision and carry the weight of it.
The people function was never really about the process. It’s the human work that actually matters.
How you’ll experience Resfeber
When you work with Resfeber, you work directly with me.
There isn’t
a junior team
behind the scenes
No
handoff
after the sales conversation
No
generic playbook
Every engagement is shaped around the stage your business is in, the questions you’re trying to answer and the organisation you’re trying to build.
one person, start to finish.
Credentials & education
Education
Indian School of Business (ISB)
Future CHRO Programme, 2024.
Jamnalal Bajaj Institute of Management Studies (JBIMS), Mumbai
Executive MBA, Marketing.
Wilson College, Mumbai
Bachelor of Mass Media.
Certifications
- POSH Certified Trainer — HRCI.
- Certified Happiness Coach — Berkeley Institute of Well Being.
- NLP Practitioner — ABNLP.
- Gender Sensitisation, Diversity & Inclusion — CPD Standards Office.
- Certified Trainer & Facilitator.
Attrition from 30% to 12%, and more. See the proof