Head of People and Culture: Strategy and Growth

Role Summary

• The Head I People & Culture: Strategy and Growth will lead the strategic transformation and modernisation of Lenmed's People & Culture function, driving process re-engineering, digitalisation, automation, AI adoption and integrated human capital systems to enhance organisational effectiveness and employee experience.

• The role will partner with executive leadership to develop fit-for-purpose operating models, strengthen organisational capability and lead strategic initiatives that enable business growth, operational efficiency and long-term sustainability across the Group, including support for international expansion.

Key Performance Areas: (include but are not limited to)

Key Performance Areas

• Translate Lenmed's People & Culture strategy into an integrated strategic roadmap aligned with Group priorities, business growth objectives, organisational sustainability, and long-term value creation.

• Lead the re-engineering, optimisation and standardisation of People & Culture business processes to eliminate inefficiencies, simplify workflows, improve service delivery, and enable scalable, fit-for-purpose people solutions across the Group.

• Drive the digital transformation of People & Culture through automation, artificial intelligence (AI) and emerging technologies, identifying opportunities to streamline processes, enhance employee and manager self-service, improve data-driven decision-making, and strengthen the overall employee experience.

• Develop and drive the Human Capital Management (HCM) systems strategy and roadmap, evaluating and implementing integrated digital solutions that strengthen employee engagement, performance management, talent management, workforce planning, and people analytics.

• Lead the design, implementation, and continuous improvement of the People & Culture operating model, ensuring appropriate structures, roles, accountabilities, governance, and service delivery models to support organisational effectiveness, operational efficiency, and business growth.

• Drive organisational development and effectiveness initiatives, including organisational design, workforce structures, role clarity, organisational capability development, and change management, ensuring the organisation is appropriately structured and equipped to deliver its strategic objectives.

• Partner with executive leadership, hospital management, and Group functions to translate business strategy into workforce and organisational priorities, identifying critical capabilities, future skills requirements, workforce implications, and opportunities to improve productivity and support business expansion.

• Lead strategic People & Culture transformation programmes and enterprise-wide initiatives, overseeing prioritisation, governance, implementation, stakeholder alignment, risk management, and benefits realisation to ensure measurable business outcomes.

• Strengthen employee engagement and performance management through integrated strategies, processes and systems that enhance the employee experience, embed a culture of accountability, and align individual and organisational performance with Group objectives.

• Establish and leverage people analytics, workforce insights and strategic performance dashboards to monitor workforce trends, assess organisational effectiveness, identify people-related risks, and enable evidence-based executive decision-making.

• Support Lenmed's international growth and expansion initiatives through strategic People & Culture project support, including international assignments, cross-border workforce deployment, talent mobility, and the alignment of people practices with relevant local employment and regulatory requirements.

• Drive cross-functional collaboration across Group functions and hospitals, ensuring alignment of strategic priorities, effective management of interdependencies and coordinated execution of enterprise-wide People & Culture initiatives.

• Establish and monitor performance measures to evaluate the impact and return on investment of People & Culture initiatives, including process efficiency, digital adoption, employee engagement, workforce productivity, and organisational effectiveness.

• Champion innovation, continuous improvement and sustainable change adoption across the People & Culture function, building the capabilities, partnerships and digital readiness required to deliver efficient, agile, and future-fit people solutions.

Post Requirements: (include but are not limited to)

Qualifications and Experience

Qualifications

• A Bachelor's or Master's degree in Human Resources Management, Industrial Psychology, Business Management, or a related field.

• A relevant postgraduate qualification in Human Resources, Organisational Development, Business Administration, or a related discipline would be advantageous.

• Additional qualifications or certifications in organisational design, change management, project management, digital transformation, or HR technology would be advantageous.

Experience and Competencies

• At least 10 years' relevant experience in Human Resources/People & Culture, organisational development, transformation, or a related field, with substantial experience in strategic leadership roles.

• Demonstrated experience in P&C process re-engineering, business process optimisation and the implementation of automation and digital transformation initiatives. • Proven experience in HCM systems strategy, implementation, or optimisation, including the integration of people processes, systems and workforce data.

• Strong experience in organisational design, operating model development, organisational effectiveness, and change management.

• Demonstrated ability to lead complex, cross-functional strategic programmes, manage senior stakeholders and deliver measurable business outcomes.

• Experience in strategic workforce planning, people analytics and the development of performance measures to inform executive decision-making.

• Experience supporting business growth, organisational expansion or international projects would be advantageous.

• Strong commercial acumen, strategic thinking, analytical capability, and the ability to translate business requirements into practical, scalable People & Culture solutions.

• Demonstrated ability to influence at executive level and drive innovation, continuous improvement, and sustainable organisational change.

• Willingness and ability to travel internationally as required to support Group projects, business expansion, and strategic People & Culture initiatives.

Personal Attributes

• Strategic and Commercially Minded: Demonstrates strong strategic thinking, business acumen, and the ability to translate organisational priorities into practical, value-driven People & Culture solutions.

• Innovative and Digitally Forward-Thinking: Embraces innovation, technology, automation, and AI to challenge traditional ways of working and drive continuous improvement.

• Analytical and Solutions-Oriented: Uses data, critical thinking, and evidence based insights to identify opportunities, solve complex problems and drive measurable outcomes.

• Influential and Collaborative: Builds strong stakeholder relationships, influences at executive level, and drives alignment across diverse teams and business functions.

• Resilient and Change-Agile: Navigates complexity and ambiguity with confidence, champions transformation and demonstrates the adaptability and perseverance required to embed sustainable organisational change.

Deadline:6th November,2026