Senior Manager - People Strategy & Culture

Life Together is looking for a Senior Manager – People Strategy & Culture

Role Purpose:

As a trusted Business Partner to senior leadership, the role provides strategic direction across all core HR domains, including Talent Acquisition, Learning & Development, Payroll, Health & Safety, and People Operations, ensuring alignment between business priorities and people strategies.

The Senior Manager – People Strategy & Culture is a strategic leadership role responsible for shaping and driving the organisation’s people agenda to support business performance and sustainable growth.

Combining deep expertise in Learning & Development and Talent Acquisition, this role ensures the organisation attracts, develops, and retains high-performing talent while embedding a strong, values-driven culture.

Key Responsibilities:

1. People Strategy, Governance & Leadership

• Define and lead the People & Culture strategy, aligned with business objectives and long-term organisational vision
• Establish, review, and ensure implementation of robust HR policies, frameworks, and governance standards
• Act as the primary interface with IBL Group HR, ensuring alignment with group-wide initiatives and compliance standards
• Partner with key sites (Forbach, Tamarin, Socota, Rose Hill) to anticipate workforce needs and enable strategic workforce planning
• Ensure full compliance with local legislation and best HR practices
• Provide strategic direction and oversight to operational HR through a dotted-line collaboration with HR Manager Operations (FTS & BP)
• Lead, coach, and develop the HR team (Payroll, Talent Acquisition, Health & Safety), driving accountability, capability, and performance

2. Learning & Development

• Design and implement a future-focused L&D strategy that supports business performance and capability building
• Conduct training needs analysis to identify skill gaps and translate them into targeted development programmes
• Develop and oversee leadership development pathways, succession planning, and onboarding frameworks
• Manage L&D budgets and ensure measurable return on investment and impact on performance
• Foster a culture of continuous learning, knowledge sharing, and growth

3. Talent Acquisition & Employer Brand

• Define and drive the end-to-end recruitment strategy across all business units
• Build and manage strong talent pipelines aligned with current and future business needs
• Ensure a high-quality, consistent candidate experience across all touchpoints
• Lead employer branding initiatives to position the organisation as an employer of choice
• Leverage data and analytics to continuously improve recruitment effectiveness and efficiency
• Partner with business leaders to anticipate hiring needs and workforce trends

4. Culture, Engagement & Employee Experience

• Define and embed a clear People & Culture vision aligned with organisational values
• Lead employee engagement initiatives, including surveys, insights analysis, and action planning
• Design and implement targeted initiatives to strengthen engagement, retention, and performance
• Promote wellbeing, psychological safety, and an inclusive work environment
• Monitor key culture and engagement indicators, providing actionable insights to leadership

Required Profile

Education & Experience

• Minimum Bachelor’s degree in Human Resources, Psychology, or a related field
• Minimum 8–10 years of progressive HR experience, including 3–4 years in a senior leadership role
• Proven expertise in:

§  Learning & Development strategy and programme delivery

§  Talent Acquisition and employer branding

• Experience overseeing Payroll, Health & Safety, and HR Operations
• Exposure to complex, multi-site or group environments is an advantage

Skills & Competencies

• Strong strategic and business-oriented mindset
• Ability to translate organisational priorities into impactful people strategies
• Excellent stakeholder management and influencing skills at executive level
• Deep expertise in L&D methodologies and talent acquisition best practices
• Strong capability to build and sustain high-performance, values-driven cultures
• Proficiency in HRIS systems, data analytics, and reporting
• Solid knowledge of employment law, compliance, and governance frameworks
• Knowledge of the Mauritian healthcare ecosystem would be an advantage

Proactive Talent Solutions reserves the right:

To call only the shortlisted candidates for interview.

Not to make any appointment following this advertisement nor to assign any reason whatsoever for accepting or rejecting any candidate