C-Care International, part of the healthcare cluster of CIEL Group, is a Mauritian private healthcare group that owns and operates four healthcare facilities in Mauritius, namely C-Care Darné, Wellkin, Grand-Baie and Tamarin, and two hospitals in Uganda, C-Care IHK and IMC. C-Care also owns and manages 22 primary care Clinics and 55 C-Lab collection centres in Mauritius, Uganda, and Madagascar.

 

C-Care is currently looking for a Group Project Lead – Strategic Workforce Planning to be based at C-Care Corporate Office.

 

 

| Group Project Lead – Strategic Workforce Planning

Reporting to the Group Chief People & Sustainability Officer, the selected candidate will be responsible for leading the Group’s Strategic Workforce Planning agenda, ensuring C-Care has the workforce capacity, capabilities and talent pipelines required to deliver the Group People Strategy and support its long-term growth across countries and Business Units. The role will drive the development and implementation of workforce planning, manning and organisation design frameworks, consolidate workforce requirements arising from the annual BOT process, and support the identification of Key Roles, Key Employees and critical workforce gaps. The role will also lead strategic talent pipeline initiatives and govern Group standards for recruitment, assessment and internal mobility, while recruitment execution remains with Cluster and Business Unit HR teams. Working closely with the Group Head of People Performance & Rewards, the role will ensure alignment between workforce planning, Job Architecture, career frameworks, reward and the Group HR budget, while establishing and embedding the Strategic Workforce Planning framework, governance and key initiatives during the first 12 months before transitioning under the Group Head of People Performance & Rewards for ongoing governance and continuous improvement.

What you will be doing:

 

• Own and maintain the Group manning guidelines, staffing models and productivity benchmarks to size and shape the workforce across Business Units (BUs).
• Lead workforce optimisation initiatives and organisation design reviews to support structural optimisation across Clusters and BUs.
• Lead the development and implementation of the Group Strategic Workforce Planning framework, translating Group strategy and the annual BOT process into current and future workforce requirements.
• Consolidate Cluster/Business Unit workforce plans and needs into a Group workforce plan, identifying critical workforce gaps, risks and priority interventions.
• Present workforce planning recommendations, based on signed-off Cluster/Country inputs, for final review and prioritisation by Group RPTC and CGERNC.
• Identify Key Roles and Key Employees arising from annual workforce planning and BOT reviews and incorporate them into the Group Key Roles/Key Employees register.
• Partner with the Group Head of People Performance & Rewards to align workforce planning with Job Architecture, workforce costs, Reward and the Group HR budget.
• Assess future workforce capabilities required to deliver C-Care’s strategy, including the impact of AI, automation, digitalisation, new acquisitions and new ways of working on roles, skills and workforce requirements.
• Partner with HR Systems & Analytics, IT/Transformation and Business leaders to identify activities and roles that can be augmented, redesigned or enabled through AI and automation, with appropriate governance and human oversight.
• Integrate future skills and AI capability requirements into workforce plans, competency needs and talent pipeline priorities.
• Develop workforce scenarios to support build, buy, develop, redeploy or automate decisions and progressively strengthen workforce forecasting through data and analytics.
• Lead the Group’s build-vs-buy talent strategy, particularly for scarce, leadership, specialist and future capability roles.
• Design talent pipeline mechanisms, including placements, internships, graduate pathways and rotations, along with relevant targets.
• Formalise partnership agreements and placement periods with academic partners, Cluster/BU HR and operational teams.
• Coordinate the deployment of students and trainees into approved sites.
• Identify high-potential students and trainees and fast-track eligible candidates into recruitment.
• Track conversion, retention and performance of pipeline hires and use outcomes to improve pipeline effectiveness.
• Own the Group recruitment standards, Job Objective templates and consistent application of recruitment processes, including the use of the ATS across all countries, Clusters and BUs, while operational recruitment execution remains with Cluster/BU HR teams.
• Define assessment standards by role type and criticality, including culture and values fit, psychometric, technical/functional, clinical/OSCE and leadership potential assessments.
• Set and maintain the Recruitment Playbook, operating model and governance standards for the Group.
• Maintain the approved external recruitment agency panel and validate and audit agency contracts, fee structures and quality standards.
• Monitor recruitment TAT, cost-of-hire, quality-of-hire, ATS adoption and other agreed resourcing KPIs at Group level.
• Own the Group internal mobility framework, encouraging and enabling movement across roles, departments, BUs and countries while protecting continuity of care.
• Monitor the implementation of the Succession Planning Strategy for Key Roles across the Group.
• Apply enhanced governance and safeguards to support the implementation of the Key Employees retention strategy.
• Prepare senior appointments, succession outcomes, promotions and material people-cost implications for RPTC validation.
• Provide Strategic Workforce Planning inputs into Career Ladders, Competency Frameworks and Job Objective standards, in coordination with the Group Head of People Performance & Rewards, who owns Job Architecture/Hay alignment and related frameworks.
• Identify systemic retention and succession risks affecting critical workforce segments and recommend appropriate interventions.
• Drive adoption of Group workforce planning, manning, talent pipeline, resourcing and internal mobility standards through Cluster/Region teams, in coordination with Cluster/BU HR Heads who hold administrative authority over those teams.
• Build technical capability across workforce planning, manning/organisation design, talent pipelines, recruitment/ATS standards, internal mobility and future workforce planning.
• Train Cluster/Region recruitment and BU HR teams on Group workforce planning and resourcing standards.
• Establish the tools, templates, dashboards and governance routines required to embed Strategic Workforce Planning consistently across the Group.
• Support Region/Cluster/BU HR Heads in deploying Group standards and closing identified workforce gaps and risks.
• During the initial 12-month project phase, work directly with the CPSO to establish and embed the framework and progressively transfer governance, knowledge and established ways of working to the Group Head of People Performance & Rewards.

 

Working Conditions

 

• Bachelor’s degree in Human Resources, Business Administration, Organisational Psychology or a related field.
• Certification in Strategic Workforce Planning, Talent/Recruitment, HR Analytics or Project Management is an advantage but not required at entry.
• 3–5 years of progressive HR experience, including exposure to workforce planning, talent acquisition/recruitment operations, HR analytics or organisation design.
• Exposure to an ATS, workforce analytics or HR technology platform is an advantage.
• Exposure to institutional/academic partnerships or project coordination is an advantage.
• Exposure to multi-country or matrix organisations, ideally in healthcare or another regulated services sector, is an advantage.
• Knowledge of workforce planning principles, manning/staffing model design and organisation design, with technical depth to continue developing on the job.
• Knowledge of talent acquisition standards, assessment design, internal mobility and recruitment technology.
• Knowledge of workforce analytics and scenario planning, with the ability to interpret workforce data for decision-making.
• Understanding of the potential impact of AI, automation and digitalisation on roles, skills and workforce models.
• Basic understanding of career ladders, competency frameworks, Job Objective design and Job Architecture/Hay alignment.
• Understanding of recruitment agency and Central Recruitment Unit governance.
• Knowledge of healthcare/clinical talent markets and regulatory context would be an advantage.
• High level of accountability and strong execution focus.
• Strategic and analytical thinking, with curiosity about AI, technology and future ways of working.
• Collaborative approach, with the ability to work across Centres of Excellence (COEs) and transition established frameworks into ongoing governance.
• Strong results orientation and programme management discipline.
• Strong stakeholder management and influencing skills, including the ability to engage senior Cluster/BU HR and business leaders despite limited direct authority.
• Strong learning agility and coachability.
• Growth mindset and genuine drive towards operating independently over time.

 

Location: C-Care Corporate Office, Moka, Mauritius

Management reserves the right to call only the best candidates for an interview. If you have not received any communication after the deadline, feel free to call us for any query.