Head of Organisational Culture and Executive Development

Advance Intelligence Group

Founded in 2016, Advance Intelligence Group is an AI-native financial and data platform, enabling easy and fair access to financial products and services for everyone. The Group's consumer business, Atome Financial, is Southeast Asia's leading digital finance platform and is backed by leading institutional funding partners including Standard Chartered, HSBC, Bank Jago, DBS Bank, SMBC, BlackRock, Evolution X Capital, InnoVen Capital and many others. The Group's B2B business is ADVANCE.AI, the region's leading provider of digital identity verification, KYC/KYB, risk management and credit information services. Headquartered in Singapore, Advance Intelligence Group is backed by top-tier investors, including SoftBank Vision Fund 2, Warburg Pincus, Northstar Group, Vision Plus Capital, and Singapore-based global investor EDBI.

We are united by a shared vision: Advance with Intelligence for a Better Life — for our customers, colleagues, and communities.

Our culture is built on values that are core to who we are and what we stand for:

We foster an INNOVATION mindset

We achieve results with EFFICIENCY and excellence

We take pride in the QUALITY of our work

We uphold INTEGRITY in all we do

We embrace COLLABORATION to work across business lines and borders

About the Role

We are looking for a strategic and influential Head of Organisational Culture and Executive Development to shape and strengthen our organisational culture and elevate management and leadership capability across the business.

This role will play a critical part in defining the culture we want to build, embedding it into how the organisation operates, and ensuring leaders and managers are equipped to lead effectively in line with our values and business ambitions. The successful candidate will bring strong experience in culture transformation, leadership and management development, executive coaching, and organisational effectiveness, with the ability to turn leadership expectations and cultural aspirations into practical, scalable actions.

This is a highly visible role requiring someone who can influence at senior levels, challenge constructively, and drive meaningful behavioural and organisational change.

Key Responsibilities

Organisational Culture

Lead the development and implementation of the organisation’s culture strategy, ensuring alignment with business priorities, leadership expectations, and company values.

Define and embed desired cultural behaviours across the organisation through targeted initiatives, leadership engagement, and people practices.

Assess culture strengths, gaps, and opportunities using employee insights, organisational data, and stakeholder feedback.

Partner with senior leaders and People teams to translate cultural aspirations into measurable actions and organisational practices.

Drive culture change and transformation efforts, ensuring culture is reflected in how teams operate, how decisions are made, and how leaders manage.

Develop frameworks and interventions to strengthen accountability, collaboration, performance culture, and leadership behaviours.

Executive and Management Development

Design and lead the organisation’s executive development and management capability agenda.

Build and implement leadership and management development frameworks, programmes, and interventions that strengthen the effectiveness of people leaders at all levels.

Support executives and senior leaders through coaching, facilitation, and advisory on leadership effectiveness, team dynamics, and behavioural impact.

Establish clear expectations and development pathways for managers, with a strong focus on people leadership, performance management, communication, and culture stewardship.

Partner with business leaders to identify leadership capability gaps and design targeted development solutions.

Support succession, leadership readiness, and executive effectiveness initiatives where relevant.

Strategic Partnership and Execution

Act as a trusted advisor to senior leadership on organisational culture, leadership effectiveness, and management capability.

Partner closely with People Partners, Talent, Learning and Development, and business leaders to integrate culture and management priorities into broader people strategies.

Ensure culture and development initiatives are practical, scalable, and embedded into core people processes and organisational rhythms.

Measure the impact of culture and leadership interventions and continuously refine approaches based on outcomes and feedback.

Lead or contribute to broader organisational effectiveness, change, and transformation initiatives as needed.

What We're Looking For

At least 12–15 years of relevant experience in organisational development, culture, leadership development, executive development, or related areas.

Strong track record in building and driving culture-shaping initiatives that create meaningful behavioural and organisational change.

Deep expertise in management and leadership capability development, especially in building stronger people managers and senior leaders.

Experience working with executives and senior stakeholders in a strategic advisory and influence-based capacity.

Strong understanding of how culture, leadership behaviour, and management quality directly impact business performance and employee experience.

Ability to diagnose organisational issues, conceptualise solutions, and translate strategy into actionable programmes.

Strong facilitation, coaching, and stakeholder management skills.

High credibility, sound judgement, and the ability to challenge constructively.

Excellent communication skills, with the ability to engage a range of audiences from frontline managers to senior executives.

Preferred Qualifications

Experience in fast-paced, complex, or transformation-oriented organisations.

Background in organisational change, executive coaching, talent development, or organisational effectiveness is highly desirable.

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