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Neko Health is redefining preventative care through data-driven, non-invasive clinical technology that delivers personalized health insights before symptoms appear. The company operates at a 10x mindset, building a world where prevention is the norm.
The Leadership & Culture Development Lead owns the design and execution of leadership development and culture strategy across the organization. This role merges two critical functions: developing Neko's leaders and embedding the leadership bar and culture code into daily practice. You will report to the CHRO and sit at the executive table, earning credibility through demonstrated impact on leadership capability and cultural coherence.
In the first 6–12 months, you will:
- Onboard every new leader into Neko's leadership standards (Vitals) and culture code from day one, ensuring consistency across the organization.
- Transform the leadership model from a framework into ongoing practice through coaching, mentorship, and leadership scans that measurably improve capability.
- Build a reusable culture product library deployable across markets and clinics without your direct involvement, scaling impact beyond your bandwidth.
- Conduct the first leadership and culture scans to identify gaps and define remediation.
- Direct AI Enablement releases (leadership buddy, culture buddy) that augment human coaching with technology.
Key responsibilities include:
- Designing and running leadership development programmes and scans; providing direct coaching to leaders, including the executive leadership team.
- Owning culture design, ways of working, and input into the employee value proposition.
- Deciding which culture products are built and how they deploy across headquarters and clinics.
- Owning the leadership development and culture product roadmap with authority to coach and challenge ELT members on leadership behaviour.
- Directing AI Enablement priorities within frameworks you establish.
You will need to turn abstract leadership models into concrete, measurable products (scans, coaching tools, habits). You must have executive presence to credibly challenge senior leaders on behaviour, and the ability to set direction for builder roles without micromanaging. You will be new to the executive table and must earn credibility in the room, not inherit it from title.
REQUIREMENTS:
- Required: Hands-on experience building something with AI—an agent, tool, script, or workflow—even an experiment that didn't scale. This screens for builder evidence, not conceptual familiarity.
- Track record designing and running a leadership development programme at a scaling company (ideally 500–2,000 employees).
- Experience building or evolving a company culture framework, including translating it into concrete products, not just a values deck.
- Direct coaching experience with senior leaders, including giving unwelcome feedback to people more senior than you.
- Belief that leadership capability is the highest-leverage lever available and demonstrated commitment to this, not a training-administrator mindset.
- Optimistic truth-seeker: delivers hard feedback with care.
- Comfortable being new at the top table and earning credibility through demonstrated impact.
