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- Tasks: Lead initiatives to shape a compassionate and inclusive culture for over 6500 colleagues.
- Company: Scottish Ambulance Service, dedicated to improving staff experience and wellbeing.
- Benefits: Competitive salary, impactful role, and the chance to drive meaningful change.
- Why this job: Make a real difference in a large public system while championing diversity and inclusion.
- Qualifications: Proven HR/OD leadership experience with a focus on transformation and emotional intelligence.
- Other info: Join a high-performing Executive Team and enjoy excellent career growth opportunities.
The predicted salary is between 85000 - 110000 £ per year.
Edinburgh/Glasgow
Scottish Ambulance Service is seeking an exceptional Director of People and Culture to join our organisation to lead our work in shaping culture and how we ensure our organisation's approach to its people is compassionate, inclusive, welcoming, diverse and supports our values. Working nationally, you have the opportunity to make a difference to over 6500 colleagues working across our nation.
As a key member of a well-established high performing Executive Team, you will have a wide scope to develop and drive critical programmes, champion wellbeing, leadership development and equity, diversity, and inclusion, and ensure robust workforce governance across the organisation. You will work in true partnership with staff-side colleagues and play a major role in regional and national workforce reform.
We are looking for a strategic, values-driven senior HR/OD leader with a strong track record of transformation in a large, complex public system. You’ll bring emotional intelligence, political acuity, and the ability to inspire confidence across a wide range of stakeholders. If you are motivated by purpose, partnership and improving staff experience at scale, we would welcome your application.
How to Apply
Recruitment for this position will be supported by our Recruitment Partners, Eden Scott. To apply send your CV and a supporting statement, addressing what interests you in the role and details your three most relevant skills/experiences that make you suitable for the role, as set out in the job description, to sarah.gracie@edenscott.com.
Key Dates
- Close date: 25/3/26 at 23.59pm
- Assessment process will happen w/c 30/3/26
- Panel interview: 15 April 2026
Should you have any questions regarding the role or the recruitment process, please contact: Sarah Gracie, Eden Scott – 07999 421 314/sarah.gracie@edenscott.com.
Director of People and Culture in Scotland employer: Scottish Ambulance Service
Contact Detail:
Scottish Ambulance Service Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Director of People and Culture in Scotland
✨Tip Number 1
Network like a pro! Reach out to your connections in the HR and OD space, especially those who have experience in public systems. A friendly chat can lead to insider info about the role or even a referral.
✨Tip Number 2
Prepare for the panel interview by researching common questions for senior HR roles. Think about how you can showcase your emotional intelligence and political acuity through real-life examples from your past experiences.
✨Tip Number 3
Show your passion for people and culture! During interviews, share your vision for creating an inclusive and compassionate workplace. Make it clear that you’re not just looking for a job, but a chance to make a real difference.
✨Tip Number 4
Don’t forget to apply through our website! It’s the best way to ensure your application gets the attention it deserves. Plus, we love seeing candidates who are proactive and engaged with our platform.
We think you need these skills to ace Director of People and Culture in Scotland
Some tips for your application 🫡
Tailor Your CV: Make sure your CV is tailored to the Director of People and Culture role. Highlight your relevant experiences and skills that align with the job description, especially around culture shaping and leadership development.
Craft a Compelling Supporting Statement: In your supporting statement, express what excites you about this role. Be genuine and connect your passion for improving staff experience with the values of the Scottish Ambulance Service.
Showcase Your Achievements: When detailing your three most relevant skills or experiences, use specific examples that demonstrate your impact in previous roles. This will help us see how you can make a difference in our organisation.
Apply Through Our Website: We encourage you to apply through our website for a smoother process. It’s the best way to ensure your application gets the attention it deserves, so don’t miss out!
How to prepare for a job interview at Scottish Ambulance Service
✨Know Your Values
As a candidate for the Director of People and Culture, it's crucial to understand the values of the Scottish Ambulance Service. Reflect on how your personal values align with theirs, especially around compassion, inclusivity, and diversity. Be ready to share specific examples of how you've embodied these values in your previous roles.
✨Showcase Your Strategic Vision
Prepare to discuss your strategic approach to HR and organisational development. Think about how you would drive critical programmes and champion wellbeing within a large public system. Use concrete examples from your past experiences to illustrate your ability to lead transformation and inspire confidence among stakeholders.
✨Engage with Emotional Intelligence
Demonstrating emotional intelligence is key for this role. Be prepared to discuss how you've navigated complex interpersonal dynamics in previous positions. Share stories that highlight your ability to connect with diverse teams and foster an inclusive culture, as this will resonate well with the interview panel.
✨Prepare Thoughtful Questions
Interviews are a two-way street, so come armed with insightful questions about the organisation's culture and future initiatives. This shows your genuine interest in the role and helps you assess if the organisation aligns with your career goals. Ask about their current challenges in workforce governance or how they measure success in diversity and inclusion efforts.