Aurelia Healthcare — Organisation, Governance & Management
The group organisational structure, the workforce build-up, the senior leadership profile, the board composition and governance, and the compensation and long-term incentive plan.
Section 9 · Business Plan
Organisation, Governance & Management
The group organisational structure, the workforce build-up, the senior leadership profile, the board composition and governance, and the compensation and long-term incentive plan.
9.1 Group Organisational Structure
Aurelia adopts a Group corporate structure with a single C-suite
providing strategic leadership and shared services across the portfolio,
supplemented by site-level General Managers and Service Line Institute
leadership operating in matrix.
9.2 Workforce Build-up
Total headcount scales from approximately 340 at the end of Year 1 to
7,360 at full stabilization in Year 10. Clinical staff (doctors, nurses,
allied health) represent approximately 57% of total headcount, supported
by 33% support staff (technical, pharmacy, catering, security) and 10%
administrative & corporate functions.
9.3 Senior Leadership Profile
The Sponsor has assembled a leadership team combining (i) deep South
African private healthcare operating experience drawn from the Big-3
operators; (ii) global hospital management exposure from leading
international groups (IHH, Cleveland Clinic, Apollo); and (iii)
DFI-track-record sponsor leadership for AfDB, IFC, and Proparco
engagement. Detailed CVs are provided in Appendix C.
| Role | Profile (illustrative) |
|---|---|
| Group CEO | 25+ years; ex-CEO of a top-3 SA private hospital group; medical doctor with MBA |
| Group CFO | 20+ years; healthcare CFO at JSE-listed and DFI-funded operators; CA(SA), CFA |
| Group COO | 20+ years; operations leadership at premium tertiary hospitals; nursing+MBA |
| Group CMO (Medical Director) | 25+ years specialist; ex-academic clinical leadership; MMed, MBA |
| Group CHRO | 18+ years; healthcare HR transformation at scale; SHRM-SCP |
| Group CIO/CTO | 20+ years; HIMSS Stage 7 EMR deployments; healthcare cybersecurity expertise |
| Hospital General Managers (×4) | 15+ years each; in-market operating leadership; site-level P&L |
9.4 Board Composition & Governance
The Group Board is constituted of nine members, with five independent
non-executive directors (a majority), one nominee director from each of
the AfDB and the lead commercial co-investor, and the Group CEO and CFO
as executive directors. The Board operates under King IV principles of
corporate governance and convenes a minimum of six full Board meetings
per annum, supplemented by Committee meetings at the Audit & Risk,
Clinical Governance, Remuneration, and Social & Ethics
Committees.
9.5 Compensation Philosophy & Long-term Incentive Plan
Executive compensation comprises three components: (i) competitive
base salary benchmarked to Mercer/PwC South Africa healthcare executive
surveys; (ii) annual performance bonus tied to a balanced scorecard of
clinical, operational, and financial KPIs (target 50% of base); and
(iii) a long-term incentive plan (LTIP) linked to equity-IRR delivery to
financiers (target 60% of base, vested over 4 years from financial
close). The LTIP is explicitly designed to align management incentives
with the multi-year value-creation horizon of the project.
Confidential — this business plan is provided to prospective investors and lenders for evaluation purposes only and may not be reproduced or distributed without the written consent of Aurelia Healthcare Holdings (Pty) Ltd.