Lighthouse Canton is tightening the cultural and leadership spine of the organisation as it scales across Asia, the Middle East and Europe, aiming to build a workplace that can absorb rapid growth without losing coherence. “Our ambition is to build a workplace that reflects our global aspirations, not just our current footprint,” Managing Director and Chief Human Resources Officer, Charu Kunwar shared with LC IDEAs: Views & Insights highlighting the company’s endeavours to match its culture to the ambitions of its business growth.
The company is working to ensure its organisational identity, leadership expectations, and people systems scale consistently across jurisdictions, especially as its wealth and asset management businesses accelerate.
Kunwar said the priority is to ensure the culture “matures at the same pace as the organisation.”
In 2021, Lighthouse Canton was awarded a Great Place to Work certification, scoring highly in the employee experience in its Global Employment Engagement Study.
The investment institution has grown considerably since then and the next goal is to be ranked in the Top 100 best places to work in in Singapore, Dubai and India. Kunwar called the target “audacious but necessary,” adding that the institution is “building capabilities that create long-term engagement rather than episodic initiatives.”
The next 12 to 18 months will be an intensive execution phase, as leadership focuses on building the necessary capabilities and embedding cultural change ahead of survey readiness, in line with global transformation benchmarks.
BUILDING A SCALABLE ENGAGEMENT FRAMEWORK
The company is working on building a multi-layered engagement framework designed for scale.
It includes upgraded recognition structures, talent management systems, manager playbooks, and a more structured learning architecture. “These systems will create predictability and professionalism as we enter new markets,” noted Kunwar.
Talent management visibility is being enhanced digitally.Building on its existing digital portal, the company aims to provide staff with comprehensive access to their compensation history, equity holdings, and performance data. The initiative aims to reduce ambiguity and reinforce professional standards as the organization scales across regions.Feedback loops are also being deepened. A recent organisation wide engagement survey — designed as a “happiness audit” — produced great insights. . Employees highlighted progress around collaboration but flagged areas such as communication rhythm and leadership consistency. “The survey gave us a far sharper understanding of what employees value and what they want improved,” observed Kunwar
Engagement activities are being executed with similar intent. Instead of splashy branding, the financial institution focuses on regular, consistent touchpoints — sports evenings in Singapore, cultural events in Dubai, comedy play sessions in Delhi, and offsites in Bangalore. These are treated as operational engagements rather than marketing moments.
“The aim is to build a rhythm of connection,” Kunwar said.
HIRING PHILOSOPHY FOR A GLOBAL, HIGH-GROWTH ORGANISATION
As Lighthouse Canton expands in Singapore, India, Dubai and the UK, it maintains a consistent hiring philosophy across markets. “We seek resourceful, entrepreneurial candidates who can navigate ambiguity and stay hands-on”, qualities Kunwar said are “non-negotiable in a scaling organisation.”
Lighthouse Canton’s operating model embraces entrepreneurial agility and collaboration.. The company looks for candidates with a design-thinking mindset, who thrive in fast-paced environments, take ownership across functions, and proactively drive solutions as opportunities emerge. As Kunwar explained, the organisation values people who “see what needs to be done and take ownership to drive solutions.”
Compliance shapes the hiring process in each market. Singapore requires MAS checks for wealth roles, Dubai follows DIFC guidelines and India has its own labour-law ecosystem. Despite varied regulations, the organisation maintains a universal filter: integrity, strong ethical references and credible market reputation.
“Across regions, credibility remains our first threshold,” she said.
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DIVERSITY AS AN ORGANISATIONAL IMPERATIVE
Diversity is a strategic priority for Lighthouse Canton as it scales globally. Kunwar noted that the firm’s experience confirms that diverse teams bring broader perspectives and drive more innovative thinking, while inclusive environments support stronger employee engagement, collaboration and performance.
The North Asia business draws on bankers from Hong Kong and Taiwan, enhancing linguistic and market expertise. In Southeast Asia, the financial institution continues to strengthen its existing coverage through its Singapore hub by expanding teams with bankers native to Indonesia, the Philippines and Malaysia.
Leadership diversity is also gaining attention. “The goal is to broaden leadership representation while ensuring the best candidate always stays at the centre,” Kunwar shared.
CODIFYING LEADERSHIP AND MANAGEMENT STANDARDS
The next phase of Lighthouse Canton's cultural evolution will focus on leadership behaviour. The institution is also designing people-management standards for business heads and frontline managers — covering feedback practices, communication cadence, delegation norms and conflict handling.
Kunwar said this shift is critical as the organisation grows. “Culture cannot depend on individual interpretation,” she noted. Codified leadership expectations will create consistency across offices and reduce the risk of uneven employee experiences, especially as teams expand in parallel across markets.
While a full leadership academy is still a future step, foundational structures are being put in place. “The aim is to maintain an agile, responsive culture, and to build a globally consistent employee experience while allowing room for local nuance,” concluded Kunwar.
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