Senior Talent Development Specialist, People Innovation, Human Resources

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PATH is a global nonprofit dedicated to achieving health equity. With more than 40 years of experience forging multisector partnerships and with expertise in science, economics, technology, advocacy, and dozens of other specialties, PATH develops and scales up innovative solutions to the world’s most pressing heath challenges. 

The Senior Talent Development Specialist plays a critical role in strengthening PATH’s leadership pipeline and organizational capability across regions. This role sits at the heart of PATH’s talent and performance agenda, translating strategy into practical frameworks, tools, and programs that enable people to grow, perform, and thrive.

Reporting to the Head of Talent Development, the Senior Talent Development Specialist leads the design and implementation of core talent development initiatives, including succession planning, high-potential development, performance enablement, and career frameworks. The role partners closely with People Experience (HRBPs) and leaders across the organization to ensure talent practices are embedded, consistent, and aligned to PATH’s strategic priorities.

This is a role for a practitioner who combines strong technical expertise in talent and performance with the ability to influence, facilitate, and deliver in a complex, global environment.

Key Responsibilities:

Talent Management & Succession Planning

• Drive the implementation of PATH’s talent review and succession planning frameworks across regions.

• Identify key and critical roles, assess readiness, and support development planning for high-potential talent and succession pipelines.

• Partner with People Experience to mitigate talent risks and enable internal mobility through structured talent review processes.

• Consolidate outcomes from talent reviews to inform enterprise-wide leadership and talent development priorities.

High-Potential & Leadership Development

• Design and manage structured development pathways for high-potential employees and emerging leaders.

• Enable targeted development interventions, including coaching, mentoring, stretch assignments, and experiential learning.

• Track progress, readiness, and retention of high-potential talent using data and defined success measures.

Performance Enablement

• Support the design and execution of performance enablement frameworks, tools, and manager guidance.

• Develop practical resources that help leaders and employees align goals with organizational priorities.

• Build capability in goal setting, feedback, performance conversations, and effective management of performance cycles.

• Enhance and support the end-to-end performance cycle, from objective setting through to reward and progression processes.

Career Frameworks & Capability Building

• Design and maintain career pathways, career ladders, and progression frameworks linked to functional and leadership competencies.

• Establish and apply assessment practices to support talent acquisition, development, and performance decisions.

• Deliver learning interventions that strengthen strategic, leadership, and behavioural capabilities across the organization.

Reward, Recognition & Talent Analytics

• Partner with Total Rewards to support merit-based progression and recognition frameworks.

• Develop guidance and toolkits to help managers link performance outcomes with recognition and salary decisions in an equitable and transparent way.

• Produce regular talent and succession analytics, providing insights and recommendations to inform leadership decisions.

• Ensure consistent application of talent and performance processes through optimized tools, templates, and enabling technology.

Collaboration & Enablement

• Work through People Experience to understand talent needs across functions and regions, designing focused toolkits that enable adoption.

• Facilitate talent reviews and calibration sessions with leaders, supporting informed decision-making and accountability.

• Collaborate with internal partners and external vendors to deliver scalable, cost-conscious talent solutions.

Key Competencies and Minimum Requirements:

• Bachelor’s degree in Human Resources, Organizational Development, Education, or a related field (postgraduate qualification an advantage).

• Minimum of 10 years overall HR experience, with at least 5 years of progressive experience in talent development, performance management, or learning design.

• Experience with Workday Talent Management (Desirable)

• HR certifications (e.g., SHRM-CP, PHR, CPLP) and experience with psychometric or assessment tools are desirable.

• Demonstrated experience designing and implementing talent management, succession, and performance frameworks across diverse workforce segments.

• Experience facilitating talent reviews, leadership development programs, and learning interventions.

• Strong facilitation, instructional design, and content development skills.

• Proven ability to influence and work effectively with senior leaders.

• Strong project management, collaboration, and stakeholder engagement skills.

• Advanced capability to analyse and interpret talent data and translate insights into action.

• User-oriented mindset, designing talent solutions that are practical, engaging, and impactful.

• Pragmatic and cost-conscious, balancing strategic thinking with operational delivery.

• High-performance mindset with a focus on accountability, alignment, and organizational impact.

• Must have legal authorization to live and work in the PATH country office location.