Senior Talent Development Specialist, People Innovation, Human Resources at PATH

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.