Required Qualifications and Experience

• Bachelor’s degree in Human Resources, Business, or a related field; or equivalent experience.
  

• 5+ years’ experience in HR advisory, business partnering, or employee experience work.
  

• Experience supporting globally distributed teams across multiple time zones, regulatory contexts, and cultural environments.
  

• Strong relationship‑building, communication, influencing, and expectation‑management skills.
  

• Strong knowledge of organizational design, workforce planning, performance management, talent development, and employee relations
  

• Demonstrated ability to handle sensitive matters with discretion, empathy, and cultural agility.
  

• Experience in global health, international development, or donor‑funded environments is an advantage.
  

Align HR with Business Strategy

• Partner with divisional and program leadership to translate business priorities into people strategies and talent plans that support programmatic growth, transitions, and evolving country presence.
  

• Ensure HR guidance reflects the realities of donor‑funded program cycles, fluctuating workforce needs, and multi‑country operating environments.
  

• Use relationship‑centered partnership and cultural awareness to support shape people strategies that meet the needs of diverse teams working across regions and aligns with HR priorities.
  

Advise on Talent and Structure

• Support workforce planning for program start-ups, scale-ups, transitions, and close‑outs.
  

• Advise managers on team structure, role clarity, capability needs, and succession readiness across matrixed, cross‑regional reporting environments.
  

• Identify and surface people risks early—including misalignment, morale challenges, and team dynamics—and escalate more complex issues to Senior HRBPs, the Deputy Director or PEx Direct, as appropriate.
  

Coach and Develop Leaders

• Provide guided coaching to managers to strengthen communication, expectation setting, performance leadership, and relationship‑building skills.
  

• Prepare managers for complex or sensitive conversations and support them in navigating cross‑cultural interpersonal challenges.
  

Support Change and Culture Work

• Support divisional transitions, restructuring, and role changes, ensuring clear, consistent communication and thoughtful stakeholder engagement.
  

• Reinforce desired leadership behaviors and ways of working, act as a PATH culture ambassador across global and diverse teams.
  

• Contribute to culture and engagement initiatives that strengthen equal partnership, resilience, and cohesion across multi‑country GHP teams.
  

Use Data to Guide Decisions

• Analyze workforce trends, employee touchpoint themes, and team dynamics to identify risks and opportunities and provide actionable insights to managers.
  

• Use HR data to inform decisions around staffing, performance, team well‑being, and organizational strategy.
  

• Provide leaders with evidence‑driven recommendations that support operational effectiveness and organizational health.
  

Collaborate Across HR

• Act as a connector between employees, managers, regional HRBPs, People Operations, Shared Services, and other HR teams to ensure aligned support.
  

• Simplify and clarify HR information, helping employees and managers navigate HR processes and reduce confusion.
  

• Partner with Senior HRBPs on complex or divisional HR matters and contribute to cross‑functional HR initiatives that improve the People Experience.