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.
  

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.