Senior HR Business Partner, 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 health challenges. 

*Please note this position will consider U.S. locations other than noted, and can be remote in the U.S. 

PATH seeks a Senior HR Business Partner (HRBP) as part of the Human Resources team.  The Senior HRBP is a relationship‑centered, growth‑oriented advisor who supports managers, employees, and teams across PATH’s Product Development (PD) division. The Senior HRBP plays a crucial role in navigating a complex, global, multi‑country, donor‑funded environment, supporting leaders across Africa, Asia, and the Americas.

Reporting to the People Experience Director, the Senior HRBP serves as a strategic advisor to business leaders across multiple countries, helping align people strategies with organizational goals while driving performance, talent management, organizational design, change initiatives, and workforce planning. This high-impact role is well suited for an experienced HRBP who enjoys working closely with the business, influencing leadership decisions, and building scalable people practices in a dynamic, international environment. The Senior HRBP also contributes to select operational and transactional HR activities, with dedicated support from the People Services team for those aspects of the work. In partnership with the People Experience Director, Deputy People Experience Director, and HR colleagues, this role champions the HR agenda across designated countries, advances the HR Division’s 2026 priorities, and helps maintain progress reporting on People Experience activities.

Key Responsibilities:

Strategic Business Partnership

• Act as a trusted HR Business Partner to senior leaders, leveraging HR tools and practices to build effective people plans that address the needs of the clients.
• Bridge the gap between business and HR, creating buy-in for HR initiatives.
• Support organizational design, workforce planning, and capability development to ensure teams are structured for scale and performance.
• Advise leaders through periods of growth, change, and transformation, providing pragmatic and people-focused guidance.

Talent & Leadership Development

• Coach and challenge leaders to strengthen leadership effectiveness, accountability, and team performance
• Partner with leaders to develop, and retain high performing talent
• Support succession planning and leadership development initiatives to build strong and sustainable leadership pipelines

Performance, Culture & Engagement

• Guide leaders on performance management, quality feedback, and continuous development
• Act as a culture ambassador, reinforcing desired leadership behaviors and ways of working
• Contribute to employee experience initiatives that foster a high-performance, inclusive culture

Employee Relations & Risk Management

• Provide balanced, expert guidance on employee relations matters across a multi-country scope, in close partnership with Legal colleagues
• Ensure fair and consistent application of HR policies while respecting local employment legislation and country-specific practices
• Proactively identify people risks and organizational challenges, advising leaders on prevention and resolution strategies

Collaboration Across HR

• Work closely with People Operations and Innovation teams to ensure a smooth and consistent employee lifecycle experience, including core HR processes
• Collaborate with People Operations and Innovation teams to deliver high-quality, business-relevant people solutions
• Analyze workforce trends and provide actionable insights, especially to the People Innovation team to improve HR products design
• Contribute to HR strategy implementation, propose innovative initiatives, and respond to challenges

Requirements:

• Bachelor’s degree required and a minimum of 8 years of experience in HR business partnering or client-facing HR roles
• Strong problem-solving and analytical skills with the ability to assess risk, navigate ambiguity, and deliver practical solutions
• Proven track record of coaching, challenging, and supporting leaders and t