Head of Total Rewards, People Innovation, Human Resources

The Head of Total Rewards, People Innovation, Human Resources role at PATH is pivotal in defining and leading the organization’s global total rewards strategy. This encompasses compensation, benefits, recognition, wellness, and mobility, ensuring all frameworks align with PATH’s organizational strategy, values, and financial realities. The role requires continuous evolution of rewards frameworks to maintain competitiveness, equity, and responsiveness across global labor markets.

Key Responsibilities

Set the Direction for Total Rewards Strategy

• Define and lead PATH’s global total rewards strategy across compensation, benefits, recognition, wellness, and mobility, ensuring alignment with organizational strategy, values, and financial realities.
• Continuously evolve total rewards frameworks to remain competitive, equitable, and responsive to global labor markets and workforce needs.
• Serve as a thought partner to senior leaders on global rewards trends, regulatory developments, and emerging best practices.

Lead Compensation & Merit Frameworks

• Lead the global annual merit and salary review cycle, including timelines, guidelines, tools, governance, training, and communications, in partnership with People Experience and People Operations.
• Maintain and evolve global job architecture, grading, and salary structures, enabling consistency while supporting appropriate local adaptation.
• Ensure internal equity and external competitiveness through benchmarking, pay equity analysis, and market intelligence.
• Partner with Finance & Planning on annual compensation planning, budgeting, and scenario modelling.

Oversee Benefits, Wellness & Recognition Programs

• Provide strategic oversight of global and local benefits programs (health, insurance, retirement, wellness, etc.), ensuring compliance, cost control, and employee satisfaction.
• Guide benefit renewals, vendor selection, and program optimization in partnership with HR Support Services, brokers, and consultants.
• Design and implement recognition and non-monetary rewards programs that reinforce engagement, retention, and performance.

Executive, Board & Mobility Compensation

• Design compensation packages and mobility offers for senior leaders, ensuring alignment with governance standards and market benchmarks.
• Partner with the People Innovation Director, Chief People Officer, and Board committees to prepare executive compensation materials and analyses.
• Design and oversee global mobility and tax frameworks aligned with PATH’s talent strategy, including management of global tax vendors.

Compliance, Governance & Risk Management

• Ensure total rewards policies and practices comply with legal, regulatory, and donor requirements across geographies.
• Lead pay equity audits, compensation reviews, and governance processes to ensure fairness, transparency, and accountability.
• Author and simplify global total rewards policies to balance organizational needs with compliance requirements.

Data, Analytics & Insights

• Partner with HRIS & Data Analytics to build dashboards and insights that inform leadership decision-making.
• Use data and evidence to guide strategy, assess impact, and continuously improve rewards programs.

Vendor & Partner Management

• Lead relationships with external vendors, consultants, brokers, and benchmarking providers.
• Negotiate and oversee vendor contracts to ensure value, quality, and alignment with PATH’s needs.

Enable HR & Organizational Impact

• Partner closely with People Experience (HRBPs) to ensure frameworks are practical, scalable, and enable strong advisory support to leaders.
• Support organizational growth and expansion by providing agile, solution-oriented rewards guidance in new and evolving country contexts.

Lead, Develop & Enable the Total Rewards Team

• Provide strategic leadership, coaching, and direction to the Total Rewards team, fostering a high-performing, inclusive, and collaborative culture.
• Build team capability through clear role design, goal setting, continuous feedback, and targeted development aligned to PATH’s evolving needs.
• Enable team members to operate as trusted advisors by strengthening technical depth, consulting skills, and business acumen.
• Ensure effective workload prioritization, resource planning, and resilience within the team to deliver high-quality outcomes in a complex global environment.
• Model PATH’s leadership behaviors and values, supporting engagement, well-being, and professional growth across the team.

Key Competencies and Minimum Requirements

• Bachelor’s degree plus a minimum of 10 years of progressive experience, or equivalent combination of education and experience.
• Significant leadership experience in compensation and benefits, with global or multi-country scope strongly preferred.
• Minimum of 5 years of people management experience, with a demonstrated ability to lead, develop, and retain high-performing specialist teams in complex or global environments.
• Proven ability to operate effectively in complex, matrixed, donor-funded, and multinational environments.
• Advanced capability using data, analytics, and benchmarks to inform decisions and drive equitable outcomes.
• Strong communication and influencing skills, including comfort engaging with executive leadership and boards.
• Demonstrated cultural agility, resilience, and ability to navigate ambiguity.
• Experience managing vendors and external advisory relationships.
• Ability to build, lead, and develop high-performing specialist teams.
• Entrepreneurial, innovative mindset with a strong execution orientation.
• Must have legal authorization to live and work in the PATH country office location.