Talent Management Partner

About us HighLevel is an AI-powered business operating system that gives agencies, entrepreneurs and SMBs the infrastructure to build, automate and scale. Today, HighLevel supports SMBs across 150+ countries, fueling community-driven growth rooted in real customer outcomes. To date, businesses operating on HighLevel have generated over $7 billion in ecosystem value, demonstrating the impact of shared infrastructure at scale. By centralizing conversations, automation and intelligence into one system, we help businesses move faster, reduce complexity and execute efficiently. Behind the platform, HighLevel powers more than 4 billion API hits and 2.5 billion message events daily. With 250 terabytes of distributed data, 250+ microservices and over 1 million domain names supported, our architecture is built for performance, resilience and long-term scalability. Our people With over 2,000 team members across 10+ countries, HighLevel operates as a global, remote-first organization built for speed and ownership. We value initiative, clarity and execution, creating space for ambitious people to build systems that support millions of businesses worldwide. Here, innovation thrives, ideas are celebrated and people come first, no matter where they call home. Our impact Every month, HighLevel enables more than 1.5 billion messages, 200 million leads and 20 million conversations for the more than 1 million businesses we support. Behind those numbers are real people building independence, expanding opportunity and creating measurable impact. We’re proud to be a part of that. Learn more about us on our YouTube Channel or Blog Posts Who You Are: The Talent Management Partner will independently own execution of workstreams across performance, careers, compensation, and broader talent initiatives. This is a hands‑on role for someone who combines strong analytical capability with sound judgment and can support translation of talent problems into scalable solutions, through close partnership with PBPs and functional leaders. What You’ll Be Doing: Performance & Careers Apply established job evaluation frameworks to evaluate roles, document rationale, and flag cases requiring calibration for levelling decisions. Maintain job architectures, career paths, level descriptors and progression criteria; incorporate approved changes and maintain version control/source of truth. Partner with People Business Partners (PBPs) to track architecture gaps and recommend changes when the nature or complexity of work materially evolves. Independently own execution of assigned modules during performance and promotion review cycles. Analyze talent outcomes to identify patterns, inconsistencies, and opportunities for improvement. Compensation & Rewards Conduct market benchmarking using global data platforms to support compensation recommendations. Analyze compensation and talent data to support pay range design, hiring, retention, promotion, and workforce decisions. Apply established compensation principles consistently while identifying and escalating exceptions, inconsistencies, and emerging organizational patterns. Maintain equity/rewards datasets, run defined analyses and support reporting for strategic rewards initiatives. Project Coordination & Data Analytics Maintain project plans, trackers, dependencies, schedules and completion reporting across talent management initiatives. Build scalable dashboards and standardized reporting templates across initiatives. Use Apps Script, GPT/API-based workflows and other automation tools to reduce manual work across recurring analysis, reporting, data validation and talent operations. Build and maintain automated data pipelines between talent datasets and reporting outputs, with appropriate data quality and exception flags. Stakeholder Consulting Serve as the first point of support for PBPs on established talent processes, data and frameworks; resolve standard queries and elevate judgment-heavy cases. Analyze issues, validate data and develop options/inputs for decision-making. Maintain documentation and templates that enable consistent application of Talent Management processes. What We’re Looking For 5+ years of progressive experience in Talent Management, Compensation/Rewards, People Consulting, Performance, Organization Design, or related disciplines. Hands‑on compensation experience across market benchmarking, salary structures and pay design. Working knowledge of job evaluation methodologies, such as Aon, Korn Ferry/Hay, Mercer IPE, or equivalent. Strong analytical and modeling capability with advanced Excel or Google Sheets skills and the ability to translate complex data into actionable recommendations. Aptitude to create basic Appscript/ChatGPT API-Based workflows to reduce manual effort in recurring tasks. Knowledge of career architecture, leveling, performance, and organization design principles. Strong stakeholder consulting and communication to explain complex concepts clearly. Ability to navigate ambiguity and exercise sound judgment when applying talent and compensation principles. Experience working in a global workforce. Preferred Experience in talent/rewards consulting, including Mercer, Aon, WTW, Korn Ferry, Big 4 People Advisory, or similar. Experience in SaaS, technology, or another high-growth environment. Exposure to equity compensation, global compensation, or pay-equity analysis. Experience designing or scaling enterprise career, performance, or talent frameworks. 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