Talent Management Partner

About us

High Level is an AI-powered business operating system that gives agencies, entrepreneurs and SMBs the infrastructure to build, automate and scale.
Today, High Level supports SMBs across 150+ countries, fueling community-driven growth rooted in real customer outcomes.
To date, businesses operating on High Level 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, High Level 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.

With over 2,000 team members across 10+ countries, High Level 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.

Every month, High Level 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 You Tube Channel or Blog Posts

The Talent Management Partner will independently own execution of work streams 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.

• 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.

• 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.

• 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…