Talent Management

What you’ll own

1. Maintain and operationalize Notion’s talent philosophies

   • Codify and evolve our talent philosophies across performance, growth, leadership, career development, internal mobility, early career, and high-performance expectations.
   • Translate principles into practical tools, rituals, and operating mechanisms that People Partners and leaders can use.
   • Ensure our philosophies stay connected to business needs, company strategy, and the realities of how work is changing.

2. Ensure the talent systems we build are durable and make talent expectations clear, consistent, and actionable — without over-programming or adding unnecessary process.

   • Co-build the programmatic layer & talent engine for People Partners.
   • Help steer and co-build the overall talent enablement engine equipping People Partners to drive higher-quality actions with leaders.
   • Keep our core philosophies aligned with our deployment-ready materials: playbooks, manager guides, conversation frameworks, decision tools, calibration support, and coaching resources.
   • Partner closely with strategic People Partner leaders to identify where enablement is needed most and how it should show up in the business. Develop net new, creative strategies aligned with Notion’s values and vision.
   • Ensure People Partners are not just consuming talent programs, but actively shaping and deploying them with context and judgment.

3. Enable talent density

   • Bring the taste, craft, and pattern recognition to understand what different talent segments need to grow.
   • Design self-service strategies & actions that help leaders develop talent.
   • Power up our mechanisms to better identify, engage, stretch, and retain talent.
   • Enable our leadership bench.

4. Lead fluid, high-leverage talent strategy projects

   • This role will flex into the highest-priority talent questions of the moment. Examples include:
     • Early career strategy enablement.
     • Total rewards exploration.
     • Role architecture for the next generation of work.
     • Internal mobility and talent flow.
     • Leadership expectations.

Skills You’ll Need to Bring

• Significant experience designing, scaling, and evolving talent management strategies and programs (e.g. performance, talent reviews, succession planning, career architecture, or related initiatives).
• Proven ability to influence senior leaders and drive cross-functional change without formal authority.
• Experience translating ambiguous talent philosophies into scalable tools, frameworks, and operating mechanisms.
• Strong business acumen and organizational judgment, with the ability to connect talent decisions to company outcomes.
• Excitement for reimagining talent management in an AI-native world.