Talent Management

Notion•San Francisco, CA

2d•$230,000 - $270,000•Onsite

About The Position

Notion is entering a new chapter of People work: more AI-native, more strategic, and more focused on building systems that help every Notino do the best work of their career. We're building toward a four-pronged People Consulting model: Strategic People Partners who steer orgs as the consultative layer closest to the business. Talent Management is the systems and programmatic engine layer — talent programs, systems and resourcing work that support our People Partners & talent density. People Relations is the primary arm and escalation point for employee relations. People Operations owns the operational layer of the end-to-end employee lifecycle, a layer we're increasingly scaling through agentic services. We are looking for the right person to join our existing Talent Management arm. This person will help define, operationalize, and continuously improve how we grow talent at Notion. This role sits at the intersection of talent philosophy, people partner strategy and enablement. This is not a siloed program role. It is an extension of our strategic People Partner & Talent Management org: someone who brings deep talent management craft, strong business judgment, and the operating muscle to turn philosophy into practice across the company. This role is based in San Francisco, CA. We work from our offices on Mondays, Tuesdays and Thursdays (our Anchor Days) because we do our best thinking and building together in person. We’re looking for someone who’s excited to work alongside the team during those days.

Requirements

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.

Responsibilities

Maintain and operationalize Notion’s talent philosophies, including codifying and evolving them 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.
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, helping 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.
Enable talent density by bringing 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.
Lead fluid, high-leverage talent strategy projects, such as early career strategy enablement, total rewards exploration, role architecture for the next generation of work, internal mobility and talent flow, and leadership expectations.