1.3. TalentUp’s Level Code Framework

In any growing organization, having a standardized job level framework is essential for consistent decisions around compensation, promotions, workforce planning, and talent development. TalentUp’s Level Code Framework—combined with functional level definitions—provides HR professionals with a structured model to categorize roles based on scope, autonomy, and responsibility.

This guide explains how the framework works and expands on role progression across individual contributors, managers, leads, directors, heads, and executives, helping HR teams apply it effectively in job evaluation, salary benchmarking, and organizational design.

Part 1: TalentUp Grading Level Codes Explained

TalentUp classifies job levels into five major groups. Each group contains specific levels based on the complexity of responsibilities and degree of autonomy.

Support Roles (S1–S3)

These roles focus on operational and administrative support across the business.

S1 – Entry-Level Support: Performs routine tasks under close supervision. Follows procedures with little room for discretion.

S2 – Intermediate Support: Handles a wider range of tasks with moderate independence. Makes decisions within clear guidelines.

S3 – Advanced Support: Has specialized knowledge. Solves complex issues with minimal supervision.

Professional Roles (P1–P5)

Includes most individual contributor roles across areas like engineering, marketing, finance, HR, etc.

P1 – Entry-Level Professional: Requires close guidance from senior colleagues. Works on well-defined tasks.

P2 – Intermediate Professional: Handles moderately complex assignments. Applies known concepts with some autonomy.

P3 – Advanced Professional: Leads complex projects. Provides expert input and may mentor others.

P4 – Functional Leader: Leads initiatives within a business area. High autonomy and strategic responsibility.

P5 – Top-Tier Expert: Recognized authority within the company. Influences cross-departmental or global strategy.

Manager Roles (M1–M4)

Managerial levels reflect growing scope of leadership, from team management to organization-wide oversight.

M1 – Manager: Leads a small team or department. Accountable for team performance and resource management.

M2 – Senior Manager: Oversees departments or large teams. Manages operations and strategic alignment.

M3 – Director-Level Manager: Responsible for multiple departments. Sets direction for large functions.

M4 – Senior Director: Strategic oversight at the company level. Aligns cross-functional goals and business priorities.

Executive Roles (E1–E3)

Reserved for senior company leaders with full decision-making authority.

E1 – Senior Executive (e.g., CFO, COO): Oversees major functions. Makes high-impact decisions.

E2 – Group Executive (e.g., Group COO, President): Influences entire regions or business groups.

E3 – Chief Executive Officer: Leads the entire company. Sets vision and strategic direction.

Part 2: TalentUp Blended Grading Role Levels

Alongside the TalentUp code system, HR professionals benefit from a more detailed understanding of how job levels operate within specific paths. This section provides a breakdown by role type and seniority level.

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Individual Contributor Path

Junior: Works on scoped, routine tasks. Requires oversight and mentoring. Eager to learn and grow.

Mid: Owns individual tasks with moderate supervision. Applies core concepts effectively.

Senior: Leads full projects. Brings broad knowledge and works with minimal oversight. Often mentors junior staff.

Lead: Expert in a specific field and recognized internally as a key resource. Solves complex business problems.

Principal: Provides strategic guidance across multiple teams. Recognized externally as a subject matter expert.

Manager Path

Mid-Level Manager: Leads a team through projects and deadlines. Delegates and ensures performance outcomes.

Senior Manager: Leads multiple teams or functions. Aligns departmental initiatives with company goals.

Lead Manager: Oversees a department’s execution of strategy. Mentors mid and senior managers. Represents the function at senior leadership levels.

Lead (Functional Expertise)

Mid: Strong professional capable of executing complex tasks independently. Recognized for reliability and problem-solving.

Senior: Drives project success and mentors others. Highly independent and accountable.

Director Path

Mid-Level Director: Leads a business unit. Influences organizational decisions with domain expertise.

Senior Director: Oversees several departments. Translates strategic vision into actionable plans. Plays a central role in organizational success.

Head-Level Roles

Mid-Level Head: Leads a business function with strategic and operational responsibilities. Guides team development and ensures department success. Reports to Directors.

Senior Head: Sets functional strategy and leads cross-functional coordination. Ensures alignment with company-wide objectives.

Suite-Level Executive Roles

Mid-Level Suite: Serves as a key leader responsible for company-wide outcomes. Works with the board, external stakeholders, and senior leadership to shape corporate strategy and long-term vision.

How HR Teams Can Use This Framework

TalentUp’s level system and functional definitions can be used in many areas of HR:

Job Mapping: Standardize job levels across departments, countries, or business units.

Compensation Benchmarking: Align job levels with TalentUp’s salary data for accurate benchmarking.

Career Framework Design: Provide employees with clear progression paths and development goals.

Performance Calibration: Evaluate performance expectations consistently across levels.

Internal Equity Audits: Identify pay disparities and misalignments.

Succession Planning: Build leadership pipelines using consistent criteria for advancement.

1. Introduction

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