TalentUp | Salary Benchmarking Platform Documentation

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.

Table 1 – TalentUp Grading Level Codes Explained

LEVEL	CATEGORY	TITLE	AUTONOMY	IMPACT	EXPERTISE	COMPLEXITY	SCOPE OF WORK	LEADERSHIP
S1	support roles	entry-level support	Performs routine tasks under close supervision; follows detailed instructions with limited discretion.	Provides essential operational and administrative support to ensure smooth daily business operations.	This is an entry-level position that requires basic knowledge and minimal prior experience.	Work is straightforward and procedural; limited judgment is required.	Performs clearly defined, repetitive tasks within a specific area of responsibility.
S2	support roles	intermediate support	Handles a wider range of tasks with moderate independence; makes decisions within clear guidelines.	Supports business operations through reliable task execution and problem-solving within defined boundaries.	Has working knowledge and skills developed through training or relevant experience.	Solves routine to moderately complex problems using established procedures.	Manages varied but related tasks; contributes to improving efficiency within the team or process.	May provide guidance to colleagues with less experience on routine tasks.
S3	support roles	advanced support	Operates with minimal supervision; prioritizes tasks and solves complex issues independently.	Ensures quality and efficiency in operational processes through advanced support and problem-solving.	Has specialized knowledge and strong technical or administrative skills gained through significant experience.	Handles complex and sometimes unpredictable issues; adapts existing processes to meet business needs.	Works across multiple areas or systems; contributes to process improvement and operational excellence.	Acts as a point of reference or informal mentor for colleagues; may coordinate activities within a small team.
P1	professional roles	entry-level professional	Works on well-defined tasks under close supervision; follows detailed instructions and established procedures.	Contributes to team objectives through accurate execution of assigned work with limited individual impact.	Entry-level role requiring foundational knowledge and initial professional experience.	Performs routine and procedural assignments with guidance from senior colleagues.	Delivers specific tasks within a narrow area of responsibility.
P2	professional roles	intermediate professional	Handles moderately complex assignments with some autonomy; seeks guidance when facing unfamiliar situations.	Has low to moderate impact on the success of own function or discipline.	Developing professional with working knowledge and practical experience in own field.	Applies known concepts and methods to solve varied but related problems.	Contributes to projects within own area; accountable for quality and timeliness of assigned work.	May share knowledge and provide informal guidance to less experienced colleagues.
P3	professional roles	advanced professional	Works independently with minimal supervision; manages priorities and determines approaches to assignments.	Has a moderate to high impact on the success of own function or discipline through delivery of complex work.	Possesses in-depth knowledge in own discipline; acts as a resource or mentor for colleagues with less experience.	Handles complex assignments and adapts existing approaches to solve new challenges.	Leads components of larger projects or manages complete workstreams within own function.	May mentor others and provide functional guidance to small teams or project groups.
P4	professional roles	functional leader	Operates with high autonomy; defines objectives and priorities for own area of responsibility.	Directly influences the success of own function or business area through strategic decisions and leadership.	Has advanced knowledge of own discipline and solid understanding of related areas.	Leads initiatives that involve complex analysis, coordination, and problem-solving across multiple teams.	Responsible for significant projects or programs that support business objectives within a function.	Provides direction and leadership within a business area; may manage or coordinate professional teams.
P5	professional roles	top-tier expert	Operates independently with wide decision-making latitude; sets strategic direction in own domain.	Materially influences business outcomes and cross-departmental or global strategies.	Recognized authority with deep and specialized expertise; often serves as a company-wide or industry-level reference.	Handles the most complex, high-impact problems requiring original thinking and broad business understanding.	Shapes functional or enterprise-level initiatives with long-term implications.	Acts as a strategic advisor and thought leader; mentors senior professionals and influences organizational direction.
M1	manager roles	manager	Leads a small team or department with guidance from senior management; follows established policies and goals.	Accountable for the performance and results of a small team or sub-area within a function.	Experienced professional with strong understanding of operational processes and people management basics.	Manages day-to-day operations, coordinates resources, and resolves routine issues within own area.	Leads a team of support or professional staff to meet defined objectives and service levels.	Provides direct supervision, coaching, and performance feedback to team members.
M2	manager roles	senior manager	Operates with significant independence; sets team priorities in line with business strategy.	Accountable for the performance and results of a department or large team within own discipline or function.	Experienced manager with deep understanding of functional processes and interdependencies.	Oversees diverse activities requiring coordination of multiple teams or complex support functions.	Manages professional employees and/or supervisors; ensures achievement of operational and strategic objectives.	Leads and develops team leaders and professionals; fosters collaboration and continuous improvement.
M3	manager roles	director-level manager	Operates with broad discretion in decision-making; defines direction for multiple teams or departments.	Directly influences the success of a major function or business unit through leadership and strategic execution.	Strong business and functional knowledge; able to translate strategy into operational outcomes.	Leads complex programs or projects spanning multiple departments; integrates strategic and operational goals.	Responsible for multiple departments or functions; accountable for delivering long-term results.	Provides leadership to managers and senior professionals; shapes culture, priorities, and performance standards.
M4	manager roles	associate director	Operates with high autonomy; translates company strategy into plans across multiple teams or functions.	Drives results across a significant function or multiple departments with cross-functional influence.	Advanced business and functional expertise; strong ability to align execution with strategic goals.	Manages complex, cross-functional initiatives with competing priorities and dependencies.	Leads multiple teams or a major function; accountable for medium- to long-term objectives.	Leads managers and senior professionals; enables collaboration and consistent execution at scale.
M5	manager roles	senior director	Operates with enterprise-level autonomy; shapes strategic direction across major business areas.	Influences company-wide outcomes through strategic leadership and alignment of key priorities.	Broad and deep business expertise; strong strategic judgment and executive-level perspective.	Leads highly complex, multi-year initiatives with significant organizational and business impact.	Responsible for large functions or multiple business areas; accountable for long-term performance.	Provides senior leadership across the organization; sets vision, direction, and leadership standards.
E1	executive roles	senior executive	Operates with broad autonomy; defines strategy and priorities for major functions or business units.	Makes high-impact decisions that shape performance and direction within a significant part of the company.	Deep business and leadership expertise; recognized authority within own function or domain.	Oversees diverse and complex operations, integrating multiple functions and markets.	Responsible for achieving results across a major business unit or global function.	Provides leadership and direction through directors and senior directors; leads through multiple levels of management.
E2	executive roles	group executive	Operates with full strategic authority within assigned region or business group; minimal oversight.	Directly impacts company-wide outcomes through accountability for large-scale business performance.	Extensive experience leading major divisions or regions; deep understanding of enterprise dynamics.	Leads across multiple geographies or business lines with complex stakeholder and market environments.	Shapes and executes strategies for an entire business group or global region.	Provides leadership and direction to other executives, typically at the VP level; fosters alignment across divisions.
E3	executive roles	chief executive officer	Holds ultimate decision-making authority; defines the company’s strategic vision, mission, and culture.	Responsible for the overall performance and long-term success of the organization.	Comprehensive business acumen and leadership capability spanning all company functions.	Leads a multifaceted global organization; balances strategic, operational, and governance priorities.	Sets enterprise-wide direction and ensures alignment with stakeholder and board expectations.	Leads the executive team and serves as the key representative to the board, investors, and external partners.

Table 2 – TalentUp Blended Grading Role Levels

Career Path / Role Type	Level	Description
Individual Contributor	Junior	Works on scoped, routine tasks. Requires oversight and mentoring. Eager to learn and grow.
Individual Contributor	Mid	Owns individual tasks with moderate supervision. Applies core concepts effectively.
Individual Contributor	Senior	Leads full projects with minimal oversight. Brings broad knowledge and mentors junior staff.
Individual Contributor	Lead	Recognized internal expert. Solves complex business problems and serves as a key resource.
Individual Contributor	Principal	Provides strategic guidance across multiple teams. Recognized externally as a subject matter expert.
Manager	Mid-Level Manager	Leads a team through projects and deadlines. Delegates work and ensures performance outcomes.
Manager	Senior Manager	Leads multiple teams or functions. Aligns departmental initiatives with company goals.
Lead (Functional Expertise)	Mid	Strong professional executing complex tasks independently. Recognized for reliability and problem-solving.
Lead (Functional Expertise)	Senior	Drives project success, mentors others, and operates with high independence and accountability.
Director	Mid-Level Director	Leads a business unit and influences organizational decisions through domain expertise.
Director	Senior Director	Oversees several departments. Translates strategy into actionable plans and plays a central organizational role.
Head-Level Roles	Mid-Level Head	Leads a business function with strategic and operational responsibility. Guides team development and reports to Directors.
Head-Level Roles	Senior Head	Sets functional strategy and leads cross-functional coordination. Ensures alignment with company objectives.
Suite-Level Executive	Mid-Level Suite	Company-wide leader shaping corporate strategy and long-term vision. Works with the board, stakeholders, and senior leadership.

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.

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1.3. TalentUp’s Level Code Framework

Table 1 – TalentUp Grading Level Codes Explained

Table 2 – TalentUp Blended Grading Role Levels

How HR Teams Can Use This Framework

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