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Job architecture and rewards

When titles match but pay doesn't, trust erodes.

Workforce solutionsService 10
Scope
Up to 40 jobs
Indicative timing
6–10 weeks
Progress measure
One justified grade for every in-scope job

Who it is for: CHRO or CFO

Illustrative scenario

The company grew through urgent hires, so two people with the same title now earn very different salaries and no one can explain why. Managers negotiate every offer from scratch, and talent compares notes and leaves. We build a job architecture for up to forty jobs: job families, job evaluation, grades, pay ranges and an estimate of transition cost. Licensed salary data is added at separate cost if needed. Our target is that every in-scope job sits in one justified grade under a documented method.

Workflow

  1. Job inventory and families

  2. Job evaluation

  3. Grades and pay ranges

  4. Transition cost and sign-off

Out of scope

  • Licensed salary data
  • Amending individual contracts
  • Legal review

Next step

Share your current job list.

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