Job Architecture Case Study

Client Overview

The client is a $500M leader in metal payment cards, security, and authentication solutions. They were seeking a highly experienced consultant to partner with them to design and implement Job Architecture. They considered this to be a critically important body of work.

The Challenge

The organization had reached a point in their evolution where pay equity concerns, unclear career paths, and inconsistent job titles were impacting morale, productivity, and turnover. They were ready to trade in their paternalistic, seat-of-the-pants approach to compensation for a market-based, performance-focused pay and job leveling structure.

The Approach

The methodology featured a Discovery phase (including executive interviews, development of a Total Rewards Strategy, and compensation benchmarking), a Job Architecture Design phase (including job classification, job leveling, and job titling), and a Compensation Design phase (including development of pay ranges and incentive design).

The Solution

After consideration of the pros and cons of many potential solutions, we decided upon a three-level Job Family Architecture (“Function”, “Sub-Function”, and “Discipline”), and a multi-track Career Framework with pay ranges for each track level. The proposed solution went through many rounds of vetting and validation.

Results

The new Job Architecture brings a rational approach to job leveling and job titling and ensures competitive and equitable compensation based on job value and employee contribution. It provides for improved internal mobility, clearer role expectations, and greater pay transparency.