HR systems & processes
Job architecture & grading
Build a consistent way to describe, compare and grade jobs before making pay or progression decisions. We evaluate the role rather than the person occupying it.
Discuss your grading projectWho this is for
- HR leaders establishing a common job framework
- Growing or reorganizing businesses with overlapping responsibilities
When to start
- Job titles no longer reflect responsibility or complexity
- Pay and promotion decisions are difficult to explain consistently
What you receive
- Job families and role profiles
- Agreed evaluation factors and a calibrated grade structure
- Pay-range design and guidance for maintaining the framework
How we work
Define the scope
Agree job families, required data and the decision-making committee.
Evaluate and calibrate
Review roles with managers, apply agreed factors and resolve inconsistencies.
Prepare implementation
Confirm the structure, discuss pay-range assumptions and hand over maintenance guidance.
Your next step
Discuss your grading project
Share your approximate number of roles, current job framework and the decision you need to make. We will discuss a practical starting scope.