Job architecture

What it does

If you work alone, or nearly alone, in HR and you have been asked for pay ranges, career paths or a pay transparency answer, you have probably found that all three need the same thing first: an agreed list of what jobs exist and how they relate to each other. That list is a job architecture. Reach for this when informal, job by job pay decisions start producing differences nobody can explain, or when you need a pay structure that holds up against EU pay transparency rules. The guide takes you through six steps, from setting scope and finding a sponsor to placing every job on a level with written evidence, and covers the hard cases: the long serving expert, the combined job, the inflated title. You do not start from a blank page. A starter workbook gives you 14 levels, 38 job families and 60 role profiles to adapt, plus a tab to place your own jobs, so you edit a working model instead of inventing one from scratch.

What is inside

• A six step method for building your job architecture
• A starter workbook with 14 levels, 38 job families and 60 role profiles
• A tab to mark the levels and families you actually need
• A tab to place your own jobs with evidence
• Rules for the hard placement cases, like inflated titles and combined jobs
• Five checks for fairness and bias before you publish

Who it is for

• A sole HR person asked for pay ranges before any structure exists
• An HR lead preparing a pay structure that meets EU pay transparency rules
• An HR generalist sorting career paths out of a messy list of job titles