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Develop a Job Architecture Framework

Create a consistent approach to job titling and effectively communicate the job architecture framework.

  • Failing to build a job architecture results in job titles and levels being added on an ad hoc basis with limited consistency across the organization.
  • An inconsistent approach can result in job title inflation, pay inequity, and dissention among employees.
  • Addressing these challenges requires significant resources and change management.

Executive Summary

Critical Insight

  • Job architecture provides foundational support for other HR programs, including total rewards, talent management, learning and development, and talent acquisition.
  • However, creating and maintaining a job architecture requires intentional planning.
  • Create a consistent and systematic approach to job titling through job architecture.

Impact & Result

  • Investing resources in developing a job architecture promotes alignment across job families and functional groups and creates clearly defined career paths.
  • A structured approach to job levels and job titles through job architecture supports internal equity and increases the legal defensibility of pay decisions.
  • Benefits of implementing a job architecture include increased employee perception of fairness, engagement, and job satisfaction, among others.

Research & Tools

1. Prepare

Identify objectives for creating a job architecture framework and inventory current job titles.

2. Build

Determine job leveling criteria, execute job leveling and titling practices across the organization, and validate the job architecture framework with key players.

3. Execute

Select the job architecture framework’s transparency level, communicate job titling changes to internal key players, evaluate and sustain the job architecture framework, and use it to inform other HR programs.