A job architecture is not an off-the-shelf project. Every company has its own requirements.
Our approach focuses on these differences, develops a tailored concept and, if desired, supports the implementation.
We assess where organizations currently stand, which goals should be achieved first, and which approach makes the most sense. At the same time, we keep future scalability in mind. With clear planning and a modular approach, a job architecture can be introduced step by step and integrated smoothly into the organization’s daily operations. This creates a robust foundational concept that can evolve over time.
Concept & Implementation
Concept & Implementation
Our Services
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Development of a Target Vision and Concept
Together with the client, we clarify the starting point, objectives, and framework conditions. The result is a clear vision of the job architecture, aligned design principles, and a concrete implementation roadmap.
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Modular Implementation with Clear Roles
We structure the jointly developed implementation roadmap into individual modules. Clients can select modules according to a cafeteria principle and decide which steps to implement internally and where they would like our support.
For each module, the desired form of collaboration can be selected:
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Reviewer:We review concepts and results, provide feedback, and ensure professional quality.
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Sparring Partner:We provide content support, discuss options, and help with decisions.
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Project Lead:We take responsibility for planning, coordination, and implementation of the respective module.
This approach keeps the implementation flexible and aligned with internal resource availability while ensuring the client maintains full control over scope, pace, and budget.
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Change Management
Successful implementation requires acceptance and clear communication. Together with the client, we develop a tailored change and communication concept aligned with relevant target groups and the organization.
We enable the HR team and, if required, managers to confidently communicate, explain and effectively apply the job architecture in daily operations.
HCM Insights
Publications
Close-Up
Is job architecture rigid, expensive, or just an HR issue? This publication debunks five common myths and shows how job architecture makes organizations more transparent, manageable, and future-proof.
Concept & Implementation
FAQ Job Architecture Concept & Implementation
Developing a job architecture begins with analyzing the existing organizational structure and current jobs within the company. Building on this, a target vision is defined describing how jobs should be structured and made comparable.
Functions are then described, grouped into job families, and possibly evaluated. A pragmatic approach that considers both strategic company goals and HR’s operational capabilities is crucial.
The timeline depends heavily on company size, international structures, and existing HR data. In many organizations, an initial concept can be developed quickly and aligned within a few weeks.
Full integration into HR processes such as compensation, talent management, or workforce planning often takes place gradually over a longer period.
Typically, information about existing jobs, responsibilities, and the company’s strategic priorities is needed. Compensation data and organizational structures are also often considered.
This information forms the basis for defining design principles and developing a target vision for the future job architecture.
Introducing a job architecture often affects all managers and employees. Therefore, it is important to communicate the objectives and benefits early on.
HR and management should understand how the job structure supports decisions regarding compensation, career development, or staffing. Transparent criteria, clear evaluation logic, and strong communication help build trust and acceptance throughout the organization.