Build upon a transparent job architecture we enable fair, competitive compensation, strengthen talent and performance management, and provide scalability for growth, mergers, or transformation.
Based on cultural requirements, organizational structure and workflows, and necessary downstream processes, we define the core principles for shaping the job architecture. Agile organizational forms and various career path models can be integrated into the design.
We define the company-specific requirements for the evaluation system and do a pre-selection of suitable providers, provide advisory support during the final decision-making process and maintain a system-agnostic approach.
We develop an efficient project plan, considering resource availability and company processes, provide implementation support in the role of project lead or sparring partner.
We train the local HR team in the use of the evaluation system and providing support until they can independently conduct job evaluations.
We analyse internal data and derive a company-specific and market-aligned job catalogue using a top-down approach, develop a bottom-up approach in close collaboration with business leaders, create job descriptions upon request, including the integration of competency and skill models and validate in collaboration with business units.
We grade jobs within the job catalogue and calibrate at the job family level, evaluate top management roles and facilitate the alignment and approval process, enabling managers to assign employees to roles within the job catalogue, calibrate assignments across departments and analyse potential cost implications.
We design a change management framework with a communication strategy tailored to specific target groups and organizational needs, providing process consulting for master data migration, contract creation, and employee communication.
