Job Architecture
At Nua Group, we see job architecture as the cornerstone of organizational stability and effectiveness, much like a foundation is to a house. It's essential for building a functional workplace underpinned by clarity for employees, fairness, and internal equity.
Embarking on a job architecture project can often seem overwhelming, and we hear repeatedly from clients that they don’t know where to start and fear the stakeholder and change management that could be required.
The truth is: addressing job architecture and leveling issues don't always require a drastic, all-encompassing approach.
Common Job Architecture Challenges
In our work with clients, we've identified four common Job Architecture challenges. They are distinct yet interconnected, and they can effectively be addressed through a strategy executed with technical precision.
Unnecessary Levels
Do you have Associate Directors, Directors, Senior Directors, and Executive Directors? Can anyone explain the difference? This plagues many organizations, creating a hierarchy so convoluted that the distinctions between roles blur.
Pay Structure Issues
Bespoke title creation often misaligns pay structures, leading to compensation discrepancies and unintended employee inequities. It complicates benchmarking against industry standards and maintaining fair compensation, affecting morale and productivity.
Titling Challenges
Customized job titles, while appealing for attracting talent, can result in a proliferation of roles that are essentially similar when individuals performing identical roles are assigned a range of different system titles, leading to confusion and organizational inefficiencies.
Operational Process-Related Challenges
Successfully operationalizing job architecture hinges on the ability of the HR system to accurately mirror the organization's true structure and functions.
How we can help
We build rational job architecture frameworks, with job families, functions, and levels organized in a way that supports your talent requirements and links to the external market.
Focus areas
Assess Strategic Priorities:
We offer strategic advice on prioritizing areas in job architecture that need immediate review and attention.
Clarify Roles and Titling:
We help to define and differentiate roles ensuring each title has a clear and distinct purpose. We conduct thorough title audits to streamline and standardize job titles, reducing complexity and ensuring consistency across the organization.
Realign Pay Structures:
We know how best to realign pay structures to eliminate discrepancies and inequities, ensuring compensation is fair, competitive, and reflects each role's responsibilities.
Operationally Execute Process-Related Changes:
We bring expertise in both Compensation and HR Technology to ensure HR systems are structured to reflect the operational reality of the organization and enhance efficiency.
Implementation and Change Management:
We manage practical aspects of implementing job architecture changes, including detailed planning and execution, as well as communication to ensure a smooth transition and buy-in from all stakeholders during the job architecture transformation process.
