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.
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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.
