We want you to be able to focus your time on strategic HR work that truly drives your organization forward. That is why we are now introducing a brand-new view in the Salary Compass: Job Architecture.
In Job Architecture, we shift the focus from traditional management structures to the actual content of the work, helping you build a fair and data-driven salary structure. The previous menu options for job catalog and job family are now hidden. Instead, you will now find everything gathered in one single place in the new, shared view for job architecture.
How does the job architecture work?
The new view visualizes your job profiles in a clear matrix. The matrix is currently divided into Job Functions, Job Families and Levels.
- Automatic placement on levels: The placement is automatically controlled in the background based on the job evaluation scores that the job profile has received.
- Content drives, not the organizational chart: By grouping your job profiles, you can quickly see which jobs are related in terms of content, regardless of where in the organization employees are located.
Example of how it all fits together:
Within the Finance job function, you can have the Accounting job family. Here you group together roles such as controllers, accountants and analysts. Even if one analyst is in the marketing department and another in the production department, they belong to the same job family and job function.
This will give you a fair overview that reflects the actual competencies of the business instead of the managerial structure.
This is just the beginning
What you see in the job architecture right now is a first step. We are continuously developing and expanding this view to provide you with even better and more powerful support in your daily work. The matrix will help you analyze pay gaps, link to market salaries, and build informed arguments for future recruitment and pay decisions.
The vision is that you will be able to use the job architecture to:
- See employees: You will be able to see how your existing workforce is distributed across the different parts of the architecture, making it even easier to analyze salary structures and spot any inappropriate differences, even those you cannot find in the salary mapping.
- Get deeper details instantly: It becomes possible to see all the elements of a job profile directly from within the job architecture, without having to switch views. For example, you can see career bands, market salaries and salary ranges.
- Get clear career planning: You can visualize career paths and show development and progression for employees, without them necessarily having to become managers.
- Data-driven salary setting: The matrix helps you analyze pay gaps, link to market salaries, and build informed arguments for future recruitment and pay decisions.
- Make talent management easy: You will be strongly supported in your long-term talent planning efforts.
Stay tuned for more news on the job architecture!
