Many organisations exist as a long list of job titles and associated job codes that have been organically added as the organisation has grown, changed or merged. However, for many organisations that do have a job structure in place, it is often the case that this exercise has been done but, over time, has become increasingly difficult to govern and manage.

A job architecture forms the building blocks of an organisation. It provides a framework for defining and aligning jobs within your organisation based on the type of work performed.

A job architecture provides you with a mechanism to consolidate all your job titles into a consistent framework that provides clarity and transparency on career levels and pay.

‍The Benefits of a Job Architecture

Many organisations are now looking to build a simple, dynamic job architecture as the building blocks of their strategic workforce management.

Key drivers to adopting or updating a job architecture includes:

• Creating a foundation for pay and reward, enabling external benchmarking
• Enabling and managing pay equity
• Managing compliance reporting
• Maximising HR technology investment and optimising processes
• Creating alignment following mergers and acquisitions
• Learning, career paths and succession planning
• Shifting to a skills-based organisation

If you want to learn more, we go into greater depth in our Guide to Job Architecture. Download now.

New to Job Architecture? We run regular live demos and webinars, including an Introduction to Job Architecture. Join here.