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Create a Consistent Approach to Job Titling Through Job Architecture

Invest resources upfront in building a solid job architecture to support internal equity and organizational growth.

  • Failing to build a job architecture results in job titles and levels being added on an ad hoc basis with limited consistency across the organization.
  • An inconsistent approach can result in job title inflation, pay inequity, and dissention among employees.
  • Addressing these challenges requires significant resources and change management.

Our Advice

Critical Insight

  • Job architecture provides foundational support for other HR programs, including total rewards, talent management, learning and development, and talent acquisition.
  • However, creating and maintaining a job architecture requires intentional planning.
  • Create a consistent and systematic approach to job titling through job architecture.

Impact and Result

  • Investing resources in developing a job architecture promotes alignment across job families and functional groups and creates clearly defined career paths.
  • A structured approach to job levels and job titles through job architecture supports internal equity and increases the legal defensibility of pay decisions.
  • Benefits of implementing a job architecture include increased employee perception of fairness, engagement, and job satisfaction, among others.

Create a Consistent Approach to Job Titling Through Job Architecture Research & Tools

2. Execute

Execute job leveling and titling practices across the organization and prepare leaders by sharing titling expectations.

3. Communicate

Communicate job titling changes to internal stakeholders. Identify implications for other HR programs, and align job titles, job documentation, and compensation.

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McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.

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