Signs your organisation may need this
Similar jobs carry different titles in different units.
Spans of control and reporting lines are unclear or inconsistent.
Responsibilities overlap, or nobody owns a task.
Pay disputes keep returning to the question “what is this role worth?”
Problems we address
Too many layers or too many direct reports.
Job descriptions that are outdated or missing.
No common grading logic across plants or subsidiaries.
Classification schemes required by labour regulations that are incomplete.
Scope of work
Review of structure, layers and spans of control.
Job analysis and job descriptions.
Job families, levels and grading.
Job evaluation that links to the reward system.
Job classification schemes in line with labour regulations.
How the work runs
Collect
Gather organisation charts, job data and interviews, and build an inventory of positions.
Analyse
Find duplicates, gaps and inconsistencies, and test them against how work is actually done.
Design
Propose structure, job families, levels and grading rules, with the reasoning shown.
Test and roll out
Test with line managers, correct, then map every position to the new architecture.
What you receive
Proposed structure and spans of control.
A job catalogue with families and levels.
Job descriptions in an agreed format.
A grading structure and the rules to apply it.
A job classification scheme where required.
A guide for managers on using the architecture.
What we need from you
Role owners nominated for each unit.
Current organisation charts and any prior job documents.
Decisions on the principles for grading and levelling.
How progress is judged
Share of positions mapped to the new catalogue.
Consistency of grading between units, tested on a sample.
Time needed to grade a new role.
Number of exceptions requested after roll-out.
Questions leaders ask
Do you need to visit every site?
Not always. We sample sites and units, and rely on role owners and documents for the rest. The sample is agreed with you.
Will this change anyone’s pay?
Job architecture describes roles and levels. Pay changes are a separate decision made through the reward system, with your approval.
Can you work from our existing job titles?
Yes. Existing titles are the starting inventory. Large inventories are normal and are handled with structured templates.