Job architecture refers to the infrastructure or hierarchy of jobs within an organization. Job architecture encompasses job levels, job titling conventions, grades, career paths, spans of control, the criteria for career movement, and equitable compensation programs based on job value.
Job architecture not only serves as the foundation of effective pay program design but also provides the infrastructure for the human capital and financial practices that drive the business, including total rewards, workforce planning, career paths, learning and development, and succession planning.
Effective job architecture should provide:
A sound, easy-to-use system for determining the value of jobs based on talent drivers, business needs, and market practices.
A consistent methodology and decision support for assigning job levels and titles that are based on enterprise-wide criteria, which eliminates guesswork and promotes trust and confidence in the organization’s job assignments and rewards practices.
Workforce planning and career paths that are logical, transparent, fiscally responsible, and support employees and strategic business needs.
Without a systematic analysis of job architecture, organizations run the risk of building their people-based financial systems, such as compensation structures and variable pay programs, on a faulty foundation.