Job Architecture

Job Architecture Aligns Organizational Strategy & Its People

What is Job Architecture & Why Does it Matter?

Intentional job architecture will help your organization attract, retain and reward best-in-class talent. When thoughtfully created, it is transparent, fair and consistent, helping drive employee engagement, customer success and revenue growth.

Job architecture coordinates and implements three components: job design, job levels and career paths. The right job designs define foundational jobs using distinct sets of required behaviors and skills. Levels are then aligned within and among jobs in a way that develops a flexible and motivational career path framework.

Alexander Group works with you to establish a stable, scalable framework that can accommodate the various role structures throughout your commercial organization accounting for regional differences and aligning with industry center practice. Most importantly, we help you create an easily understood and communicated structure that establishes equivalency between roles.

Optimize Your Organizational Design

As your company grows, talent attraction, promotion, retention and rewards become complex, costly and often less effective. Alexander Group can help you create the right job architecture by answering questions that include:

  • How specific or flexible should you make your foundational jobs?
  • Will different regions/geographies have to conform to the same standard job?
  • How many job levels should you have by role?
  • How can you create career paths that connect roles from different business units?
  • Do you need to mandate requirements for time in the role?
  • Can individuals skip a level or role?

Alexander Group will help answer these questions by revisiting your current job architecture and realigning your job design, leveling and corresponding career paths to create a scalable, clear, consistent framework. Job architecture components under review include:

  • Job Design: When designing roles, you want to use a distinct set of required behaviors and skills to define foundational jobs within each job family. Creating foundational jobs helps categorize a broad range of go-to-market roles and titles globally by focusing on core responsibilities. They provide a manageable framework to hire, coach and develop the right talent for the right jobs as foundational jobs remain relatively consistent through shifting business needs. Creating and documenting foundational positions clarifies role expectations and sets the foundation for job leveling and career path development.
  • Job Leveling: Job levels are anchored to skills and competencies with objective criteria to support diversity, equity and inclusion (DEI). Appropriate allocation of job levels allows for in-role promotion, increasing employee satisfaction and reducing customer disruption. This approach ultimately allows you to capture higher productivity through increased tenure.
  • Career Pathing: Career paths should provide multiple opportunities. Like job leveling, you should anchor career paths around competencies and use those to help clearly define career promotion eligibility. In addition, a well-designed career path will reduce turnover by providing clear visibility into expectations for progression and explaining options for career advancement in other roles.

Alexander Group’s decades of experience with thousands of leading organizations will help you craft a job architecture that supports your business objectives and engages your workforce.

Need Help Retaining & Attracting Talent?

Experts at the Alexander Group look to top organizations within your industry to see how they are maintaining a motivated salesforce in today’s market.