Job Architecture Design

A structured framework for defining job families, levels, and career paths to create organizational clarity, fair compensation, and transparent employee growth. This service ensures alignment between roles, competencies, and business strategy, reducing title confusion and supporting scalable HR practices.

Scope:

• Job family & role mapping
• Job levels framework (responsibilities, requirements, competencies)
• Career path & progression design
• Competency alignment with job levels
• Integration with pay structures, HR policies, and organization design

What You Get:

• Comprehensive job family matrix (XLSX)
• Job level framework with descriptions (DOCX + PPTX visual)
• Competency alignment reference (DOCX)
• Draft career path maps (PPTX)
• Executive summary report with recommendations (DOCX)
• Delivery Time: 10–14 business days

Best For:

• Companies struggling with inconsistent job titles or unclear career paths
• SMEs preparing for rapid growth and organizational scaling
• Businesses planning to link job roles with compensation benchmarking
• Organizations aiming to professionalize HR structures for performance management and talent development

Format Deliverables:

• 1 XLSX (Job family & level mapping matrix)
• 1 DOCX (Framework narrative + recommendations)
• 1 PPTX (Career path visuals for management)

FAQ

1. Why does my company need a Job Architecture?

A job architecture prevents title inflation, supports fair pay practices, and provides clear career pathways that increase employee engagement and retention.

2. What do I need to provide?

Current job titles, organization chart, job descriptions (if available), compensation structure, and business strategy overview.

3. How detailed is the framework?

We provide both structural design (families, levels, competencies) and practical implementation materials you can apply immediately.

4. Can this be combined with salary benchmarking?

Yes. Job architecture can be aligned with compensation data for fair and competitive pay systems.

5. Is this suitable for small businesses?

Yes. We design lean frameworks that are scalable for SMEs and sustainable for larger organizations.

6. How do you ensure confidentiality?

All client information is protected under HRC’s NDA and handled with strict confidentiality.

Document Requirements

To deliver a complete job architecture framework, we will require the following from the client:

• For organization structure: the latest org chart or a simple reporting line list; business unit/function overview; and headcount breakdown by department.
• For job roles: existing job titles and descriptions (if available); employee categories (permanent, contract, project-based); and list of critical roles or key positions.
• For career pathing: any existing career frameworks or promotion guidelines; current competency model (if available); and employee development plans or training roadmaps.
• For compensation alignment: salary structure or pay bands (if available); allowances, incentives, or benefit structures; and benchmarking data (if already collected).
• For company context: industry type and operating model (e.g., manufacturing, tech, services); workforce size and growth plan; and HR priorities (e.g., retention, talent pipeline, pay equity).
• Preferred style and tone: formal or employee-friendly; bilingual requirements (English/Indonesian); and any internal branding guidelines for HR documents.