Hannah MüllerGRS, CRP
Global Job Architecture Lead at Steinbach Industrie
Munich, Germany
40 points4 ribbons1 discussion6 replies
Where Hannah takes part
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1 discussion · 6 repliesReplied to in Compensation ·
Aging survey data when the market moves faster than your survey cycle
The argument that landed with our finance team was cost of a bad hire versus cost of the adjustment. Framing it as risk rather than generosity changed the conve
Replied to in Pay Equity & Transparency ·
Is anyone using AI tooling for pay equity analysis yet?
Our legal team was uncomfortable with a model they could not fully explain producing numbers that might end up in a filing. That ended the conversation for us.
Replied to in Pay Equity & Transparency ·
How far along is everyone on EU Pay Transparency Directive readiness?
We're a similar size and about six months ahead of you. The 'work of equal value' grouping was the single hardest part, and I'd push back on doing it analytical
Posted in Job Architecture & Careers ·
Three years into a global job architecture rollout — what I'd do differently
3 replies
Replied to in Pay Equity & Transparency ·
Our raw gap rose while the adjusted gap fell, and how we explained both at once
We publish a trajectory and it has been fine, but we frame it as what would have to be true rather than what will happen: to reach 10% by 2030 we need women to
Replied to in Compensation ·
Two years after moving our structure review from annual to biennial: what happened
In fairness to the biennial idea, it works for stable operational families. We review plant and warehouse ranges every two years in line with the collective agr
Replied to in Compensation ·
Skill premiums inside a grade structure, eighteen months on: what held and what did not
That overlap exists for us as well, about nine people. We decided it is acceptable for a fully skilled technician to out-earn a new team leader, and said so ope
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