Tagged “career-levels”
35 results in spaces you can access
- Job Architecture & CareersShould a team lead with two direct reports be on the management track at all?Mid-sized logistics company in Poland, about 1,300 employees. Our framework has an individual track and a management track that begins at level 5. We have 64 team leads with between one and three direIsla Ferreira · 0 replies ·
- Job Architecture & CareersActing-up and interim appointments: do they count at the acting level, or sit outside it?I work for a provincial government agency in Canada with about 2,100 employees. At any time roughly 160 people are in acting assignments one level up, with acting pay, and a fair number have been actiSamir Delaney · 0 replies ·
- Job Architecture & Careers · AnsweredAfter a reorganisation shrinks the job, does the incumbent keep their level?Manufacturer of building materials in Germany and Austria, about 4,700 employees. A reorganisation this summer merged two regions, and as a result 23 managers now have roles that evaluate one level loJulia Ibrahim · 4 replies ·
- Job Architecture & CareersWhere should a technical ladder top out when directors sit two levels above it?Semiconductor design house in the Netherlands, about 900 employees, 70% of them engineers. Our individual contributor ladder currently stops at Principal, which is equivalent to senior manager. DirectSamir Delaney · 5 replies ·
- Job Architecture & CareersPublishing level criteria to every employee: full text, or a summary only?We are a Danish medical technology company with about 2,200 employees in the Nordics, Germany and the US. Our new framework has eight levels on two tracks and the full criteria run to 34 pages. Until Victor Ueda · 0 replies ·
- CompensationHow wide are your bands if you have only five levels from analyst to director?Our firm is a management consultancy in the UK with about 480 people and five levels: analyst, consultant, senior consultant, principal, director. Each has a single band. They are currently 60–70% widOmar Quintero · 1 reply ·
- Job Architecture & Careers · AnsweredHas anyone actually held the line on title requests that push people up a grade?Software company, US and India, about 1,600 employees. Our titles are tied to grades, so a 'Senior' or 'Lead' in the title means a specific grade. Over the past 18 months the share of the engineering Elif Alvarez · 6 replies ·
- Berlin ChapterWorks councils and job architecture projectsWe are eight months into a new job architecture for our German entities, about 3,400 employees across Berlin, Leipzig and Munich, and have reached the point where the works council needs to agree the Petra Lindqvist · 4 replies ·
- Job Architecture & CareersThree years into a global job architecture rollout — what I'd do differentlyWe went live with the final region last month, so I finally have the distance to write this up honestly. Three years, 34,000 employees, 19 countries. What worked: Starting with job families rather thaHannah Müller · 3 replies ·
- Job Architecture & CareersFitting a career framework around a nationally negotiated pay spine: worth attempting?I work in HR at a UK university with about 2,900 professional services staff. Pay is set by a nationally negotiated spine and our grades are determined by a long-established analytical job evaluation Ximena Hoffmann · 1 reply ·
- CompensationSixty job titles into nine grades without a consultant: notes from a small manufacturerWe are a family-owned precision components maker in the English Midlands with 310 employees. Until last year there were 60 job titles and no structure at all. I am the HR manager and reward is one parElif Lindqvist · 1 reply ·
- Job Architecture & CareersBrazil: reconciling global job titles with the occupation code on the work recordI joined a Swedish industrial group last year to lead reward for South America, about 1,750 employees in Brazil. Global is rolling out a catalogue of 380 jobs with standard titles. In Brazil each emplEwan Walsh · 2 replies ·
- Job Architecture & CareersOur local exceptions register: 41 entries, and the rule that stops it growingWe are a Nordic engineering consultancy, roughly 6,500 people in 14 countries, on a single global framework of ten levels since 2023. From day one country leaders asked for exceptions, and for the firVictor Ueda · 3 replies ·
- Job Architecture & CareersTemplate: the one-page levelling decision record we require for every new roleAfter an audit could not reconstruct why about a fifth of our roles sat at the level they did, we introduced a decision record. I'm at a regional bank in the US Southeast, about 3,100 employees, eleveLiam Chen · 2 replies ·
- Job Architecture & CareersUnpopular view: most frameworks carry two levels too many in the middleI have now worked on job architecture at four employers, most recently a telecoms group in Spain and Portugal with about 8,000 people, and each time the same thing happened. The design started with a Ben Haddad · 5 replies ·
- Compensation · AnsweredPromotion increases: a fixed percentage, or whatever reaches a set point in the new range?Our guideline is 8–12% for a one-grade promotion. I work for a pharmaceutical distributor in the US with about 3,400 employees and 15% midpoint progression. The trouble is where people start from. SomQuentin Kowalski · 4 replies ·
- Job Architecture & CareersOne title or two? Internal level titles versus what staff use with clientsConsulting engineering firm in the UAE and India, around 1,900 people. Our framework has clean internal titles by level, such as Engineer II and Senior Engineer. Client-facing staff say these do not lDalia Lindqvist · 3 replies ·
- Job Architecture & CareersLevelling 1,900 store roles when 80% of them sit in just three levelsMost of what is written about job architecture assumes a professional workforce. I work for a grocery retailer in the Netherlands and Belgium with about 21,000 employees, and 80% of our store populatiMateo Rasmussen · 3 replies ·
- Job Architecture & Careers · AnsweredLevelling appeals: who sits on the panel, and what do you accept as grounds?Public university in New Zealand, about 3,200 professional staff. We finished mapping everyone to a new seven-level framework in August and committed, in the consultation with the union, to an appealsWesley Keller · 4 replies ·
- Job Architecture & CareersLesson learned: we launched career paths before the levels had settledA cautionary tale from a software and services company in India, about 3,900 employees in Pune, Hyderabad and Chennai. Leadership wanted something visible for employees quickly, so we published careerNina Vargas · 3 replies ·
- Job Architecture & Careers · AnsweredLevelling 340 acquired staff onto our nine levels: before or after pay harmonisation?We're a UK-headquartered industrial software company, about 2,100 people, and in March we completed the purchase of a 340-person business in Poland and the Czech Republic. They have five broad bands aPetra Dubois · 4 replies ·
- Job Architecture & CareersJob descriptions go stale in about 14 months. A lighter way we keep them currentI manage reward operations for a pharmaceutical distributor in Brazil and Argentina, about 5,600 employees and 740 distinct job descriptions. We used to run a full review every three years. When I samLena Lindqvist · 3 replies ·
- Job Architecture & CareersEighteen months running a skills taxonomy beside job families: an honest accountThere is a lot of enthusiasm for skills-based everything, so here is what happened when we tried it. We are a professional services firm in Singapore and Malaysia, about 2,800 people. In early 2025 weVictor Ueda · 4 replies ·
- Job Architecture & CareersVerbs I have banned from our level descriptors, and what replaced themAfter reading several hundred appeals and promotion cases at a German automotive supplier of about 12,000 employees, I've concluded that most disputes about levels are really disputes about vague verbBen Haddad · 4 replies ·
- Benefits & WellbeingHarmonising benefits after a merger: we levelled up on three things and froze the restTwo Nordic logistics companies merged in 2024, one Swedish with 1,900 employees and one Danish with 1,300. I led the benefits harmonisation and we finished in June, so this is a write-up while it is fNoor Esposito · 5 replies ·
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