Job levelling lets companies group jobs by skills and capabilities. These jobs can then be matched with a set of salary ranges and a pay policy that clarifies how salaries should be determined and increases as people progress their careers.
We work with organisations to design levelling structures and pay ranges taking into account business priorities and the reward strategy. Since we are not aligned to a single methodology, unlike the big consultancies, we consider all the options and recommend the best solution for your business.
Clarity over career progression is critical for employee retention. We work with you to identify career paths that differentiate between people managers (leaders) and specialists (individual contributors).