Challenge

Vitality was looking to introduce a job level and pay framework. While ad-hoc benchmarking and job evaluation was carried out within the business, there was no formal structure or framework.

As Vitality continues to grow, it is looking for greater consistency as well as a clear reward strategy and pay principles, enabling their leaders to make more informed decisions. Vitality also wants employees to have clarity over their career paths and the pay progression associated with their chosen career.

Solution

We worked with Vitality to provide clarity over its current reward principles and desired future state. We developed a template to create draft role profiles in order to capture role responsibilities consistently.

The next phase was to work with the HR team to carry out evaluations of all roles and demonstrate career paths across the business. We carried out workshops with executives from each business area to check our approach, fostering broader engagement and supporting wider buy-in.

Outcome

Vitality have a framework in place that allows them to make decisions that are fair and consistent across the business as well as several locations, nationally. They can assess any equal pay risks and provide their employees with clarity on career paths available to them and the skills needed to progress along that career path.