Overview

As organisations grow, managing job titles becomes increasingly complex. While job titles such as Software Engineer, Senior Software Engineer, HR Manager, or Sales Director help identify employees' roles, they often exist as standalone labels without any relationship to one another. This lack of structure makes it difficult to establish clear career progression, define seniority, standardise compensation, or implement role-based access and performance frameworks.

Job Architecture introduces a structured framework for organising roles within the organisation. It transforms disconnected job titles into a meaningful hierarchy that helps organisations define career paths, align talent decisions, and establish consistency across HR processes.

With Job Architecture, organisations can:

• Organise related roles into Job Families based on shared skill sets and specialisations.
• Define Levels to represent seniority and progression.
• Create Tracks that support parallel growth paths, such as Individual Contributor and Management careers.
• Map every role within a consistent organisational structure.

This framework becomes the foundation for future capabilities such as compensation planning, performance calibration, career pathing, skills frameworks, and role-based permissions.

Understanding the Key Components

Job Families

A Job Family groups roles that require similar skills and expertise.

For example:

• Engineering
• Sales
• Finance
• Human Resources
• Marketing

A useful distinction to remember is:

• A family is a function of skill - employees with similar capabilities belong to the same family.
• A department is a function of business - employees working towards the same business objective belong to the same department.

For instance, a Data Analyst working in the Product team and a Data Analyst working in the Sales team may belong to the same Job Family because they share similar analytical skills, but sit in different departments because they support different business goals.

Levels

Levels represent seniority within the organisation.

A level structure may look like:

Levels create consistency across functions and help organisations compare roles based on career progression rather than title alone.

Tracks

Tracks allow organisations to support different career paths while maintaining equivalent seniority.

Common examples include:

• Individual Contributor (IC)
• Management
• Executive

This means an experienced technical specialist can advance in their career without becoming a people manager.

For example:

Both roles may represent the same organisational level while following different career paths.

Role Mapping

Every role is mapped to:

• One Job Family
• One Level
• One Track

This creates a standardised organisational structure that provides visibility into career progression and role placement across the company.

Relationship Between Job Roles and Job Titles

Job Architecture does not create a separate entity for job roles.

The existing job title becomes the organisation's Role Name, which serves as the central role record within the system.

This approach ensures:

• No disruption to existing employee data.
• No data migration effort for customers.
• Existing functionality continues to work as before.
• Organisations can adopt Job Architecture when ready.

Job Architecture simply adds additional structure on top of existing roles through Families, Levels, and Tracks.

Job Architecture Rollout

The feature is being introduced in phases to provide a strong foundation before extending usage across the platform.

Phase 1 - Foundation and Setup

Phase 1 establishes the core framework required to create and manage Job Architecture.

This phase includes:

Job Roles

Existing job titles move into a dedicated Job Roles area where administrators can:

• View all organisational roles.
• Add new roles.
• Edit role information.
• Retire unused roles.
• Maintain role descriptions, experience ranges, and skills.

Business Titles

Organisations can maintain an external-facing title using Business Title.

For example:

Business Titles are display-only and do not influence seniority, compensation, permissions, or reporting structures.

Levels and Tracks Setup

Administrators can configure:

• Custom level structures.
• Level naming conventions.
• Track definitions.
• Career progression frameworks.

A guided setup experience helps organisations create and validate their structure.

Job Families

Administrators can:

• Create job families.
• Define descriptions.
• Group roles into families.
• Assign family owners.
• Manage role-to-family relationships.

Role Mapping

Roles can be mapped into a family-specific matrix consisting of:

• Levels
• Tracks
• Streams

This visual mapping allows organisations to place each role at the appropriate point within the organisational hierarchy.

Streams

Streams allow additional specialisation within a family.

For example, the Engineering family may contain:

• Development Stream
• Quality Assurance Stream
• Platform Stream

Each stream follows the broader organisational track structure while supporting specialised career paths.

Management and Auditing

Administrators and family owners can:

• Review role assignments.
• Track changes.
• Monitor activity logs.
• Manage family structures.
• Update levels and tracks as organisational needs evolve.

Phase 2 - Platform Integration

Once the foundational structure is established, Job Architecture data becomes available across the platform.

This includes:

Roles and Permissions

Access can be configured using:

• Family
• Level
• Track

Alongside existing parameters such as:

• Department
• Business Unit
• Location

Rules and Policies

Families, Levels, and Tracks can be used in:

• Approval workflows
• Access rules
• Include/Exclude conditions
• Policy definitions

Reporting and Analytics

Job Architecture attributes become available as:

• Filters
• Report fields
• Table columns
• Employee profile data

Bulk Import

Administrators can import Job Architecture data in bulk using predefined templates, significantly reducing manual setup effort.

Ownership and Permissions

Dedicated Job Architecture permissions enable organisations to:

• Assign Job Architecture administrators.
• Delegate ownership of specific families.
• Control access to structure management.

Benefits of Job Architecture

Implementing Job Architecture enables organisations to:

Create Consistent Career Frameworks

Employees gain greater visibility into career progression paths and advancement opportunities.

Standardise Organisational Structure

Roles are classified consistently across teams and functions, reducing ambiguity.

Improve Workforce Planning

Leaders can better understand organisational distribution across functions and seniority levels.

Support Future Compensation Models

Structured role placement lays the groundwork for compensation bands and pay frameworks.

Enhance Performance Management

Performance reviews and calibration discussions can factor in organisational level and role context.

Strengthen Access Governance

Permissions and approvals can be aligned to organisational seniority and role structures.

Build Scalable Talent Systems

The framework supports future initiatives such as skills mapping, competency frameworks, and career path planning.

Important Notes

• Job Architecture is an optional capability.
• Organisations that do not enable Job Architecture experience no functional changes.
• Existing job titles continue to function as they do today.
• Job Architecture adds structure without disrupting current data.
• Families are flat in the initial release and do not support sub-families.
• Every role can belong to only one family.
• Mandatory tracks include Individual Contributor and Management paths.
• All changes are logged to support auditing and governance.

What's Next?

Job Architecture forms the foundation for several future enhancements, including:

• AI-powered family and stream recommendations
• Multiple job architecture models for complex organisations
• Employee career pathing
• Compensation bands
• Skills and competency frameworks
• Enhanced external title management

By introducing a structured relationship between roles, seniority, and functions, Job Architecture helps organisations build a scalable workforce framework that supports growth, consistency, and better talent decisions.