Position landscapes grow over decades. Titles multiply. The same work appears under ten names and ten different names describe the same work. The source systems hold positions and titles but no jobs.
We build the catalogue. Jobs are described by the work they contain and not by the title on the contract. Families group related jobs. Levels order them. Every position maps to exactly one job and the structure fits into the HRIS.
How we work
- Extract positions and titles. From every source system, with their keys, their organisational units and their history.
- Cluster titles into jobs. By work content. Occupational references such as O*NET and ESCO give a neutral vocabulary for what a job contains.
- Define families and levels. A small set of families and a level model that holds across the whole organisation.
- Map every position. Each position gets one job. Exceptions are recorded and not hidden.
- Show what the structure reveals. Spans, layers, duplicate jobs and orphaned positions become visible for the first time.
- Hand over the catalogue. Stable keys, a change process for new jobs and a load that the HRIS accepts.
What you get
- A job catalogue with stable keys
- A family and level model
- The mapping from every position to its job
- Span, layer and duplicate analysis
- Governance rules for new and changed jobs
Where it usually starts
- A reorganisation needs a structure before the new org chart is drawn.
- An HRIS migration asks for jobs and the organisation only has titles.
- Pay transparency reporting needs comparable groups that do not yet exist.
We work with O*NET and ESCO as references for occupational content.
