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Job Architecture

Unleash the Full Potential of Job Architecture and your Job Classification

Ensure organizational clarity, fair compensation, and regulatory compliance with our proven methodology

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Understanding Job Architecture

Job Architecture is a structured framework that defines roles, responsibilities, career paths and levels across your organization. It ensures clarity, consistency, and enables alignment of all other HR processes with business objectives.

The EU Pay Transparency Directive has made Job Architecture essential for demonstrating pay equity and regulatory compliance. Organizations require a job classification based on gender-neutral criteria to ensure compensation decisions are defensible and fair. A well-designed Job Architecture is the foundation for meeting these requirements.

The AI Factor: AI is now widely integrated into job architecture practices across leading organizations. Companies are leveraging AI to automate job description drafting, conduct intelligent job evaluations, and deploy HR chatbots for employee support. Strategically thinking about adopting AI in HR processes can free up time and resources for what truly matters: developing talent, building culture, and driving strategic growth.

The Strategic Advantage

Overcoming key organizational challenges

Organizational Clarity

Job Architecture creates transparent role definitions, clear career paths, and visible progression frameworks. Employees understand their position within the organization, what skills are required for advancement, and how they can develop their careers, driving engagement and retention.

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Fair and Objective Rewards

Job Architecture provides standardized role definitions and clear evaluation criteria that ensure consistent, defensible compensation decisions. By establishing objective job levels and classifications, organizations can demonstrate fair pay practices in both hiring and merit-based advancement.

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EU Regulatory Compliance

Job Architecture provides the structured foundation required to meet regulatory requirements of the EU Pay Transparency Directive. It enables organizations to establish a gender neutral job classification, demonstrate pay equity, and defend their compensation decisions with clear, objective and gender neutral criteria. Our JES Methodology is fully compliant to the Framework of the European Institute for Gender Equality.

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HR Process Alignment

Job Architecture serves as the strategic foundation that aligns all HR processes—from recruitment and performance management to compensation and succession planning. This integration creates consistency, efficiency, and enables data-driven HR decision-making across the entire organization.

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Our 4-Step Approach to Build the Right Foundations

1. Job Architecture Design

Define roles, responsibilities and combine them in a job description. Develop career paths aligned with business objectives

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2. Job Evaluation & Classification

Assess and classify all roles using Deloitte's gender-neutral Job Evaluation System

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3. Pay Structure & Progression

Build fair, transparent pay structures and pay progression frameworks

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4. Compliance & Monitoring

Monitor internal consistency and ensure ongoing EU compliance

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Zoom In: The Deloitte Job Evaluation System (JES)

Our Job Evaluation System (JES) is a structured, points-based and EU compliant job evaluation methodology that provides organizations with a flexible and holistic approach to job architecture and evaluation.

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The Foundations

JES is built on 3 interconnected dimensions

The Organizational Dimension

Examines organization's expectations of the role, complexity, level of autonomy and decision-making power.

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The Job Holder Dimension

Focuses on required competencies including vocational and technical skills, professional knowledge, experience and behavioral capabilities.

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The Environmental Dimension

Analyzes contextual factors that shape the position's environment and impact objective achievement, such as communication requirements, team responsibilities or scope of actions.

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The Strengths

Key advantages of the JES methodology

Simplicity and Flexibility

Balances structure with flexibility for modern organizations. Designed for HR teams to own and operate independently.

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Compliance

Our points-based methodology is fully EU compliant, fully gender-neutral, and legally defensible towards workers' representatives and regulatory bodies.

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Points and Levels Approach

Uses a linear points scale with "Deloitte Levels" (A–O) to create clear, consistent position groupings.

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Alignment with Existing Methodologies

JES aligns with multiple job evaluation methodologies through a correlation matrix, enabling seamless transitions and salary benchmark integration.

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Service Offerings

We offer flexible, tailored solutions designed for organizations of all sizes and maturity level. Choose between building internal capability with our training and tooling, or partnering with our advisors who manage the entire process from design to implementation, stakeholder communication and governance. Whatever your needs are, we're here to support your success.

Design Job Architecture or Levelling Framework

Development of a comprehensive, end-to-end job architecture including a levelling guide, fully tailored to your organization's unique needs and context. We create scalable structures that support compensation policies, career progression, talent management, and strategic workforce planning. By adding a points-based grading, this approach guarantees full objectivity and compliance.

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Job Evaluations & Classification

Systematic assessment and evaluation of every job across your organization using our proven JES Methodology. A Job Classification is established based on clear and gender-neutral evaluation criteria that ensure consistency and fairness.

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Job Architecture Readiness Assessment

Evaluate your current job architecture frameworks and job evaluation approach against EU Pay Transparency Directive requirements, EU Guidelines and market practice. Receive actionable insights, best practices and a clear roadmap to close gaps.

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HRIS Implementation Validation

Ensure your job architecture design is correctly configured before HRIS deployment (SuccessFactors, Workday, etc.). Validate data structures, role hierarchies, and other Job Architecture elements compared to best practices and compliance requirements. We make sure your configuration enables accurate, compliant talent management and compensation processes, unleashing the full potential.

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AI Implementation in Job Architecture

Leverage AI to enhance your Job Architecture capabilities. Automate job description drafting, conduct intelligent job evaluations, and optimize talent matching with AI-powered solutions.

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Job Architecture / Evaluation Training

Empower your HR team with the knowledge, skills and tooling to independently design and maintain Job Architecture. We provide comprehensive training on conducting effective interviews, writing job descriptions and executing job evaluations using the JES Methodology. Quality assurance is provided by us where required. This approach ensures your organization builds sustainable capability, reducing dependency on external sources and enables continuous maintenance of your framework.

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Find out more in our flyer

Zoom In: The Deloitte Job Evaluation System (JES)


Our Job Evaluation System (JES) is a structured, points-based and EU compliant job evaluation methodology that provides organizations with a flexible and holistic approach to job architecture and evaluation.

Download our flyer

Connect with our experts

Timothy Bruneel

Timothy Bruneel

GES Reward Leader, Deloitte Belgium
+ 32 9 393 74 62
Francis Spillebeen

Francis Spillebeen

Director, Global Employer services
+ 32 9 393 75 81
Ellen Vanhalewyn

Ellen Vanhalewyn

Senior Manager, Global Employer Services
+32 2 595 04 88

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