Job Architecture
Organize roles into job families and levels with consistent structure across the organization. The foundation for fair compensation, clear career paths, and workforce planning.
Clear job families, consistent leveling, and skills-based role definitions. The backbone of skills-based talent management.
Build a consistent job structure
Job Family Mapping
Organize all roles into logical job families and sub-families. AI suggests groupings based on skill similarities.
Level Definitions
Define clear levels with consistent criteria: scope, complexity, autonomy, and impact. Apply across all job families.
Skills Mapping
Map required skills and proficiency levels to each role. Connect to your skills taxonomy automatically.
Career Ladders
Define vertical and lateral career paths within and across job families. Show employees how to progress.
Role Calibration
Ensure consistent leveling across the organization. AI flags potential inconsistencies for review.
Documentation
Auto-generate job family documentation, role profiles, and career path guides.
Why job architecture matters
A well-designed job architecture is the foundation for fair, transparent, and effective talent management.
Example Job Family Structure
Connected to your talent ecosystem
Compensation
Job levels map to pay grades and salary bands in your compensation system.
Career Compass
Job architecture defines the structure; Career Compass helps employees navigate it.
Succession Planning
Identify critical roles and potential successors based on job family structure.
Four-Level Job Family Framework
A hierarchical structure that organizes all roles into logical groupings for consistent talent management.
Job Function
Broadest grouping by business area
Job Family
Related roles with common skills
Job Sub-Family
Specialized discipline areas
Role
Specific position with level
Why This Structure?
This framework enables consistent skill mapping, clear career progressions, and meaningful cross-functional comparisons while maintaining flexibility for organizational uniqueness.
Standardized Level Definitions
| Level | Title Pattern | Scope | Key Characteristics |
|---|---|---|---|
| 1 | Associate / Junior | Individual tasks | Learning role, close supervision, building foundational skills |
| 2 | Specialist / Analyst | Multiple tasks | Independent contributor, developing expertise, moderate complexity |
| 3 | Senior / Lead | Projects / Small team | Subject matter expert, mentors others, handles complex work |
| 4 | Manager / Principal | Team / Function | Manages people or major programs, cross-functional influence |
| 5 | Director / Head | Department | Strategic leadership, budget accountability, shapes direction |
| 6 | VP / Executive | Business Unit / Org | Executive leadership, P&L responsibility, organizational strategy |
Frequently Asked Questions
What is job architecture?
Job architecture is the framework that organizes all roles in an organization into job families, sub-families, and levels. It defines career progression paths and ensures consistency in role definitions, compensation, and development.
How does job architecture support internal mobility?
A well-designed job architecture shows employees all possible career paths—vertical promotions and lateral moves. WeSoar uses skills mapping to show employees which roles they're qualified for and what skills they need to develop.
Can WeSoar support matrix organizations?
Yes. WeSoar's career lattice model supports matrix structures where employees may have multiple reporting lines or work across functions. Skills-based matching helps identify opportunities regardless of organizational boundaries.
How long does it take to implement job architecture?
A typical implementation takes 8-12 weeks, depending on organization size and complexity. WeSoar's AI accelerates the process by analyzing existing job descriptions and suggesting family groupings.
Ready to build your job architecture?
See how WeSoar can help you create consistent, skills-based job structures.