Hi all,
We are currently implementing our job architecture set-up in Workday. This is mainly due to the Pay Transparency initiative. Do not ask how we survived without it, it hasn't been easy.
We have chosen the Mercer methodology and we are following it extremely closely for our internal architecture.
My question is how do we actually set this up in Workday. We have had a couple of calls with other Companies, we have brainstormed, but it seems no matter how we set it up, there are issues.
Maybe we are missing something obvious, or there are materials out there. Any guidance would be highly appreciated.
How we plan it currently:
Job profile: Contains the specialization of the role & level of the role. For those familiar with the Mercer methodology, this would be something like Accounting.P3.
Compensation grade: Constrained to each Job profile (same amount of Comp grades as Job Profiles).
Compensation grade profile: Job profile & country (other dimensions might apply). In our accountant example that would be something along the lines of Accountant.P3.Spain.
Issue:
Job Profile cannot be individualized by country needs. The only adjustment we see, is to create separate job profiles by country (and therefore multiplying the number of job profiles by the number of countries).
We would love to have any guidance on this.