Is your job architecture ready for the Future of Work? How can it be optimized to make your organization more successful? This course first defines job architecture and helps HR professionals determine if and when they should evaluate their current framework to determine if adjustments should be made. We review the benefits of having a sound job architecture foundation, the components of a job architecture project—key activities, who should be involved, how long it should take—and pitfalls to avoid.
Changing business environments, shifts in strategy and changes to organizational structure(s) often render approaches to job structure and associated pay programs outdated. Developing and/or updating job architecture strategies to support the changing organization help prepare for changes in the future of work, emerging roles, new Human Capital Management systems, workforce planning and cognitive technology.
In this session, you'll learn:
- When an organization should evaluate its job architecture (post-acquisition, new HCM systems, future of work)?
- Where your organization is in its Job Architecture maturity (assessing current state as well as desired future state)?
- How to build a business case for improving job architecture and effectively advise your leadership?
Originally recorded on February 18, 2020.
A hands-on compensation and benefits executive/consultant with 20+ years experience in all areas of compensation and benefits including job evaluation, salary administration, incentive plans, executive programs, performance management, health and welfare and retirement plan administration. Experienced working on mergers, acquisitions, divestitures and international compensation with companies of all sizes in a variety of industries both as an internal and external consultant. Effective communicator with proven abilities to write and deliver winning proposals, reports and presentations. She is a nationally known speaker and author.
Specialties: business development, job architecture, benchmarking, mergers, acquisitions, divestitures, international, executive compensation, base pay programs, salary structures, administration manuals, management training, variable pay plans, management incentives (STI and LTI), perquisites, stock option administration, job evaluation, total reward management, market pricing, paired comparison, point factor, project management, implementations, contract and interim assignments, contingent workforce, outplacement workshops, recruiting, Workday, Oracle Cloud, PeopleSoft/Fusion, ADP, FLSA & OFCCP audits.
Greg Stoskopf is a Managing Director in the Human Capital practice at Deloitte Consulting LLP, where he leads the US Compensation Community of Practice.
He also serves on the Global Rewards Executive Committee where he participates in shaping the strategy and direction of Deloitte's Global Rewards Consulting practice and leads the job architecture service offering globally. His areas of expertise include broad-based compensation, job architecture, talent management and performance management.
Greg is a frequent speaker, author and instructor on compensation and talent topics both in the US and internationally. He serves a variety of large, global clients across many industries, with a focus on health care and financial services.
