Specialist advisory
Global Grading
Create consistent global levels while respecting local organisation and market realities.
Global grading provides a shared framework for roles, careers and reward across countries and business units.
We help organisations design level structures, map roles and establish governance that balances global consistency with appropriate local flexibility.
How we can help
- Global grade architecture
- Level definitions
- Job-evaluation approach
- Role mapping
- Career streams
- Local-market interfaces
- Pay-structure links
- Governance
- Implementation waves
- Manager and employee communication
Questions this work should answer
- What must be globally consistent?
- How will diverse roles be evaluated?
- How should legacy grades map?
- Where is local flexibility required?
- How will levels connect with careers and pay?
- Who owns ongoing governance?
Visual process
From issue to implementation
01
Frame
Clarify the business question, stakeholders, scope, evidence and success criteria.
02
Diagnose
Review current arrangements, data, employee outcomes, market context, cost and risk.
03
Design
Develop practical options, model implications and test the preferred direction.
04
Embed
Translate decisions into governance, documentation, communication and sustainable operation.
Typical outcomes
- A common global language for levels
- Improved role comparability
- Stronger career and mobility frameworks
- Clearer links to local pay markets
- Sustainable global governance
A balanced decision framework
Business
Alignment with strategy, operating priorities, capability and affordability.
People
Fairness, clarity, employee value, behaviour and the manager experience.
Delivery
Data, systems, governance, communication and practical implementation.
Related expertise
Discuss global grading
Reward Associates can provide independent, senior-led support from initial diagnosis through design and implementation.