Reward advisory
Role Design
Define roles with clear purpose, accountability and contribution.
Good role design creates clarity about why a role exists, what it is accountable for and how it connects with other work.
Reward Associates supports role design as part of organisation change, job architecture, grading and operating model work.
Our support
- Role purpose and accountabilities
- Activity and work analysis
- Decision rights
- Role interfaces
- Managerial and specialist roles
- Role profiles
- Level alignment
- Job evaluation input
- Transition mapping
- Implementation guidance
Design the work first
- Required outcomes and capabilities
- Accountability and authority
- Work volume and complexity
- Interfaces and hand-offs
- Managerial layers and spans
- Skills and experience
- Alignment with job architecture and pay
Our approach
Understand
Clarify business strategy, workforce priorities, current arrangements and the case for change.
Analyse
Review evidence, data, market practice, employee outcomes, cost and risk.
Design
Develop practical options and test their impact with key stakeholders.
Implement
Translate the agreed approach into clear frameworks, governance, communication and action.
Typical outcomes
- Clearer accountabilities
- Reduced overlap and duplication
- Stronger role profiles
- Better alignment with organisation design
- A firmer basis for grading and recruitment
Related expertise
Discuss role design
Reward Associates can provide independent, senior-led support from initial diagnosis through design and implementation.