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Structure drives growth:
The job architecture as the foundation of your organization
We organize, structure, and modernize your roles and responsibilities. For future-proof talent and performance management, objective salary structures, and legally compliant compensation. For professional HR consulting with a long-term vision.
When historically established structures reach their limits
Unclear job titles, perceived pay inequities, and time-consuming, purely negotiation-based salary discussions cost time, motivation, and—in the worst case—your best talent.
When the organizational chart becomes unmanageable, HR loses its ability to act strategically.
What’s more, the clock is ticking: The deadline for implementing the EU Pay Transparency Directive expired in June 2026. Companies are now required to justify salaries based on objective, gender-neutral, and non-discriminatory criteria. Without a clear, analytically sound job architecture, meeting this compliance requirement is simply no longer feasible. We’ll help you not only meet this requirement but also use it as a springboard for modern HR practices.
Job architecture explained:
Your foundation for clarity and fairness
A professionally designed job architecture is not merely a defensive response to legislation—it is the cornerstone upon which all modern HR processes are built. As experts in job grading, we translate the complexity of your organization into a
logical, objective structure, thereby creating tangible, strategic advantages.
The strategic advantages of a clear job architecture
Targeted recruiting
Precise job profiles instead of vague job descriptions. This is how you attract exactly the right talent—people who are a good fit for your company both professionally and culturally.
A career path with prospects
Clearly outline development opportunities within the company. Clear career paths motivate top performers and outline specific steps for growth.
Strong employee retention
Those who know where their career path within the company might lead and who feel they are treated fairly will stay. Systematic retention instead of unexpected turnover.
Fair compensation systems
The foundation for salary ranges that stand up to internal comparisons and are in line with external market rates. This fosters deep trust and a strong willingness to perform among employees.
Structure instead of chaos
Four steps to your job architecture
As a professional HR consulting firm, we are committed to measurability and pragmatism. We don’t waste your time with endless theoretical discussions; instead, we bring order to your system—in a structured, objective, and efficient manner. Here’s how we support you:
1. Current situation analysis & consolidation
We review your existing roles, job titles, and contracts. We streamline any unmanaged growth and identify and consolidate core functions.
2. Objective evaluation
Each position is classified using a scientifically sound, analytical job evaluation—free from gut feelings and hierarchical thinking.
3. Architectural design
We incorporate the results into a transparent model consisting of job families, career levels, and salary ranges that is precisely tailored to your company culture.
4. Rollout & Enablement
We won’t leave you to figure out the implementation on your own. We empower your managers and HR teams to use the system independently and effectively in their day-to-day work.
Gradar –
The technological foundation for your job evaluation
A future-proof job architecture relies on a system foundation that is modern, analytical, and easy to maintain. As a technical solution for implementation, we therefore recommend Gradar—the leading cloud-based off-the-shelf software for analytical job evaluation.
Your Peace of Mind: We are a certified Gradar consulting partner.
We don’t just develop concepts on paper. As a certified consulting partner, we have proven our expertise through a wide range of successfully completed projects. This status guarantees that we will implement your newly developed job architecture into the system seamlessly, error-free, and efficiently. You’ll receive a digital solution from us that’s ready to use right away.
Proven structures in practice—What our customers say
That’s what Stefan Huettenmeister says
(Group Director Marketing)
“With spod.on, we had a professional partner by our side who quickly identifies challenges, develops pragmatic solutions, and successfully drives efficient implementation.”
That’s what Sonja Dunkel says
(Vice President People Experience)
“With spod.on, we had a partner who was recognized and valued by everyone involved at all management levels—a partner who thinks strategically, implements solutions efficiently, and brings about real change. The approaches developed with spod.on have been implemented in a sustainable manner.”
THat’s what Isabel Guldi says
(HR Managerin)
“spod.on provided us with effective support as part of our EU pay transparency project in developing a job architecture, conducting job evaluations, and establishing salary bands. The combination of technical expertise, methodological know-how, and a very pragmatic focus on implementation was particularly valuable. The team not only provided advice but also developed concrete operational content, thereby playing a key role in enabling us to achieve reliable and practical results in a short period of time. The collaboration was professional, productive, and based on partnership at all times.”
FAQ – Frequently asked questions about job architecture & the EU-Directive
What is the difference between a position architecture and a job architecture?
In practice, these terms are usually used interchangeably. Both describe the systematic framework that logically structures all roles, functions, and career paths within a company and makes them comparable across different organizational levels.
Why does the EU Pay Transparency Directive require job evaluation?
The directive requires companies to pay equal wages for equal or equivalent work. To demonstrate the “equivalence” of completely different jobs (e.g., IT vs. marketing), the law requires neutral, objective criteria. An analytical job evaluation provides precisely this legally sound basis for argumentation.
Why do we, as job-grading experts, work with Gradar?
Gradar offers a transparent, non-discriminatory, and modern methodology that aligns perfectly with our evidence-based consulting approach. It protects companies from costly mistakes in job classification and is fully compliant with European labor law standards.