Hi everyone, I am reviewing the pay bands for my organisation (c.10k employees).
I’m looking to understand how different organisations design and manage their pay bands. I’d appreciate any insights on:
Benchmarking:
How you benchmark roles, which data sources you use, and how often you review market positioning.
Job Evaluation (e.g. Hay):
How pay bands align with job evaluation outcomes or points, and whether bands map directly to JE results.
Job Families / Career Frameworks:
Whether your pay bands are structured around job families and how granular those families are.
Band Structure:
Number of bands, range widths, midpoints/steps, and the logic behind the structure.
Progression Within Bands:
How employees move through a band-performance, time, competencies, etc.
Hi Jessica,
Given the scale of a 10,000+ employee organization, it’s essential to have an integrated compensation or job architecture system in place—if you don’t already. This becomes increasingly important as job families, titles, and role scopes continue to evolve.
Looking ahead, it is likely you need to reassess or introduce new job families, refresh role descriptions, and ensure your job structure is consistently maintained.
Relevant few strategic questions to consider are:
Which job families are most critical to your business and industry?
Do these roles require more frequent market benchmarking to stay competitive?
Are your current tools and processes able to support efficient, scalable benchmarking across large employee populations?
Establishing a solid infrastructure now will make ongoing benchmarking, pay positioning, and job updates far more sustainable as your organization grows and transforms.
Hi Jessica
I have done a few over the years. You have a lot of relevant questions. Happy to jump into a call to share my thoughts. Let me know what date and time works.
Regards
Mayur