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Compensation Advisory Studio

Scope & Architecture Control Room

Define who is in scope, confirm employee-to-job mapping, and surface job architecture quality warnings before downstream pricing and design. Build a trustworthy foundation for accurate, fair, and market-aligned outcomes.

What This Analysis Does

Slices the workforce into the study population, validates employee-to-job mapping, and surfaces job architecture quality issues that can affect pricing, structures, and pay outcomes.

Required Data
  • Employee census from Data Readiness
  • Job Architecture catalog
  • Organizational hierarchy
  • Location and legal entity
  • Employee status & union flags
Key Outputs
  • In-scope population count & breakdowns
  • Employee-to-job mapping confirmation
  • Job architecture risk & recommendations
  • Clean population for downstream pricing
Next Recommended Action

Resolve high & medium severity job architecture issues before Market Pricing and Salary Structure Design.

Scope Filters · Active Study Population
In-Scope Population
1,118
of 1,248 active salaried employees
Active Study Population Definition

Broad-based compensation review includes 1,118 active salaried employees in the U.S. and Canada, excluding executives, sales-commissioned roles, contractors and interns, and union employees.

By Business Unit
Employees% of Scope
  • Commercial412 36%
  • Technology386 34%
  • Operations248 22%
  • G&A (Finance/HR/Legal)202 18%
  • Total1,248 112%
By Career Stream
Employees% of Scope
  • Executive (E1-E3)14 1%
  • Managerial (M5-M6)218 19%
  • Professional (P1-P6)786 70%
  • Support (S1-S6)230 20%
  • Total1,248 112%
By Location
Employees% of Scope
  • United States — Zone 1142 13%
  • United States — Zone 2178 16%
  • United States — Zone 392 8%
  • United States — Zone 4 + Remote68 6%
  • Canada248 22%
  • International (out of scope)520 46%
  • Total1,248 100%
Job Architecture Risk Board · Showing 6 of 6 issues
Severity legendHighMediumLow
IssueSeverityAffected Employees% of ScopeTrend (vs Last Check)
Employees missing levelsHigh191.7% 3Resolve in Job Architecture
Generic 'Analyst' / 'Specialist' titlesHigh645.7% 0Standardize titles & families
Manager and direct report at same levelMedium80.7% 2Adjust levels
Direct reports paid more than managersMedium121.1% 4Fix hierarchy & comp
Title-to-family inconsistencyLow60.5% 0Realign title to family
Roles requiring job architecture cleanupHigh221.9% 4Clean up job architecture
How Architecture Changes Cascade
JA ChangeMarket PricingRole alignment drives accurate market matches an…Salary StructuresJob level placement determines grade assignment …STI / LTI EligibilityLevel & family mapping influence eligibility and…Compa-Ratio CalculationsAccurate mapping is critical for fair pay equity…
  • Market Pricing

    Role alignment drives accurate market matches and percentiles.

  • Salary Structures

    Job level placement determines grade assignment and ranges.

  • STI / LTI Eligibility

    Level & family mapping influence eligibility and plan design.

  • Compa-Ratio Calculations

    Accurate mapping is critical for fair pay equity and analytics.

AI Guided Action Plan
  • Resolve 3 High severity issues
    Address high severity risks before pricing to avoid inaccurate outcomes.
  • Standardize Generic Analyst titles
    Consolidate 64 titles into clear, market-aligned job families.
  • Fix level & hierarchy conflicts
    Address 20 reporting line issues impacting comp fairness.
  • Revalidate scope before pricing
    Re-run mapping checks after fixes are complete.
Last scope update: May 18, 2025 10:42 AM · Powered by Comp Studio Intelligence
Next: Market Pricing