THE TEAM YOU WILL BE JOINING
- Consultant with AccruePartners! Our client is a multi-entity advisory services organization refining its target operating model (TOM) and seeking clarity within the “Associate” population.
- Legacy titles and mixed responsibilities have created inconsistent leveling, career paths, and compensation alignment—particularly between administrative/client service roles and advisor-track roles.
- Leadership is prioritizing a practical, sprint-based approach that produces clear, market-aligned job architecture with minimal meeting overhead.
- High-impact, executive-visible engagement to define job families, levels, and career paths for the Associate population
- AccruePartners delivery support for rapid onboarding, cadence, and stakeholder alignment
- Opportunity to establish a scalable architecture and governance model that can extend to additional roles and geographies
- Phased roadmap tied to TOM milestones; focus on outcomes over prolonged process
Remote (U.S.) with limited, planned on-site working sessions as needed.
WHAT YOU WILL DO- Role Inventory & Discovery: Catalog current Associate titles, responsibilities, and variations; conduct targeted interviews; assess scope/complexity, overlaps, and gaps.
- Job Families & Tracks: Design clear job families and dual tracks (e.g., Advisor vs. Administrative/Client Service), with sub-families where needed; define purpose and boundaries for each role.
- Leveling Framework: Create a leveling model (e.g., Associate I/II, Senior, Lead) with calibrated criteria—scope, autonomy, decision rights, complexity, impact—and behavioral/technical competencies.
- Career Pathing: Build transparent progression ladders and cross-track pathways; define readiness indicators, development experiences, and example transitions between roles.
- Compensation Alignment: Partner with Total Rewards to map roles/levels to market data, propose pay bands and differentials, and address internal equity considerations.
- Job Profiles & Toolkits: Produce standardized job profiles (accountabilities, qualifications, KPIs) and manager/employee quick guides; provide templates for future roles.
- Governance & Change: Stand up a lightweight governance model (RACI, ownership metadata, refresh cadence, change control) and a communications/adoption plan.
- TOM Sequencing & Roadmap: Align deliverables and timing with TOM milestones; define gating criteria, pilot scope, and a phased rollout to meet year-end goals.
- 8–10+ years building job architecture/leveling frameworks, competencies, and career paths in complex, multi-site organizations (professional services or advisory environments a plus)
- Demonstrated experience aligning roles to market data and compensation structures while maintaining internal equity
- Skilled facilitator with HR leadership and business stakeholders; able to run efficient working sessions and drive decisions
- Exceptional writing and documentation skills; converts complexity into clear, employee-facing materials
- Proficiency with HRIS/people systems and market data tools (e.g., Workday/UKG/SuccessFactors; Mercer/Radford or similar), plus strong Excel/PowerPoint
