Job Architecture, Pay Structures and HR Data Readiness

A new HR system will ask hundreds of questions the organization has never written down the answers to. Which jobs are really the same job? What grade is a certified welder at one client site against another? Who may approve a requisition, and against what budget? If those answers are not settled before configuration starts, the vendor’s consultants will settle them for you. Grahall does this design work first, in a form that loads into whichever system you choose.

Job Architecture and Pay Structure Build

We build the job catalog, job families, grades and pay bands, including the differentials that matter in the real world: craft, certification, shift, site, state and per diem. We add the requisition approval rules and tie them to budget. AI tools group thousands of job titles and rate sheet lines into a first draft. Our consultants make the judgment calls with your managers, and we model what it costs to move people into the new structure.

Hourly, Craft and Multi-State Workforces

Most pay structure advice is written for salaried staff. Much of our work is for employers whose workforce is hourly, skilled and spread across states and client sites, where the rules are more numerous and the cost of getting them wrong shows up in payroll every week.

HR and Pay Data Readiness

We set the standards for job codes, grades, pay components and history, map them to the target system, and write the reconciliation rules. A data engineering partner, or your own team, builds the pipelines. The aim is a migration that is a clean upload, with no surprises in the first payroll.

Pay Equity Before Migration

A migration is the best moment to look at pay equity, before old gaps are loaded into a new system. Grahall’s pay equity practice can run the audit under the direction of your employment counsel.

What Comes Next

Once the design is settled, we can stay on your side of the table through implementation. See Client-Side Delivery, Program Office and Change, or all of our HR Technology and AI Services.

To talk it through, contact Ali Riyaz at ali.riyaz@grahall.com or 603.205.5033.

Grahall does not provide legal or tax advice.